A personal scorecard comprises the objectives of a single worker associated with a single Performance Management Plan (PMP). Workers who belong to more than one PMP have multiple personal scorecards. Also, a worker can have more than one personal scorecard from a single PMP if the worker has multiple assignments and the plan does not apply to primary assignments only.
The application generates a worker's personal scorecard when the HR Professional first publishes the PMP. At that time, the scorecard status is either Not Started: With Manager or Not Started: With Worker, depending on the objective-setting method. In a cascading objective-setting process, managers start the updating process; in a parallel objective-setting process, workers start the objective-setting process.
See: Cascading Objectives and Setting Objectives in Parallel
When the application generates a personal scorecard, it can include:
Objectives from the Objectives Library for which workers are eligible
Incomplete objectives from a previous personal scorecard or appraisal
During an objective-setting period, both managers and workers can update workers' personal scorecards.
Ways of populating a personal scorecard during an objective-setting period include:
Creating new, individual objectives
Copying objectives from previous scorecards
Copying shared objectives
Copying objectives from the Objectives Library
Duplicating objectives already in the scorecard
Cascading objectives from managers to workers
You can also update and delete objectives in the personal scorecard. An objective's Created By field indicates who created the objective. The value Eligibility Criteria means that the application allocated the objective to you automatically.
The objective-setting process itself is task driven. Personal scorecards can transfer between managers and workers as often as necessary during an objective-setting period. At the end of an objective-setting period, managers publish the personal scorecards of workers who report directly to them.
See: Manager Performance-Management Tasks and Worker Performance-Management Tasks
The HR Professional can monitor personal scorecards from creation to publication using the Performance Management Plans function. The Scorecard Summary for a plan shows the number of scorecards in each status. For example, the summary shows the number of personal scorecards that are With Worker and the number that are Published.
Throughout the performance-management period, workers and managers perform the View and Track Objective Progress task to view personal scorecards and record progress against individual objectives.
See: Tracking Objectives
After the end of an objective-setting period, you cannot alter the contents of the scorecard by updating, deleting, or adding objectives unless:
The HR Professional alters the dates of the objective-setting period and republishes the PMP.
In this case, the application may reset the scorecard status to enable you to resume objective setting.
The HR Professional has explicitly enabled you, in the PMP, to make changes outside the objective-setting period. In this case, the end date of the objective-setting period is a proposed deadline only.
If the HR Professional creates a new objective in the Objectives Library for which you are eligible, the application adds that objective automatically to your personal scorecard when the HR Professional republishes the PMP.
See: Updating Objectives
Personal scorecards appear automatically in the Objectives sections of appraisals if:
The application generates appraisals automatically.
The appraisal template identified in the PMP includes an objective-assessment template.
Objectives appear in the Objectives section only if the Appraise option in the objective definition is selected; any objective for which Appraise is deselected does not appear.
During the appraisal, workers and managers can add, update, and delete objectives in the Objectives section of the appraisal.
Note: If the application does not create appraisals automatically, there is no automatic connection between the personal scorecard and the appraisal. In this case, you can transfer your objectives manually to the Objectives section of the appraisal, if appropriate.
The application automatically updates personal scorecards to match the Objectives sections of completed appraisals. For example, if you include an additional objective in the Objectives section during the appraisal, then the application copies the new objective to your personal scorecard when the appraisal is complete. You can record tracking information for this new objective after the appraisal, and the objective appears in the Objectives section of subsequent appraisals during this performance-management period.