Perfomance Evaluation

  • Performance evaluation

     

    The Performance Evaluation section allows you to effectively manage positions within your organization while also providing tools to create competencies and evaluation questionnaires related to all positions. This enables you to better manage employee performance and strategically develop their skills in line with the requirements of each job role.

    Position management

    Competencies are derived from defined positions and job roles and their descriptions. In order to create competencies, we first need to establish relevant positions. 

    In the Performance Evaluation section, we can create positions in Position Management.

    Not only do we name the position, but we can also add a job description and can define which competencies are related to it.

     

    Once the position is created, simply assign it to the users. You will do that directly in the Users profile by selecting one of the positions in the Position field.

     

    Setting up the competency evaluation cycle

    The first step in creating a new questionnaire is its main setup, including naming, targeting, types of feedback, and timeline. This part is performed by Administrators.

     

    Simply go to the Performance Evaluation section under the Company section and select the + Create option to start creating a new evaluation cycle.

     

    On the first page, you will focus on filling out the following sections:

    1. Basic Settings

    • Evaluation Name: Define the name of the evaluation.

    • Competencies from Position: Enabling this option will include competencies from the position section in the evaluation.

    2. Feedback Types:
    Here, select the type of feedback you want to collect from users:

    • Manager (Manager evaluates their subordinates)

    • Employee (Employee evaluates themselves)

    3. Targeting:
    Choose who will be evaluated:

    • Entire company

    • Selected teams

    • Selected locations

    • Selected users

    • Selected tags

    4. Timeline

    • Start Date: The date when the evaluation will begin.

    • End Date: The date when the evaluation will end.

    Questionnaire

    In the second part, we move on to creating the actual questionnaire.

    We begin with the basic settings, which include setting up the instructions.

    Instructions

    This section allows you to customize instructions that appear at the start of each questionnaire. Clear instructions are crucial for receiving high-quality, actionable feedback from all participants.

    Well-crafted instructions help raters:

    • Understand how to use rating scales consistently
    • Focus on objective, measure-based feedback
    • Maintain confidentiality standards

    Note: All changes are AUTOMATICALLY saved, so you don't need to worry about losing your questionnaire!

     

    Questionnaire Settings

     

    Now let's move on to a very important part: the questionnaire itself. In the Positions section, you will add evaluation questions.

    Simply add the question, its description, and choose the type of answer, whether it is mandatory, and also select the goal type, i.e., whether the question is for everyone (both manager and employee) or only for the manager.

    It is important to note that questions can be created either for individual positions or for all positions at once. If we want to define the same question for each position, simply go to the All Positions section.

    Perfect! Now that you have your questions ready, let's move on to the final part – the launch!

     

     

    Feedback results

    Once the feedback review is launched, you can check it's whole progress on the dashboard.

     

    Once the feedback is completed, you will be able to check its results. Simply open the completed cycle. You will see the overall completion rate and to check the individual results of the participants, just click on their name and see their evaluation.

    You will get the overall summary of Top strenghts and Top 5 areas to improve.

     

     

    And you can check the detailed feedback too. If the competencies were valued by both, manager and the user, they can both agree on the final result and edit it there.

     


    Moreover, you can check the Overall trend which shows you the value that is displayed during the next evaluation cycle as a comparison between several evaluations.