During an appraisal, each participant can allocate ratings to individual competencies and objectives to indicate a worker's level of achievement. The main appraiser can also allocate an overall rating to a worker's performance for the appraisal period.
When you define a competency, you specify how you will measure a worker's proficiency in that competency. You can:
Specify proficiency levels that are unique to the competency.
Select a general proficiency-rating scale.
Managers and workers can use star ratings to rate performance and proficiency levels for competencies in appraisals. See: Using Star Ratings to Rate Performance and Proficiency Levels
The competency assessment template defines how you will assess a worker's competencies during an appraisal. You can assess:
Proficiency only
Performance only
Both proficiency and performance
You can also apply a weighting value to either proficiency or performance. The competency assessment template identifies any performance and weighting scales you will use.
The application calculates a score for each competency (a competency line score) and a total score for all competencies. These scores appear in the Competency Ratings region of the Final Ratings page of the appraisal.
To calculate competency line scores, the application can use one of the following standard calculations:
| Rating-Scale Type | Score Derived From: |
|---|---|
| Performance | Performance |
| Proficiency | Proficiency |
| Performance and Proficiency | Proficiency multiplied by Performance |
| Performance and Proficiency, Weighting for Performance | Performance multiplied by Weighting |
| Performance and Proficiency, Weighting for Proficiency | Proficiency multiplied by Weighting |
| Performance with Weighting | Performance multiplied by Weighting |
| Proficiency with Weighting | Proficiency multiplied by Weighting |
For example, if you select the rating-scale type "Performance and Proficiency, Weighting for Performance," the application multiplies performance by weighting to produce the competency line score.
As an alternative to the standard calculations, you can select Fast-Formula-Based Line Scoring and identify a formula in the competency assessment template to calculate competency line scores.
See: Writing Formulas for Rating Competencies and Objectives
See: Assessment Templates
The total score for all competencies can be either the average or the sum of the competency line scores. For the following example, the total score can be either 18 (if you select Sum) or 6 (if you select Average).
| Competency | Competency Line Score |
|---|---|
| Competency 1 | 4 |
| Competency 2 | 4 |
| Competency 3 | 10 |
Competency Ratings in an Appraisal
To rate competencies, enterprises can use a performance rating scale or a combination of Performance, Proficiency and Weighting rating scales. When enterprises use the delivered Appraisal function, main appraisers can rate the performance of a worker for specific competencies in the Competencies region of the Appraisals Overview page. On the Give Final Ratings page, managers can rate workers' new proficiency levels for their competencies based on their performance.
If you select the rating-scale type Fast-Formula-Based Line Scoring and select one of the supplied sample formulas (such as PERF_X_WEIGHTING), the calculation that the application performs to produce a competency line score differs from the calculation it performs when you select one of the standard rating-scale types (for example, Performance with Weighting). In some cases, this variation in the calculation may produce slightly different results for identical data.
To illustrate the differences that the calculation method can produce, consider the example competency Develop Leadership Skills. For this competency, the participants' ratings are as follows:
| Participant | Proficiency | Performance | Weighting |
|---|---|---|---|
| 1 | 4 | 3 | 3 |
| 2 | 4 | 4 | 3 |
| 3 | 3 | 2 | 2 |
If you select the rating-scale type Fast-Formula-Based Line Scoring and the formula PERF_X_WEIGHTING in the Competency Assessment Template, the application:
Calculates the average weighting for the competency by dividing the total of the weighting values (8, in this example) by the number of participants (3).
Calculates the average performance rating for the competency by dividing the total of the performance scores (9, in this example) by the number of participants (3).
Multiplies the average weighting by the average performance rating (for example, (8 / 3) * 3 = 8). The result of this calculation (8, in this example) is the competency line score (the appraisee's rating) for the competency Develop Leadership Skills.
If you select a rating-scale type other than Fast-Formula-Based Line Scoring (for this example, Performance with Weighting) in the Competency Assessment Template, the application:
Multiplies performance by weighting to produce each participant's competency line score. For the example competency Develop Leadership Skills, the results are:
Participant 1 = 9
Participant 2 = 12
Participant 3 = 4
Sums the participants' competency line scores to produce a total score for the competency (for example, 9 + 12 + 4 = 25).
Divides the total score by the number of participants to produce the average score (for example, 25 / 3 = 8.33). The result of this calculation (8.33) is the competency line score (the appraisee's rating) for the competency Develop Leadership Skills.
As you can see from these examples, the results produced by each approach may not be identical, even though the assessment data is identical and the type of calculation (performance multiplied by weighting) is the same in both cases. Therefore, to ensure consistent results, you are recommended to use only one of these two approaches for any group of employees whose results you need to compare.
During an appraisal, the application calculates a score for each objective and a total score for all objectives. These scores appear in the Objective Ratings region of the Final Ratings page of the appraisal.
How Performance Management produces the objective line score (the score for an individual objective) depends on the rating-scale type you select in the objective-assessment template. If you select Performance and identify a performance scale, the application calculates the average of all participants' performance ratings for the objective to produce the objective line score. If you select Fast-Formula-Based Line Scoring, how the application calculates the objective line score depends on the formula you select. Possible inputs to the formula are each participant's performance rating and any weighting value included in the objective's definition. HRMS supplies two sample formulas, and you can also provide your own.
See: Writing Formulas for Rating Competencies and Objectives
See: Assessment Templates
The total score for all objectives can be either the average or the sum of the individual scores. For the following example, the total score can be either 12 (if you select Sum) or 3 (if you select Average).
| Objective | Objective Line Score |
|---|---|
| Objective 1 | 4 |
| Objective 2 | 3 |
| Objective 3 | 3 |
| Objective 4 | 2 |
In the appraisal template, you can select a formula for calculating a combined score for competencies and objectives. Inputs to the formula are the total scores for objectives and competencies. The output from the formula is a rating level ID that identifies a rating level in the final-rating scale named in the appraisal template. The application displays the associated rating level as the appraisee's suggested overall rating in the Overall Rating and Comments region of the appraisal Final Ratings page.
See: Writing Formulas for Rating Competencies and Objectives