Employee Settings>Reviews
Employee Settings>Reviews |
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These policies relate to Competency Reviews.
Objective Field Configurations This function is used to set up and configure the Business and Professional Development Objectives for Work Plans. The Objective Field Configurations has been removed from the Administration Module and made apart of the Employee Settings.
Please see: Objective Field Configurations section.
•Click the
Administrator Notes: If your organization has customized either the tool tips or learning and growth ratings terminology please ensure they closely align.
The Customization of the Characteristic Tooltips has been removed from the Administration Module and made apart of the Employee Settings.
This function allows you to customize the tool tips presented in the Learning and Growth Review when Competency Characteristic (sub-review) questions are presented. Both the range from 1 to 5 and 1 to 10 can be customized.
Please see: Characteristic Tooltips section.
•Click the
The Customization of the Learning and Growth Ratings has been removed from the Administration Module and made apart of the Employee Settings. This function allows you to customize the Custom Heading and Ability Description to match your Organizational Learning and Growth Recognition and Reward Strategies.
The ranges for each rating are not editable. They closely align with the terminology of the Characteristic Tooltips.
Please see: Learning and Growth Ratings section.
•Click the
Administrator Notes: If your organization has customized either the tool tips or learning and growth ratings terminology please ensure they closely align.
Do you want to allow Leads/Supervisors to add/delete Reviewers in the Complete Reviews page?
Notes: •If this policy is set to "Yes", then the Leads/Supervisors will see the add and delete buttons in the Complete Reviews page to add and remove reviewers.
Allow clients to perform skill assessments?
Notes: •If there are Technical Skills linked to an employee's Job, Reviewers will be asked to comment on those Skills as part of the Competency Review (Competency #34 - Technical Competence/Utilization). •This policy allows you to turn off this skill review when the Reviewer is a client or customer (has the Reviewer Role 'Client'). •It is assumed that a Reviewer with this role might not have a relationship with the employee that gives them insight into their technical abilities. •Set the policy to Yes to enable Skill assessments for reviewers with this reviewer role.
Allow subordinates to perform skill assessments?
Notes: •If there are Technical Skills linked to an employee's Job, Reviewers will be asked to comment on those Skills as part of the Competency Review (Competency #34 - Technical Competence/Utilization). •This policy allows you to turn off this skill review when the Reviewer is a subordinate (has the Reviewer Role 'Subordinate'). •It is assumed that a Reviewer with this role might not have a relationship with the employee that gives them insight into their technical abilities. •Set the policy to No to disable Skill assessments for reviewers with this reviewer role.
Enable Competency Characteristics Reviews?
Notes: •This policy allows you to turn on and off the Competency Characteristic reviews in the Competency Review. •When set to Yes, it works in conjunction with the Competency Characteristics Threshold policy to determine whether to include the Competency Characteristics review questions for a particular Competency.
Use default characteristics (sub-review questions) if there are none specified for job group?
Notes: •This policy determines which Competency Characteristics will be included in the Characteristic Evaluation of the Competency Review. •When set to Yes, the System Default Characteristics will be used if there are none for the specified Job Group. •When set to No, there will be no Characteristics evaluated and the Competency reverts to a Competency Evaluation rather than a Characteristic Evaluation.
Definition of Strength Policy This policy (Employees - Reviews) uses a special screen which uses the drop down menu to choose what evaluation constitutes a strength in your organization. Click on the
Competency Characteristics Threshold (1-10)
Notes: •When the threshold is set fairly high the number of competencies that will have Competency Characteristic reviews enabled is lowered (which can shorten the time it takes to complete employee reviews).
How many response options do you use in Employee Learning and Growth Reviews (5/10)?
Notes: •This policy determines whether Competency Characteristic review Evaluation Options (Unsatisfactory to Outstanding) are on a scale from 1 to 5 or 1 to 10.
What constitutes a Strength in your Organization? This Policy allows organizations to define how high they want the bar to be for recognizing employees who have demonstrated exceptional contributions in what they do, and how they have done it. The options/values available to answer this question will be based on the setting your organization has selected to the Policy question (Admin > Policies > Employees - How many response options do you use in Employee Learning and Growth Reviews (5/10)?). If ‘10’ has been selected, the 6 possible values for defining a strength will be 7.500, 8.000, 8.500, 9.000, 9.500, and 10.000, with the Default Value being set at 7.5.
If ‘5’ has been selected, the 6 possible values for defining a strength will be 3.75, 4.00, 4.25, 4.5, 4.75 and 5.00. Default Value being set at 3.75 Encompassing Visions will identify employees having a competency as a strength if their learning and growth reviews have as a minimum average at least the ‘strength’ your organization has selected to this Policy.
Notes: •The system will analyze Employee Learning and Growth Reviews, identify the Competencies and Skills found to be performed at or above the defined strength, and list the Employees demonstrating strength in the learning and growth of the Competency or Skill in the Organizational Learning and Growth function of the Analysis Module. •It also determines which competencies and skills will be identified as strengths in the Employee Learning and Growth Report.
Show Tool Tips for Evaluation Options in the Employee Learning and Growth Reviews?
Notes: •When set to Yes, these tool tips provide detailed descriptions of the ratings available in the Competency Characteristic reviews when the User hovers their mouse over a rating. •These tool tips are customizable in the Competency Characteristic Tool Tips function of the Maintain Terms and Weightings section of the Administration Module.
Justify High/Justify Low comments must be entered to make the review complete?
Notes: •If your organization requires that Reviewers justify their very high or very low evaluations in a Competency Review, you will want to set this policy to Yes. •This will ensure that the Competency Review is not considered to be complete until Justification is entered for each Competency with a high or low evaluation. •If left as No, the justification comments are optional.
The following Competency Review Policies define the default Reviewers in the system for Competency Reviews. •Do you want supervisors to be default reviews for Competency Reviews? •Do you want incumbents to be default reviewers for Competency Reviews?
Supervisors and Incumbents are Reviewer Roles established in the system.
Do you want to allow supervisors to copy their employees incumbent review?
Notes: •If your organization requires that Supervisors have the ability to copy a completed incumbent review to the supervisor review, you will want to set this policy to Yes. •If left as No, the option for the Supervisor to copy an incumbent review will not be available.
Do you want to default the learning and growth report to include all comments?
Notes: •If your organization requires that all comments be printed on the review then you will want to set this policy to Yes. •If left as No, then you will have the option to allow all comments to become part of the printed Learning and Growth report.
Do you use Employee/Supervisor relationship for Reviews?
Note: This policy determines if the default reviewers are determined from the assigned supervisor (in the Employees list) or from the Organizational Structure.
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