From Subscribe-HR Wiki Help
The π (Pi) Performance Management solution enables you to integrate values, culture, 360 degree feedback and real-time recognition to enhance employee skills, development and behaviour. The Pi solution has been designed to integrate the best of traditional Performance Management with organisation wide crowd sourced, real-time performance feedback and recognition. This allows you to harness the power of peer-to-peer social recognition to transform employee performance and enhance your culture.
Feedback includes the following functional capabilities:
- Give feedback / recognition.
- Receive feedback / recognition.
- Track and Report.
- The Feedback interface includes ‘Dashboard Dials’ that provide an easy, visual reference to feedback and recognition in real-time.
The ‘Performance Feedback’ functionality of the ∏ (Pi) Performance Management solution allows Employees to provide feedback and offer recognition about each other within the Subscribe-HR Performance Management solution.
This recognition is provided to Employees / Team Members in real-time. Feedback fits into the overall date defined review period for an Employee. There are 3 main segments to an individual’s review (Feedback, Canvases and Develop). When Managers / HR / the CEO want to create a performance review for an employee, they can access a report of all Feedback submitted for a given period of time, which calculates a ∏ (Pi) score, based on all the ‘Elements’ that are included in the calculation functionality / formulae. These formulae are all fully customisable.
The approach here is to build your organisational Feedback mechanism like a social network with a wall, comments and likes. The interface looks similar to a LinkedIn or Facebook feed. In the feed, an Employee can provide Feedback or recognition to anyone in your organisation, (unless this option has been restricted within the system settings, to limit feedback to other team members only). When someone provides Feedback, they can link this to a skill, behaviour, goal, or value, which can then subsequently be linked to cultural and strategic announcement items.
Linking Feedback to any of these options is a simple process for the user, performed via a ‘Search and a Look-up table.’ When Feedback is provided, the person giving the Feedback can rate team members, for example; skills feedback, linked to mission, and these attributes can then be rated with 5 Stars or 5 thumbs up. The Feedback functionality is also built as an APP, incorporating the specific settings which are outlined above (skills, goals, values).
Please note that the first stage release includes Performance Feedback only. Subsequent stages will include:
- Employee Talent Cubes: Organise, Supervise, Deputise (Action and Development Plans).
- IQ Search Update: Rewards allocation and Canvas Extension.
- Analysis Tool: for Period driven performance calculation, plus formulae calculation based on customisable Performance Elements. Enables the ability for Tagging Successors, and creating an organisational Knowledge Base.
The Performance module is located at the right top menu.
The Performance module dashboard has 3 main parts.
From a best practice perspective, it is recommended to use the Feedback tool, as a horizontal feedback system allowing anyone in the organisation to provide feedback to anyone they choose to do so, in the business, not just in their department. Please see settings to find out how to restrict the feedback to just people in respective team. If you choose to implement the Feedback Tool this way, you can use it as a One-On-One Communication Tool.
The Subscribe-HR Organise, Supervise, Deputise Tool (March 2016 Release), will be purpose built for setting up real-time actions plans and feedback.
The Performance Feedback section contains up to 6 dials that illustrate real time information about feedback. Different team members will be able to view / access the feedback dials as follows:
- The first 2 dials are for everyone (ie everyone will access a minimum of 2 dials);
- The next 2 dials are for Managers only (ie Managers can access dials related to themselves and their teams);
- The last 2 dials are for the System Administrator/s only (ie System Administrators can view feedback at the individual level, view what Managers can see, as well as being able to access system / organisation wide feedback information).
The ‘Feedback’ widget has two parts. The top part of the widget is designed to enable everyone to select an employee and submit feedback / recognition. Users can add skills, goals, values, etc. (See system settings for more details).
The bottom part of the widget shows the latest feedback and recognition submitted into the system. Each feedback record contains the rating, the name, picture and job title of the Employee who received the feedback and the name of the person who submitted it. There is also a relative date applied to each feedback / recognition record and the list of comments and people who liked it.
The facility to “Like” a feedback record and adding comment has been included here. If the HR user has the permission and if there are Feedback Filters, there's a possibility to filter the feedback and put it manually to quarantine.
At the very bottom of the ‘Performance Feedback’ page, the user can add relevant reports from other HR or Performance modules. Feedback, Comments, Likes and all data related to Performance can, as usual, be reported on.
Related system settings can be found: http://wiki.subscribe-hr.com.au/Performance#New_Performance
Under performance, in Employee tab, employee wise Feedback given and Feedback received can be viewed. For each Feedback record, a list of comments is displayed.
In Tools > Feedback Filter, you can set up a list of words that are banned. Once a Feedback contains at least one of these words, the Feedback is not displayed in the feed and is stored in quarantine. Once quarantined, HR user can:
- Block/Unblock this Employee from submitting more feedbacks.
- Approve the feedback and put it out of the quarantine. It will be displayed in the feed.
Rewards can be allocated to Employees by Managers in a responsive manner. This can get an outcome of more consistent behaviour.
The Salary modelling tool can be used to analyse performance scores and product salary increases or one off bonuses to people. Salary Modelling can provide authorisation sign-off before actual amounts are fed into salary records of employees.
Employee Talent Cubes can be defined based on Succession or general Talent based Identification Parameters. These work in conjunction with Recruitment Talent Pools. The IQ Search tool can be used to search from Succession, Project Teams, based on Internal and External Talent. So for example, if you want to review skills as part of your performance review, you can then set-up TalentCube Definitions to capture the Employees that have these skills, in the TalentCube itself. You can also for example set-up an IQ Search to search for these skills adhoc. If people are found, they can be placed into TalentCubes from the IS Search Tool options.
Algorithms can be created to define company based formulae that automatically identify Flight Risks. This includes Top Performers not recognised by Managers and the Business, or those that are not doing that well.
The algorithms can also view the Employee path and use this data to draw outcomes and conclusions.
End Point Scoring
When conducting a Review, the Manager can run a Report analysis on the period that the Manager defines. This could be the current period, or could be changed to include other data.
The Report will display the following data from the Review:
- The Final Score based on all the end points in the period.
- All the Text Data and Scored answers in the period.
- All Review information relating to the Review.
This Report can be run for individuals or for teams and departments. Any Analysis can be saved into the Analysis subfolder for the specific employee for historical reference. Reports can be inserted into Dashboards.