Your Performance Management Task List includes an entry for each Performance Management Plan (PMP) to which you belong. Under each PMP entry appears a list of tasks that the application generates automatically. The tasks are those appropriate to the PMP and can vary from one PMP to another. The application enables these tasks at appropriate times during the performance-management period. For example, you can perform the appraisal-management task during the appraisal-task period only.
If you have multiple personal scorecards for the same PMP (because you have multiple assignments), use the Switch Assignment task in the task list to display the task list for each assignment. You may report to a different manager or supervisor in each assignment.
This topic describes all worker performance-management tasks and their associated notification messages.
The Set Objectives task enables you to update your personal scorecard of objectives. This task is usually enabled during the objective-setting period only, unless the Allow Changes Outside This Period check box is selected for the performance management plan. If the Allow Changes Outside This Period option is selected, then the Set Objectives task is enabled until the appraisal task begins. If there are no appraisals tasks, then the Set Objectives task is enabled till the plan end-date. The dates of the objective-setting period appear in the task's Start Date and End Date columns in the Performance Management Task List. The scorecard status must be either With Worker or Not Started: With Worker.
The scorecard status is With Worker if your manager started the objective-setting process and has transferred your personal scorecard to you. You receive a notification message that may include your manager's instructions for updating the scorecard.
The scorecard status is Not Started: With Worker if you are starting the objective-setting process. The scorecard may already contain some objectives that the application allocated to you automatically or copied from a previous appraisal or personal scorecard.
You can update your personal scorecard by:
Creating new objectives
Copying objectives from the Objectives Library, from your previous scorecards, or from shared objectives (objectives that others have shared with you)
Duplicating objectives already in the scorecard and updating them (for example, to change the objective name)
Updating objectives already in the scorecard
You can also review any objectives that others (typically your manager) have shared with you. Having access to shared objectives enables you to define supporting objectives. For example, if your manager shares the Increase Sales of Electrical Goods objective, you can define an objective that will contribute to the shared objective (but does not have to be identical to it). For example, your objective could be Redesign Sales Area for Electrical Goods. You make the relationship between the two objectives explicit when you perform the Align Objectives task.
Note: Workers can update objectives added by their managers only in the objective-setting period. When the appraisal-task period begins, then workers cannot update objectives created by their managers. They can only add the objective rating, weighting values, or comments.
The Align Objectives task enables you to define relationships between any of your objectives and objectives that others (such as your manager) have shared with you. For each supporting objective in your personal scorecard, you select the shared objective that it supports in the Aligned To column. If you have defined no supporting objectives, you do not need to perform this task.
If it appears, this task is usually enabled during the objective-setting period only. This task does not appear if sharing and alignment are not required activities.
The Share Objectives task enables you to give other members of the PMP access to your objectives. You can allow others to:
View an objective.
View an objective and align their objectives with it.
Enterprise policy determines whether you must perform this task and for which objectives. For example, if you are a manager, you can use Employee Self-Service to share objectives with your team as an alternative to the cascading process.
If it appears, this task is usually enabled during the objective-setting period only. This task does not appear if sharing and alignment are not required activities.
When you have finished updating your personal scorecard, you perform the Finish Objective Setting task to transfer the scorecard to your manager for approval. In the notification message, you can explain any changes that you have made. The scorecard status changes to With Manager, and you can make no further changes unless your manager returns the scorecard to you. If this happens, you receive a notification message from your manager.
This task is usually enabled during the objective-setting period only.
The ability for managers to update the objectives and objectives' details added by workers depends on the setting of the HR: Allow Updates To Objective Details Added By Appraisee profile option.
The View and Track Objective Progress task enables you to view your personal scorecard and record progress against your objectives. For incomplete objectives, you can update the Complete %, Achievement Date, and Actual values. You can enter an achievement date for objectives regardless of whether or not the Complete % value is 100. Your manager can review values that you enter here.
You can update objectives during a specific stage of the performance process, even though the View and Track Objective Progress task is enabled throughout the performance-management period.
If the PMP includes only the Objective Setting task, then record progress for objectives within the objective setting period after the completion of the Finish objective setting task.
If the PMP includes both the Objective Setting and Appraisals tasks, then record progress for objectives within the objective setting period after the completion of the Finish objective setting task, and before the appraisal task start date.
The Manage Appraisals task enables you to review and update your own appraisal and is enabled from the start of the appraisal-task period to the appraisal task end date. The dates of the appraisal-task period appear in the task's Start Date and End Date columns in your Performance Management Task List. While this task is enabled, all objective-setting tasks are disabled. (During appraisal activity, you can update your objectives in the appraisal rather than in your personal scorecard.) If multiple appraisals (for example, midyear and full-year appraisals) occur during a single performance-management period, this task appears once in your Performance Management Task List for each appraisal period defined for the PMP.
Additional Information: You can complete PMP appraisals after the appraisal task end date and before the plan period end date, if your enterprise sets the HR: Update PMP Appraisals After the Appraisal Period profile option to Yes.
If you are the appraisal initiator, you see the appraisal on your Appraisals home page with the status of Planned at the start of the appraisal-task period. If your manager is the appraisal initiator, you receive a notification message when your manager shares the appraisal with you.
Workers may no longer be eligible for a plan if they are transferred out of the plan or placed on a new assignment, which is not primary. Then such plans are not visible on the worker's Performance Management Home page. If a worker is transferred out of a plan, and the appraisal is at the Pending Appraisee Feedback status, then the worker can update and complete the appraisal using the Provide Final Feedback button on the appraisal notification.
You receive performance-management notification messages when:
Your manager transfers your personal scorecard to you.
Another member of the PMP shares an objective with you.
You may also receive a notification message when the application generates your task list.
You issue notification messages when:
You transfer your personal scorecard to your manager.
You share your objectives with other members of the PMP.
Plan administrator enrolls workers into a plan, reopens scorecards, refreshes scorecards, rolls back PMPs, removes worker scorecards, reopens appraisals, and sends mass notifications.
Enroll Workers in a Plan
When performance management plan administrators enroll workers in a plan, workers can complete the following tasks in the performance management plan (PMP) cycle:
Set objectives
Align objectives
Share objectives
Finish objectives
View and track objective progress
Manage Appraisals
If your enterprise enables the Info Online content container, then you can access the web site of Enwisen, a third-party information provider. Click the Handbook link to access information, for example, your company's information on performance appraisals.