Latest revision as of 01:30, 29 May 2023

Performance Cycles

Performance Cycles define steps which various Users (Employees, Managers and Peers) need to complete in order to finalise the entire review. There are four step types that can be created: Define, PDP (Personal Development Plan), Check-in and Review. Each step is described in detail below.

Performance Review Users (Recipients) are defined as follows:

1. Employees - relates to all current Employees within the organisation, but in the context of a Review, usually relates to Employees within the same Deployment Group.
2. Managers - relates to all current Managers within the organisation (who have Employees from whom they will have to manage/complete Performance Reviews).
3. Peers - there are three types of Peers to choose from:

Employee - another Employee (perhaps one outside of the Deployment Group for a particular Review/Review Cycle).
User - an individual that is in the System as a User, but not an Employee (for example an individual from a Recruitment Agency who has already been given 'User' access to the System).
External - an individual outside the organisation.

"Peers" are added to a Review Cycle via one of two methods:

By listing them at a Define Peers step (see Define Step Type below).
By using the Manage Peers action in the Performance Management Widget. To find it, go to the Reviews tab in the Widget HR/P&C Manager Dashboard, then locate the employee's Performance Review in the list and select Manage Peers from the Action dropdown on the right. This action will only appear if the Cycle contains a Define step that includes Peers (People & Culture users only).

Performance Workflow/Cycle Duration

Performance Workflow/Cycle durations have been capped at 12 months (that is, the cycle is limited to 1 year in length).

In each Performance Cycle, when you view the Cycle Steps, there are two timelines illustrated at the top of each Cycle Steps page in the System.

The actual length of the Performance Cycle is shown in the top grey timeline (including the number of days for the length of that Cycle). Below that in green is a 12-month timeline that shows the relation of the Performance Cycle against the entire 12-month period.

Creating New Cycle

Performance Cycle steps are added by clicking on Add Step button. Each step type contains the following parameters:

After logging into Subscribe-HR, select Performance option under the GENERAL area from the left hand navigation.
Select the Worfklows folder.
Click "+Create New" button.
Fill in the fields as defined below.
Select the [Save] button.

Field Name	Description
Name	Performance Cycle name.
Cycle Steps	Cycle steps can be added by clicking on Add Step button. A dialog box will come up and prompt for step details. Each step type is described in sections below.

Adding Cycle Steps

After clicking on Add Step a dialog box will come up with step options. The following ones are common across all steps.

Field Name	Description
Delayed Start	Allows for a step to be started at a later date. There are three options No - indicating that step will start immediately. After Time Interval - additional option will show up.
Start After (If Delayed Start = After Time Interval)	Allows users to specify time offset as numeric value and units (Hours, Days, Weeks, Months). This offset is added to the cycle's start date to determine the earliest time that the step can be opened.
Name	Name of the step.
Type	Step type.
Assign To	Who this step should be assigned to. Can be one or a combination of Employee, Manager and Peers. NOTE: Peers can only be added to the 'Review' Step type.
Step Due In	Allows users to specify time offset as numeric value and units (Hours, Days, Weeks, Months). This offset is added to the step's start time to determine when the step will be automatically locked if not completed in time. If the step is locked, it will have to be extended by the manager or a People & Culture user.
Email Rules	Allows users to configure emails that will trigger based on an action in a Cycle process. More details outlined in the section below.

Email Rules

Email rules can be created on the fly to cater for a number of various use cases. For example an HR/P&C Manager may want an email to be sent to managers to let them know if particular step in a Cycle has been completed or notify an employee that step due date is approaching. Email rules can be added by clicking Add Rule button. A new line will be added to the list of rules.

Field Name	Description
Event	What action will trigger the Cycle e.g. step completion.
By	Action performed by or related to. For example step completed by employee.
Recipient	Who will receive the email.
Template	Link a predefined correspondence template. For more information on how to create correspondence click here.

NOTE: If the Event is set to "Step Delayed", the following options will appear underneath.

Field Name	Description
Reminder	Yes or No to enable a reminder e-mail before the time limit is reached.
Number of Units plus Unit Type	How long before the Time Limit is reached before the reminder is sent.
Template	Correspondence Template for the Reminder.

Define Step Type

The following options are related to the definition step type.

Field Name	Description
Define Items	Defines which items need to be defined at this step. Available options are: Skills, Goals, Behaviours, and Peers. Please note that (Business Objectives - Goals) can be entered (and through the Goals Folder in the Performance Widget (Team Dashboard Users). Any Goal that is added here, if it is not completed, will be brought into the "Define" stage of the Performance Review. If the Goal has been completed there is a Button which allows the user to select any "Completed" Goals into the review. Skills can also be added through the Performance Widget in the "Skills" Folder. This can be done adhoc only if there is no "Review Cycle" in use. Once a Review cycle is being used, the ability to add Skills through the "Skills" Folder in the Performance Widget is removed. Any Skills that are current, will be brought into the Performance Review or they can be added into the Performance Review. Skills GAPS option exists so that Skills based on GAPS can be selected and brought into the review. This is for Team Dashboard Users Only.
Define Templates	Allows users to specify which system templates to use when defining items. Templates can be created using Subscribe-HR layout tool. Click here to see description for each option in define template section.

PDP Step Type

The following options are related to personal development plan step type.

Field Name

Description

Define Templates

Allows users to specify which system templates to use when defining Goals. Templates can be created using Subscribe-HR layout tool. Click here to see description for each option in define template section. If Intervention is selected for a Goal in the PDP step (Team Dashboards), the Employee will have records created in the PDP for interventions for that Goal. The Interventions can be: Course Waiting List. Event Waiting List. Go1 Elearning Course, Create Training Record, Create a Mentor. If a any of: Course Waiting List. Event Waiting List. Go1 Elearning Course, Create Training Record is selected, the status of the record will show from the Waiting List, E-Learning (pending) is started through to the completion of Training and the Training Record being created. This information will also be able to be seen in the "Goals" Folder in the Performance Widget. If you selected PDP from the Row options, for the Goal Record, all of the PDP items for Goals will be viewable. The relationship is one Inprogress etc (not completed) Goal to the PDP. So any Goal that is being worked on will be linked back to one PDP.

Check-in Step Type

The following options are related to the check-in step type.

Field Name	Description
Check-in Template	Specify a template to use for checking. Must be a canvas of type performance.

Review Step Type

The following options are related to the review step type.

Field Name	Description
Employee/Manager/Peer Permissions	A permission assignment section will show up for each user type assigned to a step. These permissions specify what information can be accessed by which type of user. Jump to review permissions details.

Define Templates

The following options are related to the define templates section in the Cycle step definition.

Field Name	Description
User Type (Auto-assigned)	Who will use this particular template. Employee, manager or peer.
Define Item (Auto-assigned)	What item the template is used for. Goal, skill etc.
Template	Template to use to create new or edit existing records.

Review Permissions

Granular permissions can be set against each user performing a review. For example it is possible to allow managers to see employee scores but not comments. At the same time it is also possible not to allow peers to view any of the answers from managers or employees. NOTE: Peers cannot see other Peers' answers. All participants can see their own answers from previous steps. [User Type] will be automatically filled in based on selection made in Assign To field.

Field Name	Description
View [User Type] Scores	Can current user view scores of [User Type].
View [User Type] Comments	Can current user view comments of [User Type].
View [User Type] Answers	Can current user view answers of [User Type].

@@ Line 1: / Line 1: @@
 {{page.name: Performance: Creating Performance Workflows - Subscribe-HR Wiki}}
-{{page.head: Creating Performance Workflows}}
+{{page.head: Creating Performance Cycles}}
 __TOC__
-=Performance Workflows=
+=Performance Cycles=
-Performance Workflows define steps which various Users (Employees, Managers and Peers) need to complete in order to finalise the entire review. There are four step types that can be created: Define, PDP (Personal Development Plan), Check-in and Review. Each step is described in detail below.
+Performance Cycles define steps which various Users (Employees, Managers and Peers) need to complete in order to finalise the entire review. There are four step types that can be created: Define, PDP (Personal Development Plan), Check-in and Review. Each step is described in detail below.
-Performance Review Users (recipients) are defined as follows:
+Performance Review Users (Recipients) are defined as follows:
-#<b>Employees</b> -
+&#9;1. <b>Employees</b> - relates to all current Employees within the organisation, but in the context of a Review, usually relates to Employees within the same Deployment Group.
-#<b>Managers</b> -
+<br>
-#<b>Peers</b> -
+&#9;2. <b>Managers</b> - relates to all current Managers within the organisation (who have Employees from whom they will have to manage/complete Performance Reviews).
+<br>
+&#9;3. <b>Peers</b> - there are three types of Peers to choose from:
+*Employee - another Employee (perhaps one outside of the Deployment Group for a particular Review/Review Cycle).
+*User - an individual that is in the System as a User, but not an Employee (for example an individual from a Recruitment Agency who has already been given 'User' access to the System).
+*External - an individual outside the organisation.
+"Peers" are added to a Review Cycle via one of two methods:
+*By listing them at a Define Peers step (see Define Step Type below).
+*By using the Manage Peers action in the Performance Management Widget. To find it, go to the Reviews tab in the Widget [[People-and-Culture-Widgets|HR/P&C Manager Dashboard]], then locate the employee's Performance Review in the list and select Manage Peers from the Action dropdown on the right. This action will only appear if the Cycle contains a Define step that includes Peers (People & Culture users only).
-==Creating New Workflow==
-Workflow steps are added by clicking on Add Step button. Each step type contains the following parameters:
+==Performance Workflow/Cycle Duration==
+Performance Workflow/Cycle durations have been capped at 12 months (that is, the cycle is limited to 1 year in length).
+In each Performance Cycle, when you view the Cycle Steps, there are two timelines illustrated at the top of each Cycle Steps page in the System.
+The actual length of the Performance Cycle is shown in the top grey timeline (including the number of days for the length of that Cycle). Below that in green is a 12-month timeline that shows the relation of the Performance Cycle against the entire 12-month period.
+==Creating New Cycle==
+Performance Cycle steps are added by clicking on Add Step button. Each step type contains the following parameters:
 #After logging into Subscribe-HR, select <b>Performance</b> option under the GENERAL area from the left hand navigation.
-#Select the <b>Worfklow</b> folder.
+#Select the <b>Worfklows</b> folder.
-#Click [Create New] button.
+#Click "+Create New" button.
 #Fill in the fields as defined below.
 #Select the [Save] button.
@@ Line 32: / Line 50: @@
 <tr>
 <td width="206"><font face="Arial" size="2">Name</font></td>
-<td width="484"><font face="Arial" size="2">Performance workflow name.</font></td>
+<td width="484"><font face="Arial" size="2">Performance Cycle name.</font></td>
 </tr>
 <tr>
-<td width="206"><font face="Arial" size="2">Workflow Steps</font></td>
+<td width="206"><font face="Arial" size="2">Cycle Steps</font></td>
-<td width="484"><font face="Arial" size="2">Workflow steps can be added by clicking on <b>Add Step</b> button. A dialog box will come up and prompt for step details. Each step type is described in sections below.</font></td>
+<td width="484"><font face="Arial" size="2">Cycle steps can be added by clicking on <b>Add Step</b> button. A dialog box will come up and prompt for step details. Each step type is described in sections below.</font></td>
 </tr>
 </table>
 <br/>
-==Adding Workflow Steps==
+==Adding Cycle Steps==
 After clicking on <b>Add Step</b> a dialog box will come up with step options. The following ones are common across all steps.
 <br/>
@@ Line 51: / Line 69: @@
 <tr>
 <td width="206"><font face="Arial" size="2">Delayed Start</font></td>
-<td width="484"><font face="Arial" size="2">Allows for a step to be started at a later date. There are two options. <b>No</b> - indicating that step will start immediately. <b>After Time Interval</b> - additional option will show up <b>Start After</b> which will allow specifying the time offset.</font></td>
+<td width="484"><font face="Arial" size="2">Allows for a step to be started at a later date. There are three options
+*<b>No</b> - indicating that step will start immediately.
+*<b>After Time Interval</b> - additional option will show up.</font></td>
 </tr>
 <tr>
 <td width="206"><font face="Arial" size="2">Start After (If Delayed Start = After Time Interval)</font></td>
-<td width="484"><font face="Arial" size="2">Allows users to specify time offset as numeric value and units (Hours, Days, Weeks, Months).</font></td>
+<td width="484"><font face="Arial" size="2">Allows users to specify time offset as numeric value and units (Hours, Days, Weeks, Months). This offset is added to the cycle's start date to determine the earliest time that the step can be opened.</font></td>
 </tr>
 <tr>
@@ Line 67: / Line 87: @@
 <tr>
 <td width="206"><font face="Arial" size="2">Assign To</font></td>
-<td width="484"><font face="Arial" size="2">Who this step should be assigned two. Can be one or a combination of Employe, Manager and Peers.</font></td>
+<td width="484"><font face="Arial" size="2">Who this step should be assigned to. Can be one or a combination of Employee, Manager and Peers. NOTE: Peers can only be added to the 'Review' Step type.</font></td>
 </tr>
 <tr>
-<td width="206"><font face="Arial" size="2">Lock Step</font></td>
+<td width="206"><font face="Arial" size="2">Step Due In</font></td>
-<td width="484"><font face="Arial" size="2">Defines whether step has a time limit. There are two options. <b>Never</b> - step does not have a due date. It is completed when user clicks submit button.  <b>After Time Interval</b> - additional option will show up <b>Lock After</b> which will allow specifying the time offset for when step due date should be set to.</font></td>
+<td width="484"><font face="Arial" size="2">Allows users to specify time offset as numeric value and units (Hours, Days, Weeks, Months). This offset is added to the step's start time to determine when the step will be automatically locked if not completed in time. If the step is locked, it will have to be extended by the manager or a People &amp; Culture user.</font></td>
-</tr>
-<tr>
-<td width="206"><font face="Arial" size="2">Lock After (If Lock Step = After Time Interval)</font></td>
-<td width="484"><font face="Arial" size="2">Allows users to specify time offset as numeric value and units (Hours, Days, Weeks, Months).</font></td>
 </tr>
 <tr>
 <td width="206"><font face="Arial" size="2">Email Rules</font></td>
-<td width="484"><font face="Arial" size="2">Allows users to configure emails that will trigger based on an action in a workflow process. More details outlined in the [[#Email_Rules|section below]].</font></td>
+<td width="484"><font face="Arial" size="2">Allows users to configure emails that will trigger based on an action in a Cycle process. More details outlined in the [[#Email_Rules|section below]].</font></td>
 </tr>
 </table>
@@ Line 85: / Line 101: @@
 ==Email Rules==
-Email rules can be created on the fly to cater for a number of various use cases. For example hr manager may want an email to be sent to managers to let them know if particular step in a workflow has been completed or notify an employee that step due date is approaching. Email rules can be added by clicking <b>Add Rule</b> button. A new line will be added to the list of rules.
+Email rules can be created on the fly to cater for a number of various use cases. For example an HR/P&C Manager may want an email to be sent to managers to let them know if particular step in a Cycle has been completed or notify an employee that step due date is approaching. Email rules can be added by clicking <b>Add Rule</b> button. A new line will be added to the list of rules.
 <br/>
 <table border="1" width="100%" cellspacing="0">
@@ Line 94: / Line 110: @@
 <tr>
 <td width="206"><font face="Arial" size="2">Event</font></td>
-<td width="484"><font face="Arial" size="2">What action will trigger the workflow e.g. step completion.</font></td>
+<td width="484"><font face="Arial" size="2">What action will trigger the Cycle e.g. step completion.</font></td>
 </tr>
 <tr>
@@ Line 107: / Line 123: @@
 <td width="206"><font face="Arial" size="2">Template</font></td>
 <td width="484"><font face="Arial" size="2">Link a predefined correspondence template. For more information on how to create correspondence click [[Creating-new-correspondence|here]].</font></td>
+</tr>
+</table>
+NOTE: If the Event is set to "Step Delayed", the following options will appear underneath.
+<br/>
+<table border="1" width="100%" cellspacing="0">
+<tr>
+<td width="206"><font face="Arial" size="2"><b>Field Name</b></font></td>
+<td width="484"><font face="Arial" size="2"><b>Description</b></font></td>
+</tr>
+<tr>
+<td width="206"><font face="Arial" size="2">Reminder</font></td>
+<td width="484"><font face="Arial" size="2">Yes or No to enable a reminder e-mail before the time limit is reached.</font></td>
+</tr>
+<tr>
+<td width="206"><font face="Arial" size="2">Number of Units plus Unit Type</font></td>
+<td width="484"><font face="Arial" size="2">How long before the Time Limit is reached before the reminder is sent.</font></td>
+</tr>
+<tr>
+<td width="206"><font face="Arial" size="2">Template</font></td>
+<td width="484"><font face="Arial" size="2">Correspondence Template for the Reminder.</font></td>
 </tr>
 </table>
@@ Line 121: / Line 157: @@
 <tr>
 <td width="206"><font face="Arial" size="2">Define Items</font></td>
-<td width="484"><font face="Arial" size="2">Defines which items need to be defined at this step. Available options are: skills, goals and behaviours.</font></td>
+<td width="484"><font face="Arial" size="2">Defines which items need to be defined at this step. Available options are: Skills, Goals, Behaviours, and Peers. Please note that (Business Objectives - Goals) can be entered (and  through the Goals Folder in the Performance Widget (Team Dashboard Users). Any Goal that is added here, if it is not completed, will be brought into the "Define" stage of the Performance Review.
+If the Goal has been completed there is a Button which allows the user to select any "Completed" Goals into the review. Skills can also be added through the Performance Widget in the "Skills" Folder. This can be done adhoc only if there is no "Review Cycle" in use. Once a Review cycle is being used, the ability to add Skills through the "Skills" Folder in the Performance Widget is removed. Any Skills that are current, will be brought into the Performance Review or they can be added into the Performance Review. Skills GAPS option exists so that Skills based on GAPS can be selected and brought into the review. This is for Team Dashboard Users Only.</font></td>
 </tr>
 <tr>
@@ Line 140: / Line 178: @@
 <tr>
 <td width="206"><font face="Arial" size="2">Define Templates</font></td>
-<td width="484"><font face="Arial" size="2">Allows users to specify which system templates to use when defining goals and action plans. Templates can be created using Subscribe-HR [[Modifying-screen-layouts-in-Subscribe-HR#Creating_a_New_Layout|layout tool]]. [[#Define_Templates|Click here]] to see description for each option in define template section. If Training is selected as the Intervention, the Employee will be placed onto the "Waiting List" for the "Course" and a Training Record will be created for them also.</font></td>
+<td width="484"><font face="Arial" size="2">Allows users to specify which system templates to use when defining Goals. Templates can be created using Subscribe-HR [[Modifying-screen-layouts-in-Subscribe-HR#Creating_a_New_Layout|layout tool]]. [[#Define_Templates|Click here]] to see description for each option in define template section. If Intervention is selected for a Goal in the PDP step (Team Dashboards), the Employee will have records created in the PDP for interventions for that Goal. The Interventions can be: Course Waiting List. Event Waiting List. Go1 Elearning Course, Create Training Record, Create a Mentor. If a any of: Course Waiting List. Event Waiting List. Go1 Elearning Course, Create Training Record is selected, the status of the record will show from the Waiting List, E-Learning (pending) is started through to the completion of Training and the Training Record being created. This information will also be able to be seen in the "Goals" Folder in the Performance Widget. If you selected PDP from the Row options, for the Goal Record, all of the PDP items for Goals will be viewable. The relationship is one Inprogress etc (not completed) Goal to the PDP. So any Goal that is being worked on will be linked back to one PDP. </font></td>
 </tr>
 </table>
@@ Line 176: / Line 214: @@
 ==Define Templates==
-The following options are related to the define templates section in the workflow step definition.
+The following options are related to the define templates section in the Cycle step definition.
 <br/>
 <table border="1" width="100%" cellspacing="0">
@@ Line 199: / Line 237: @@
 ==Review Permissions==
-Granular permissions can be set against each user performing a review. For example it is possible to allow managers to see employee scores but not comments. At the same time it is also possible not to allow peers to view any of the answers from managers or employees. [User Type] will be automatically filled in based on selection made in <b>Assign To</b> field.
+Granular permissions can be set against each user performing a review. For example it is possible to allow managers to see employee scores but not comments. At the same time it is also possible not to allow peers to view any of the answers from managers or employees. NOTE: Peers cannot see other Peers' answers. All participants can see their own answers from previous steps. [User Type] will be automatically filled in based on selection made in <b>Assign To</b> field.
 <br/>
 <table border="1" width="100%" cellspacing="0">

Creating Performance Cycles

Latest revision as of 01:30, 29 May 2023

Contents

Performance Cycles

Performance Workflow/Cycle Duration

Creating New Cycle

Adding Cycle Steps

Email Rules

Define Step Type

PDP Step Type

Check-in Step Type

Review Step Type

Define Templates

Review Permissions

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