View source for Performance-How-To-End-To-End

{{page.name: Performance: How-to - End to End Setup of a Performance Review - Subscribe-HR Wiki}}
{{page.head: Performance: How-to - End to End Setup of a Performance Review}}

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=Getting Started=

There is a number of small components that need to be configured in order to create a performance review process. This guide outlines steps in creating new review process from scratch. The following steps outline how to create all review components:

# [[Setting-Up-Ratings|Create rating scale]] - rating scale is used to assign rating to skills, goals, values and behaviours in the performance review canvas.
# [[Performance_canvas|Create performance review canvas]] - performance review canvases are used in a review and check-in steps in the performance workflow. To create performance review only one canvas is required however it is a good idea to think of other canvases that may be used in the future for check-ins and create them at this point. Canvases will need rating scales assigned to performance related questions.
# [[Creating-Performance-Workflow|Create performance workflow]] - when creating performance review workflow please take into account all steps that you would like to include as part of your review process. Once workflow is deployed it can no longer be modified. Workflow must have at leas one step added to it

Sections below outline how performance workflow can be used to setup various review scenarios.

==One Way Review (Employee Only)==

This is a basic review type that will require employees to perform their own reviews.

# If you would like for employees to define their goals then create <b>Define</b> step, set define items to goals and assign it to <b>Employee</b>.
# Create <b>Review</b> step and assign it to employee. Set lock step parameters to have time limit for completion (if required). Set delayed start parameter if you would like to wait before performing actual review after goals have been defined.

==Two Way Review (Employee and Manager)==

# If you would like for employees to define their goals then create <b>Define</b> step, set define items to goals and assign it to <b>Employee</b>.
# If you would like for manager to review goals and define additional ones then create <b>Define</b> step, set define items to goals and assign it to <b>Manager</b>.
# Create <b>Review</b> step and assign it to employee. Set lock step parameters to have time limit for completion (if required). Set delayed start parameter if you would like to wait before performing actual review after goals have been defined.
# Create <b>Review</b> step and assign it to manager. Set lock step parameters to have time limit for completion (if required). Normally delayed start would not be required here as managers should complete reviews straight after employees have done theirs.

==360 Review (Employee, Manager and Peers)==

# If you would like for employees to define their goals then create <b>Define</b> step, set define items to goals and assign it to <b>Employee</b>.
# If you would like for manager to review goals and define additional ones then create <b>Define</b> step, set define items to goals and assign it to <b>Manager</b>.
# Create <b>Review</b> step and assign it to employee. Set lock step parameters to have time limit for completion (if required). Set delayed start parameter if you would like to wait before performing actual review after goals have been defined.
# Create <b>Review</b> step and assign it to manager. Set lock step parameters to have time limit for completion (if required). Normally delayed start would not be required here as managers should complete reviews straight after employees have done theirs.
# Create <b>Review</b> step and assign it to peers. Set lock step parameters to have time limit for completion (if required). Normally delayed start would not be required here as peers should complete reviews straight after managers have done theirs.


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