Understanding the final review template
7 Steps To Start The Review Process In Your Organization
- Create a cycle with timelines (a. Performance b. Administration c. Cycle Management)
- Set your rating scale (a. Performance b. Administration c. Rating Scales)
- Decide on template styles (a. Performance b. Administration c. Settings)
- Decide on Final Recommendation Questions by Managers and HR. Default questions are already given (a. Performance b. Administration c. Recommendation Questionnaire)
- Create templates for self-review and manager review (a. Performance b. Templates c. +New Templates)
- Assign templates to employees from the Org Dashboard (a. Performance b. Org Dashboard c. Template – Actions)
- Share templates to employees from the Org Dashboard (a. Performance b. Org Dashboard c. Status – Actions)
A cycle represents the performance review timeline. It covers the sequence of dates from assigning employees a review template to the time when HR and managers sign off and lock the reviews of all employees.
You can create as many review cycles as you want. Once you have decided upon the frequency of reviews you should go ahead and create those cycles.
- Go to ‘Administration’ in the ‘Performance’ menu.
- Click on ‘Cycle Management’
- The ‘Cycle Management’ homepage shows you the list of existing cycles and the cycle statistics of the respective cycles.
- Click on ‘+New Cycle’
- Add cycle information like Add Title, Review Period, Dates by which Templates should be assigned to and be completed by the managers, direct reports and administrators.
- You can also control whether employees can manage reviews upon completion. If you do not want employees to see manager reviews, then in Visibility Settings, select ‘NO’. The HR can change this manually later on. By default, the setting is selected as ‘NO’.
- If you want to enable ‘Review Notes’, you can do so by selecting ‘Enable review notes’ under Other Settings.
- Under Other Settings, you can also enable Secondary Reviewers by selecting ‘Enable secondary reviewers’.
- You can also enable ratings, allow comments by managers and employees or make comments mandatory for both employee and manager.
- Once you enable ratings, the rating scale and grade cluster will become visible. You are free to edit the rating scale according to what you think is appropriate. The grade cluster can also be adjusted accordingly to the rating scale by moving the slider up and down.
- Additionally, you also have the option to enable Employee Potential, by checking either Enable Potential Rating or Enable Leadership Questionnaire. If you check Enable Potential Rating, a rating scale will appear right below it. This scale is editable and can be edited right there. If you check Enable Leadership Questionnaire, you can view the questionnaire. The questionnaire cannot be edited however.
- Additionally, the Cycle Management homepage allows you to restrict the visibility of the cycles to specific users.
- Select ‘restrict visibility’ through the ‘actions’ drop-down menu on the bottom right corner of a cycle name and select names of the employees to whom you want the cycle to be visible.
- You can also go to the ‘Org Dashboard’ directly through the cycle management page by clicking ‘Go To Org Dashboard’ beside the cycle name.
Engagedly’s Linear Cycle Workflow
- Managers Create & Assign Templates
- Share templates with employees
- Employees finish Self-Reviews
- Managers complete their reviews of their direct reports
- HR oversees, signs and locks all completed reviews.
Understanding Cycle Timelines
This is the name of your cycle (e.g. Q1 2015, Jan – Jul 2015, Annual Performance Review – 2015)
- Performance review period:
This information will be used in all notifications to employees and will help them give feedback accordingly. E.g. For the 2015 Annual Review, the period of review could be Jan 1st 2015 – December 31st 2015.
- Performance template should be assigned to employees by:
Assigning templates is the process by which relevant templates are matched with relevant employees.
This refers to the date by which HR or Managers should have created templates and assigned them to all employees. Prior to this date, a reminder notification is sent to HR.However, you can continue assigning templates beyond this date too.
- HR should share the template with the employee by:
Sharing templates implies that employees get notified that their review templates are ready and they can view it.
This is the date by which the HR should have shared templates to all relevant employees. Prior to this date, a reminder notification is sent to the HR. However, you can continue sharing templates beyond this date too.
- Employees can start their self-reviews on or after:
Self-review is the process where employees can rate/add comments about themselves in the performance areas provided in the template.
On and after this date, employees can start entering their comments and ratings. On this date, a reminder email is sent to all relevant employees who have templates assigned to them.
- Employees should submit their self-reviews by:
A reminder email is sent to all employees prior to this date. However, even after this date, employees will still be able to submit self-reviews.
- Managers should finish reviewing their direct reports by:
A reminder email is sent to all managers prior to this date. However even after this date managers will still be able to submit reviews.
- HR managers should finish reviewing and lock all appraisals by:
A reminder email is sent to all HR managers prior to this date. However even after this date managers will still be able to manage reviews.
Enable review notes
Enables employee, manager & HR to write notes with respect to the review, such as one to one meetings minutes, individual development plans etc.
- Enable secondary reviews
People other than managers can also be invited to comment on the review form.
- Enable rating
Selecting this enables employees and managers to rate each topic in the review template. The rating scale can be set in the Performance> Administration page.
- Enable overall rating
Selecting this enables employees and managers to give overall ratings.
- Allow managers to comment
This setting opens a comment box for managers to comment on each of the topics in the review template.
- Allow employees to comment
This setting opens a comment box for employees to comment on each of the topics in the review template.
- Are comments mandatory for employees and managers
This setting forces staff to add some comment in each of the relevant comment boxes. Empty submissions are not allowed.
Editing An Existing Cycle
- Go to ‘Administration’ in the ‘Performance’ menu.
- Click on ‘Cycle Management’ and you will see a list of cycles that have been created.
- Each cycle has a menu of actions. To edit a cycle, select Edit from the list of actions.
- You will be redirected to the Edit Cycle page.
- Make your changes and click ‘Save’
- Click on the ‘Settings’ tab in the ‘Administration’ section of the ‘Performance’ menu.
- This tab allows you to change the template and available resources settings.
Engagedly also allows you to add goals to a performance review template. You just have to select ‘Enable Goals In Performance Review Template’ under ‘Advanced Settings’
Once this setting has been enabled, you can add the goals through the review template when creating it.
Enable Leadership Questionnaire
Engagedly has a default Leadership Questionnaire built-in within the system. At this point, organizations have the ability to enable or disable the questionnaire. However they do not have the ability to modify the questionnaire. We are working on giving you a customizable leadership questionnaire and this should be available early next year.
By default this setting is enabled. You can always disable it.
When this setting is enabled, a leadership questionnaire can be attached to relevant templates. For example you may want to measure leadership potential for Senior Managers and not for Interns. The option of attaching this questionnaire with a template is available in the “Create Template” section.
How does the Leadership Questionnaire work?
Each question has a YES or NO option. Managers get to rate their direct reports. Each YES answer yields one point and each NO answer yields to zero points.
Reviewees scoring 0-3 points will be deemed to have Low Leadership Potential
Reviewees scoring 4-7 points will be deemed to have Medium Leadership Potential
Reviewees scoring 8-10 points will be deemed to have High Leadership Potential
This survey is based on the Harvard Model of Leadership and is an indicator of potential. However, we urge reviewers to exercise their own judgement when looking at the results.
Show Template Library to All
The HR can create and push templates to a common library which can be accessed by other managers across the organization. By default, Engagedly restricts access only to the HR.
Allow all employees to create templates
The ability to create templates is by default available only to the HR. You can change this by giving all employees the ability to create templates. If you want line managers to be able to create templates, this can be a useful feature. Use this feature with caution.
Resources accessible while writing a performance review:
Engagedly allows you to access employee feedback, their job description and goals (If the Cascading Goal module is enabled) while writing reviews. This will help you write a comprehensive review based on past achievements and feedback.
- Job Description ( These details can be filled while creating new users)
Display “Level” in dashboard:
This setting is useful for organizations which identify people based on Levels (not to be confused with designations). Some examples of Level nomenclature are L1, L2, L3, M1, M2 etc.
Click on Performance and then Administration and you will be redirected to the Performance Administration page. On this page, click on “Recommendation Questionnaire” and you will be able to view it.
Reviews in general serve two purposes: 1.) To give feedback for employee to improve and 2.) For organizations to identify future plans for employees.
Engagedly has a questionnaire builder for this which surveys manager and HR intentions (these are optional). The default questionnaire asks some simple, yet pertinent questions which can help HR get some great analytics.
The Manager Recommendation Questionnaire will be available for managers to fill for their direct reports.
The HR Recommendation Questionnaire will be available for HR to fill for all employees. Craft HR questions which help you collate final recommendations for the organization to use.
You can see how this fits within a review over here.
You can also see how the analytics looks like here
Templates house the main review questions or areas that employees and managers rate and comment on. One can create unlimited templates. Many organizations usually have one performance review template per “role”. However you can also (if desired) use one standard template for all employees.
Attached to each template are “weights” for weighted averages across sections and the “Leadership Questionnaire”.
Creating a new template
- Go to ‘Templates’ in ‘Performance’ menu.
- Click on ‘+New Template’ and fill in the details like template title and review sections.
- Add the ‘Performance Review Sections’
The sections show up based on the Template Settings chosen earlier
- Click on ‘Save & Next’. You will be redirected to the ‘Weighting’ page.
- By default weights are selected but you can disable it. Remember, if you use weights the total should tally up to 100%.
It is possible to give some Performance Areas weights and leave the others as they are.For instance, if there are 3 performance areas in a template, an HR administrator can choose to add weights to only two performance areas. In the 3rd one, they can add 0% as the weight, so that the field is not left blank.
- The sections can also be reordered here using the tile icon.
- As you type out a topic or competency, you get a text box which allows you to write a detailed description. Use this to instruct reviewers on how to and what to rate. Descriptions give a lot of clarity to reviewers.
- You also have an option to ‘Enable Goals’ in a performance review form.
- Select ‘Enable Goals’ on the top right hand corner of the page.
- In the Goals section in the template, administrators can decide who all can rate and comment upon the Goals by clicking on the Settings icon. Administrators can even give weights to goals, relative to other performance areas.
Please see how descriptions are laid out (in finer print) here
An example of how this can be used is :
In the Nested View you get the option to search and add from a library of competencies. This is explained further in Advance Settings.
Here’s a list of things that you can do in the ‘Templates’ tab after creating a template. These are useful for advanced users. If you are starting now, you can skip this section and head straight to Assigning Templates.
- Assigning Templates – Click on the ‘Assign’ button below the template name that you want to assign. Select the employees to whom you want to assign the template to and select the cycle. Click ‘Submit’
- Distributing Templates – Click on the dropdown menu beside the ‘Assign’ button and select ‘Distribute’. Add users and click ‘Submit’.
- Discussions On Templates – Click on the dropdown menu beside the ‘Assign’ button and select ‘Discuss’. Add users and click ‘Submit’
- Publishing To Library – Click on the dropdown menu beside the ‘Assign’ button and select ‘Publish To Library’. Click ‘Ok’. Once a template is published to the library, it cannot be recalled.
- Changing Ownership – Click on the dropdown menu beside the ‘Assign’ button and select ‘Change Ownership’. Select user and click ‘Submit’
- Export To PDF – Click on the dropdown menu beside the ‘Assign’ button and select ‘Export To PDF’
- Preview – Click on the dropdown menu beside the ‘Assign’ button and select ‘Preview’.
- Edit – Click on the dropdown menu beside the ‘Assign’ button and select ‘Edit’.
- Delete – Click on the dropdown menu beside the ‘Assign’ button and select ‘Delete’.
When a new cycle is created, by default, there are no employees who are part of the cycle. Administrators will need to add employees to the cycle.
If all employees are part of this cycle then you can add all of them in one click with the ‘Add All Employees’ action.
If your organization runs parallel cycles with different sets of employees you can search select and add employees with the ‘Search & Add Employees’ action.
Add All Employees – When you click on this, all the employees in an organization will be added to a cycle.
Search & Add employees – When you click on this option, you be redirected to a new page where you can see a list of all the employees in your organization. There is a checkbox next to each employee’s name. Select the employees you want to add to the cycle, and then click on Add. They will appear in the Selected Employees column.
You can also remove employees from the Selected Employees column If you have selected a few employee by mistake or decide that you do not want to add an employee to the cycle.
Once you’ve finalized the list of selected employees, click on Save. You will now be redirected to the Org Dashboard page where you can see all the employees who are a part of the cycle.
Note: Blocked users will still remain in the cycle. They can be identified by a small icon next to their name and the fact that their complete row is a different colour from the rest of the page.
Note: Adding users or deleting users do not generate any notifications.
In an organization, different people work on different projects. People who might have worked together at one point of time might now be working with different people.
So, when reviewing the performance there might be a need to gather inputs from different users.
Engagedly allows administrators to add secondary reviewers to contribute to the performance review of users in their organization.
You can find a new column ‘Secondary Reviewers’ in the ‘Org Dashboard’/ ‘Team Dashboard’ (If Enabled).
Clicking on this column against the username, will take you to a page where you can add multiple secondary reviewers.
These secondary reviewers can only contribute to the review by adding a comment. They cannot modify or delete the comment once submitted.
Go to ‘My Dashboard’ through ‘Performance’. On this page, under ‘Secondary Reviews’ is the list of requests for secondary review.
To contribute to a review request click on it and add your review as comments in the form. Click submit. Your secondary review will be contributed.
Removing Employees From A Cycle
To remove employees from a cycle, hover on the gear icon next the Employee title and click on ‘Remove from cycle’. Select the employees you want to remove from the cycle and click on Remove.
Tip: If you want to exclude just a few employees from a cycle you can add all employees and then remove the employees you want to exclude.
Go to ‘Org Dashboard’ and select a cycle. A list of employees who have been selected for that particular cycle will be shown.
You can either assign templates to employees all together or individually. To assign templates individually, click on Assign in the Template column, next to the employee’s Job Title.
A light box opens up and here, you will be able to search for and select a template for the user. Once you are done selecting, click on Submit. Once a user has been assigned a template, a green check mark will be shown in the place of Assign.
To assign templates at one go, in the Template drop down menu, click on Assign. All the employees to whom you have not assigned templates will be shown with a check box next to their name.
To select all employees, click on the checkbox which is next to the Employee title. This will automatically select all the employees, which you can see because the checkboxes next to their name will have a check mark.
You can alternatively also select only the employees you want by selecting the checkboxes next to their name.
Recalling or Retracting Templates
You can recall templates by selecting Recall from the Template drop down menu. Clicking on the Recall action will make checkboxes appear next to all the users who have been assigned templates. Check the boxes next to users from whom the template needs to be recalled and then click on Recall.
Note: Once a template has been locked by the HR, it cannot be recalled unless the template is unlocked first.
Sharing Performance Review Templates
Once you are done assigning templates, the next thing you need to do is share them. This you can do by clicking on the Share action under the Status column.
You can share templates individually or you can also share templates with employees at one go by selecting Share in the Status drop down menu and selecting the checkbox that appears next to the Employee title.
Note: Once a manager or HR assigns a performance review template to his direct reports, it reflects on the direct report’s dashboard only after the HR shares it with the direct report.
After the performance review is completed by both the direct report and the manager, the administrator can lock it.
Note: All the columns in the Org Dashboard can be sorted which makes it easier for administrators.
An administrator can perform various actions on the ‘Org Dashboard’. They can change the ‘Status’ of a performance review template; they can either ‘Share’ a template with a user or ‘Recall’ an already assigned template. They also have an option to filter the users based on their departments.
The administrator can also enable or disable Leadership Potential (LP) for employees. There’s a column called LP, next to the Status column. Here, administrators can use the Enable or Disable action to alter the leadership potential for employees. Disabling LP will show as a red ‘x’ mark for employees.
Note: The Leadership Potential column will only show on the Org Dashboard if it has been enabled during Cycle creation. The LP column can be enabled/disabled even after cycle creation by the HR administrator by editing the Cycle where you want the column to be enabled or disabled.
The administrator also has the power to unlock the performance review of an employee or a manager. You can unlock a signed review by selecting ‘Unlock’ under the ‘HR’ dropdown menu and selecting the user name that you want to unlock it for
How To Add Goals To A Review Template
Goals can be added to a review template once the template has been assigned to and shared with the employees. But if you want employees to rate and comment on the goal, then it is necessary to add the goals before employees begin their reviews.
To add goals to the review template, click on ‘Shared’ under status, in either the Org Dashboard or Team Dashboard. This will open up the review template. Clicking on ‘Import Goals’ allows managers to add goals that need to be reviewed. Just remember to add goals that relevant to the current review cycle.
Site administrators can also export a copy of all the goals that have been added for users in performance review templates.
If during Cycle creation, you set Visibility Settings (Employee sees manager comments & ratings instantly upon manager submission.) as NO, then you will also see two more actions in the Org Dashboard.
- Show Manager Review To Employees
- Hide Manager Review From Employees
When you select these actions, you can either make manager reviews visible to employees or hide them.
Alternatively, administrators can also change the setting manually. Click on a preview of the manager review from the Org Dashboard. You will be able to make the change there.
The ‘Org Dashboard’ can be viewed in both list view and hierarchy view, you just have to click on which view you prefer at the top of the list.
Download Performance Reviews
Consolidated Employee Reviews
Administrators can download combined employee performance reviews from the org dashboard or they can download employee performance reviews individually.
If you want to download employee performance reviews for a number of employees at one go, go to the Performance Org Dashboard and hover on the Export menu. You have the option to download reviews for all the employees who are a part of the current cycle, or you can download the reviews of a select few employees from the current cycl
To download reviews for a select number of employees, select the option ‘Select & Export to PDF’. You will then see checkboxes next to employee names. Once you have selected the employees, click on Export. The download link will then be sent to your email id (the one you use for Engagedly account.)
To download reviews for all employees, select the option ‘Export all to PDF’. A download link with the reviews will then be sent your email id.
When broken down, the Performance Areas excel sheet contains the employee name, the manager name, the overall ratings from a self review by an employee, the overall ratings from a manager review, a self review average and a manager average for each section ( each performance area) and individual ratings for each question.
Since, in a performance review cycle, different templates can be assigned to different employees, the data within the sheet is also broken down template wise.
Administrators can now also download an excel sheet contain the Nine Box Analytics Data for all the employees in review cycle. Here, the data is broken down in terms of potential and performance, with colour coding to help administrators identify where each employee falls.
Recommendation Analytics – Manager Recommendations Export
Administrators can even download an excel sheet containing all the Manager Recommendations data for a cycle. This will give administrators a complete breakdown of how an employee’s manager has answered each recommendation question.
Individual Employee Reviews
To download individual employee reviews, click on either the employee, manager or HR ratings of the employee.
The employee’s performance review opens up. When you hover on the ‘Export as PDF’ option, you see the different versions of the review that you can download.
You can download a review that contains the complete review or you can download versions that do not have the HR Recommendations or the Manager Recommendations.
Adding Review Notes
The other two tabs in the ‘Org Dashboard’ menu are‘Recommendation Analytics’ and Performance Insights’.
The recommendation questionnaire is added to every review template and the manager gives a response when he reviews it. ‘Recommendation Analytics’ shows you the graphical representation for the same.
The ‘Performance Insights’ tab allows the HR to view how ratings are distributed across a review cycle.Users can even click on each bar in the graph to view which employee or manager has used that rating.
The 9 Box Analytics allows HR to view leadership potential of all the employees who have been given the Leadership Questionnaire. The leadership potential of employees can be viewed based on review cycles. If the questionnaire has not been enabled for a review cycle, then the 9 box analytics will not show up.
After the due date for the performance review has passed, the administrator can lock it. Select ‘Lock’ under HR actions and select the users whose performance review you want to lock and then click on ‘Lock’.
This tab can be seen in the ‘Administration’ section only when you select ‘Hierarchy’ view in the settings tab.
‘Competencies’ is a list of pre-set competencies and representative behaviors that can be added to a template directly instead of manually adding performance review sections.
To create a new competency, click on ‘+New Competency’ and add competency details. This competency will be available in the list of competencies and can be used when you create a new performance review template.
‘Grade clusters’ helps you categorize the performance of your employees into three categories – Low, Medium and High based on both employee and manager ratings.
The minimum and maximum values are preset (0 – min, 100 – max). You can customize the other values based on the percentage that you want the categories to represent.
Performance Review Form
- Go to Org Dashboard from Performance and click on either employee rating or manager rating.
- The performance review form opens.
- You can edit manager review visibility for an employee.
- Click on ‘Change’ beside Visibility under the employee name and edit the visibility of manager reviews.
- This page also shows you employee and manager reviews on various sections like ‘Performance areas’ , ‘Manager recommendations’ and ‘Employee Potential’
- You can fill in the HR remarks in the form and ‘Save’ it.
- You can also fill in ‘HR Recommendations’ and ‘Lock’ it. Or you can save it and lock it later from the ‘Org Dashboard’
The expandable ‘resource center’ bar on the bottom of the page helps you quickly go through the reviewee details like
Job Description – Here you can see the job description and responsibilities of the reviewee
Goals – This section shows you the active and archived goals of the reviewee from previous six months to the current date. You can also use the date picker to find goals from a particular date and search bar for easy search.
Feedback- This section shows you the feedback received by the reviewee from previous six months to the current date. You can also use the date picker to find feedback from a particular date and search bar for easy search.
Notes – This section shows you the notes where the reviewee has been mentioned from previous six months to the current date. You can also use the date picker to find notes from a particular date and search bar for easy search.
Documents – This section shows you the documents that are uploaded by the manager/admin for the reviewee from previous six months to the current date. You can also use the date picker to find documents from a particular date and search bar for easy search.
You can also download the documents by clicking the ‘download’ icon beside the document name.
Past Reviews – Here you can see the archived performance reviews of the reviewee from past six months. You can also use the date picker to find performance reviews from a particular date and search bar for easy search.
360 Feedback – Here you can see the multi-rater feedback received by the reviewee in past six months. You can also use the date picker to find multi-rater feedback from a particular date and search bar for easy search.
Updated for Engagedly Release No: 2.9.2, dated January 12th 2017.