To assess competencies and objectives during an appraisal, you must include a competency assessment template and an objective assessment template in the appraisal template. You design competency assessment templates and objective assessment templates to meet enterprise requirements.
The competency assessment template specifies how to assess competencies in appraisals. When you create a competency assessment template, you can:
Specify validity dates. Outside these dates, you cannot use the template. These dates must not conflict with the validity dates of the appraisal template in which the competency assessment template appears. For example, if the appraisal template has no valid-to date, the competency assessment template must have no valid-to date.
Specify the template scope. Global templates are available in all enterprise business groups. Local templates are available only in the business group in which you create them. The scope must match the scope of any appraisal template in which the competency assessment template appears.
Include instructions to participants. These instructions appear, formatted as you specify, in the Competencies region of the Appraisal Overview page.
Identify competencies that you want to assess. For example, you can include competencies required by a worker's job in the appraisal. Selections that you make in the competency assessment template apply to all users of the template. However, during the appraisal you can tailor the Competencies region to suit the appraisee.
Note: You can delete job competencies from a worker's appraisal, but you cannot delete from an appraisal other competencies that appear in the competency assessment template.
To specify how HRMS will calculate scores for individual competencies, you select a rating scale type. HRMS can calculate scores based on performance, proficiency, or both. In addition, HRMS can apply a weighting value to either performance or proficiency.
Alternatively, you can select Fast-Formula-Based Line Scoring and enter a formula name. The selected formula calculates a score for each competency using specified performance, proficiency, and weighting values. HRMS supplies sample formulas for calculating competency scores; you can also define your own.
See: Assessing Competencies and Objectives
See: Writing Formulas for Rating Competencies and Objectives
Whether you use a formula or one of the standard HRMS calculation methods, you specify whether the total competency score is the average or the sum of all competency ratings.
The score for each competency (the line score) and the total competency score appear in the Final Ratings page of the appraisal.
To create a competency assessment template, you use the Manage Competency Templates function. You can access this function from:
The HR Professional menu, where it appears by default
The Manage Appraisal Templates function, when you click Create Competency Template
In this case, the competency assessment template has the same name and validity dates as the appraisal template.
You define as many competency assessment templates as you need to meet enterprise requirements. For example, you could tailor competency assessment templates to jobs, positions, or even individuals. Alternatively, you could define an assessment template for your enterprise's core competencies, and the main appraiser or appraisee can include additional competencies, such as those appropriate to a job or an individual, during the appraisal. You can even define a competency assessment template that contains no competencies; in this case, the main appraiser or appraisee includes all relevant competencies during the appraisal.
Note: You can continue to use competency assessment templates created in the Assessment Template window of the forms-based interface. However, their scope is local only. To update or delete these templates, use the Manage Competency Templates function.
The objective assessment template specifies how to assess objectives in appraisals. When you create an objective assessment template, you can:
Specify validity dates. Outside these dates, you cannot use the template. These dates must not conflict with the validity dates of the appraisal template in which the objective assessment template appears. For example, if the appraisal template has no valid-to date, the objective assessment template must have no valid-to date.
Specify the template scope. Global templates are available in all enterprise business groups. Local templates are available only in the business group in which you create them. The scope must match the scope of any appraisal template in which the objective assessment template appears.
Include instructions to participants. These instructions appear, formatted as you specify, in the Objectives section of the appraisal.
For appraisals created automatically, the application copies the worker's personal scorecard of objectives to the Objectives region of the appraisal. Otherwise, the main appraiser and appraisee populate the Objectives region during the appraisal.
To specify how HRMS will calculate scores for objectives, you select a rating scale type. You can select a performance scale, from which users select a rating for each objective. If the objective's definition includes a weighting value, HRMS multiplies performance by weighting to give a score for each objective. Otherwise the performance rating is the objective score.
Alternatively, you can select Fast-Formula-Based Line Scoring and enter the name of a formula to calculate a score for each objective. HRMS supplies sample formulas for calculating objective scores; you can also define your own.
See: Assessing Competencies and Objectives
See: Writing Formulas for Rating Competencies and Objectives
Whether you use a formula or select a performance scale, you specify whether the total objectives score is the average or the sum of all objective ratings.
The score for each objective (the line score) and the total objective score appear in the Final Ratings page of the appraisal.
To create an objective assessment template, you use the Manage Objective Templates function. You can access this function from:
The HR Professional menu, where it appears by default
The Manage Appraisal Templates function, when you click Create Objective Template
In this case, the objective assessment template has the same name and validity dates as the appraisal template.
You define as many objective assessment templates as you need to meet enterprise requirements. For example, if you use a different formula to calculate objective scores for each job or position, you define multiple objective assessment templates. You may also want to define a different objective assessment template for each performance-management period.
In the Search region of the Manage Competency Templates and Manage Objective Templates pages, you can search for existing templates created using either these functions or the Assessment Template window. When you tab out of a field in the Search region that has an associated Search window, that window does not open automatically. Click the Search icon to display the Search window.