ePerformance Business Processes

The diagram below illustrates an example of the flow of ePerformance business processes - assuming that the document template implements the established criteria, multi-participant, review, and approval processes.

The ePerformance business process includes the following steps:

1. The manager, employee, or HR human resources administrator initiates the process by creating documents.

   Employees can only create documents for themselves; managers can create documents for employees or groups of employees that report to that manager; HR Administrators can create documents for groups of employees.

2. The employee or manager modifies the document’s evaluation criteria and agrees upon the criteria that are established. This is an optional step.

   Criteria modifications include: adding free-form or predefined criteria, modifying the text of document criteria, or removing criteria. For more information, refer to Creating/Editing ePerformance Documents as a Manager.

3. The employee or manager nominates participants to provide additional feedback. This is an optional step.

   For more information, refer to Defining General Template Information.

4. After nominations are complete and the evaluation criteria are finalized, nominations are submitted to nominees by either the employee or manager. This is an optional step.

   When a nominee accepts a nomination, a participant evaluation is created for that nominee.

5. Employees, managers, and (optionally) other participants complete their respective evaluations.

   This step consists of rating evaluation items and entering documents.

   When a Performance document is initially created, it is a Plan. After adding all the performance criteria, it becomes the Appraisal.

6. The manager views average ratings and consolidates feedback into their evaluation.

   During this step, the manager can optionally make use of several tools

   • notes entered pertaining to the evaluation;
   • comments from other evaluators pertaining to the evaluation;
   • development tips based upon competencies and subcompetencies;
   • results writer statements based upon competencies and subcompetencies;
   • average consolidated ratings from other evaluators pertaining to the evaluation; and
   • language checker that checks language for objectionable terms.

     Note: Depending on the review and approval process that is defined in the document template, the final two steps may occur in reverse order.