Um PMS

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Preface
Congratulations with your purchase of Adrenalin Software. Adrenalin offers a comprehensive
and powerful HR System with Modules covering the complete life cycle of an employee in
your organization. Adrenalin is available as individual modules and also as an integrated suite
for Human Resource Management.
Adrenalin is designed to provide you ease of use and easy maintenance. The software itself
is subject to continuous development, incorporating the new and growing needs of the
industry, you can rest assured that you have made an investment for the future.
This document details the steps in completing forms in addition to information on the modules
and how to access the forms.
Copyright
Copyright © 2008 Adrenalin eSystems Limited. All rights reserved. Under the copyright laws,
this manual cannot be reproduced in any form without the prior written permission of
Adrenalin eSystems Limited.
Trademarks
Microsoft Windows, Windows SharePoint Services (WSS), SQL Express, SQL Server, MS
Outlook are registered trademarks of Microsoft Corporation.
Firefox and the Firefox logos are trademarks of the Mozilla Foundation.
Redhat Linux is the trademark of Red Hat, Inc.
Disclaimer
This manual, as well as the software described in it, is furnished under license and may be
used or copied only in accordance with the terms of such license. The content of this manual
is furnished for informational use only, is subject to change without notice, and should not be
construed as a commitment by Adrenalin eSystems Limited. Adrenalin eSystems assumes no
responsibility or liability for any errors or inaccuracies that may appear in this document.
Except as permitted by such license, no part of this publication may be reproduced, stored in
a retrieval system, or transmitted, in any form or by any means, electronic, mechanical,
recording, or otherwise, without the prior written permission of Adrenalin eSystems. Any
references to company names in sample templates are for demonstration purposes only and
are not intended to refer to any actual organization.
Colors displayed in the user documentation may not match the Adrenalin HR Software screen
colors as implemented in an organization as the color theme can change from company to
company. The data shown in the screenshots are fictitious and are provided for ease of
understanding.
Updated till – 5.4.0

Adrenalin 5.0
Performance Management System
Table of Contents
1. About this Manual ............................................................................................................ 5

1.1. Scope and Purpose of the Document ......................................................................... 5
1.2. Organization of the Document .................................................................................... 5
1.3. Text and Visual Conventions....................................................................................... 5
1.3.1 Textual Conventions ................................................................................................ 5
1.3.2 Visual Conventions .................................................................................................. 6
2. Performance Management System ................................................................................ 7
2.1 Process Flow ................................................................................................................. 9
2.2 Configurations & Schedulers .................................................................................... 10
2.2.1 Configurations ....................................................................................................... 10
2.2.2 Schedulers ............................................................................................................. 17
2.3 Setting up the Appraisal ............................................................................................ 18
2.3.1 Appraisal Calendar ................................................................................................ 18
2.3.2 Rating Scale Definition .......................................................................................... 24
2.3.3 Review Group Definition ........................................................................................ 26
2.3.4 Review Details ....................................................................................................... 28
2.3.5 Competency Definition .......................................................................................... 29
2.3.6 Competency Category Definition ........................................................................... 30
2.3.7 Goal Definition ....................................................................................................... 31
2.3.8 Manage Template.................................................................................................. 32
2.3.9 Template Mapping ................................................................................................. 37
2.3.10 Section Configurator .............................................................................................. 38
2.3.11 Template Section Visibility .................................................................................... 41
2.3.12 Formula Builder ..................................................................................................... 43
2.4 Conducting the Appraisal .......................................................................................... 45
2.4.1 Goal Setting ........................................................................................................... 45
1.7.1 Goal Submission ................................................................................................... 49
2.4.2 Goals Approval ...................................................................................................... 50
2.4.3 Goal Review .......................................................................................................... 52
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2.4.4 Goal Review Approval ........................................................................................... 55

2.4.5 Self Appraisal ........................................................................................................ 57
2.4.6 Self Appraisal Approval – 1st level ........................................................................ 59
2.4.7 Self Appraisal Approval – 2nd level ....................................................................... 62
2.4.8 Appraisal Record Creation .................................................................................... 63
2.4.9 Appraisal Record View .......................................................................................... 65
2.4.10 Appraisal Record Creation through Self Appraisal ................................................ 67
2.4.11 Appraisal Record view through Self Appraisal ...................................................... 69
2.4.12 Adhoc Rating ......................................................................................................... 70
3 Index ................................................................................................................................ 72
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1. About this Manual

1.1. Scope and Purpose of the Document
 This document, the user manual, is intended to guide the users through the business
screens, with appropriate descriptions of the steps involved and business rules wherever
applicable.
 Suitable illustrations are provided at relevant places to explain the actual steps involved in
the process/stage.
1.2. Organization of the Document

This document is organized as -
 Overview of the Module

 Referential process flow of the module
 Gives an objective and overview of form/functionality
 Defines pre-requisites for working on the form/functionality.
 Defines the procedure/steps for working on the form/functionality.
 Defines the post activity steps.
1.3. Text and Visual Conventions
1.3.1 Textual Conventions
Abbreviations of terms used in the document.
Abbreviation Description
HRFAC HR Facilitator
KRA Key Result Area (Goals)
KSA Key Skill Area (Competencies)
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1.3.2 Visual Conventions
Styles: Following are few styles used in the document.
Style Reference Description
Body Text This is the common style for text in the document, while writing the
general text.
Caption Caption is to provide a label to the screenshot / diagram.
 List Bullet Style for bulleted list.
A Tip or suggestion on how to use the functionality
Important. The user must take care and use the functionality as
described
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2. Performance Management System

The Performance Management System in Adrenalin allows the HR Manager to set up
Appraisal of Performance for a specified period.
Employee can create and maintain Goals for a period. Goals set by the employee have to be
approved by the manager. Once the Goal is approved, performance can be assessed by the
employee as a part of self-assessment and then by the Manager.
Adrenalin’s Performance Management System module helps employees:
 Employees can identify and set Goals that are aligned to corporate objectives in
collaboration with managers
 Goal status and modifications required by business requirements can be reviewed
periodically
 Self-assessment to help inculcate a performance culture proactively. Employees can
update accomplishments against Targets periodically, to help managers track progress
It helps HR establish a performance culture, develop career plans, manage compensation
efficiently and nurture outstanding performers. The Performance Management System
involves the following processes -
Phase 1: Setting up the Appraisal
 Setup the Appraisal Calendar

 Setup the Performance Rating Scale
 Performance Review Group Definition
 Performance Review Details
 Competency Definition
 Competency Category Definition
 Goals Definition
 Manage Template
 Template Mapping
 Template Section Configuration
 Template Section Visibility
 Formula Builder
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Phase 2: Conducting the Appraisal
 Goal Setting
 Goal Submission
 Goal Setting Approval
 Goal Review
 Goal Review Approval
 Goal Review with Rating
 Goal Review with Rating Approval
 Self Appraisal
 Self Appraisal Approval
 Adhoc Rating
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2.1 Process Flow

The workflow illustrated in the Process Flow diagram is for illustration purpose only. Workflow
refers to any approval/rejection and notification as a part of the process. The actual workflow
may vary depending on the configuration set for your organization. Use the illustration for a
broad level understanding of the process.
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2.2 Configurations & Schedulers
2.2.1 Configurations
Configuration Configuration
S.No Comments
Name Value
This is to set visibility of Cluster/Cluster All options in
Template mapping form.
1 Clus_Vis_Set N If it is set as ‘Y’, then these options will be visible. If it is set
as ‘N’, then these will not be visible in the Template
Mapping form.
This is to set whether duplicate entries are allowed in
Competency Name.
Comp_Name_Dup
2
li
N If it is ‘Y’, then system allows duplication of Competency
name. If it is set as ‘N’, then system will not allow
duplication of Competency Name.
This is to set the visibility of ‘Overall Rating’ drop down field
PMS_ALLLEVEL_ in Self Appraisal Approval form.
3 APPROVER_RAT N If it is set as ‘Y’, then the drop down field will be available in
ING the Self Appraisal Approval form. If it is set as ‘N’, then the
drop down field will not be available.
This is to set the level of approver’s comments in the Goal
Submission form.
PMS_APPROVER If it is set as ‘1’, then the first level approver’s comments
4 1
CMNTS_LEVEL are shown. If it is set as ‘2’, then the second level
approver’s comments are shown.
Recommended Range – depends on the workflow set.
This is for setting up the visibility of Company initiated
goals column in the Goal Setting form grid.
5
PMS_CMPINITG
Y If it is set as ‘Y’, then the Company initiated goals column
OALS_VISIBILITY will be visible in the Goal Setting form. If it is set as ‘N’,
then the Company initiated goals column will not be visible
in Goal Setting form.
This is to set the date for carry forwarding previous year’s
PMS_CRYFWD_
6 2-Apr-08 Goals to the current year for the employees with selected
CUTTOFFDATE
status (in Appraisal Calendar form)
This is to set visibility of Expand/Collapse icon in Goal
PMS_EXPANDGR Setting, Goal Submission and Approval forms. If it is set as
7 N
D_VISIBILITY ‘Y’, then this icon will be visible in the forms. If it is set as
‘N’, then this icon will not be visible in the forms.
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S.No Comments
Name Value
This is to show/hide Rating drop down at the final level of
PMS_FINALLEVE self appraisal approval form.
8 L_APPROVER_R N If it is set as ‘Y’, the rating drop down will be shown at the
ATING final level of self appraisal approval form. If it is set as ‘N’,
then the rating drop down will not be shown.
This is to set the formula option for calculation.
9
PMS_FORMULA_
1 If it is set as ‘1’ then the general PMS formula (100%) is
4_CLIENT taken into consideration. If it is set as ‘2’, then the formula
can be set even beyond 100%.
PMS_GLNAME_M This is for setting up maximum length of Milestone name.
10 500
AX_LENTH Recommended range – 0 to 2500
This is for setting up visibility of Goal Submission form.
If it is set as ‘Y’, then on submission of the Goal Setting
form, the Goal Submission form has to be used for
PMS_GLSUBMIS submitting the Goals for approval. If it is set as ‘N’, then on
11 N
SION_VISIBILITY submission of the Goal setting form, it will be directly sent
for approval.
Note: Workflow should be set for either Goal Setting or for
Goal Submission form only.
To set visibility of Goal Due Date in Goal Setting form.
12
PMS_GOAL_DUE
Y If it is set as ‘Y’, then the Goal Due date will be visible. If it
_DATE is set as ‘N’, then the Goal due date will not be visible in
Goal Setting form.
This is for setting up maximum length of Goal Name in
PMS_GOALDEC_ Goal Setting form.
13 100
LEN_DISPLAY
Recommended range – 0 to 2500
This is for disabling the Save and Submit buttons in the
PMS_GS_BTN_S Goal Setting form after approval of the same.
14 N
TATUS If it is set as ‘Y’, then these buttons will be enabled. If it is
set as ‘N’, then these buttons will be disabled.
This is for setting up visibility of Goal Description in Goal
Setting form.
15 PMS_GS_DESC Y If it is set as “Y’, then the Goal Description will be shown in
the Goal Setting form. If it is set as ‘N’, then the Goal
Description will not be shown.
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S.No Comments
Name Value
This is to set visibility of Workflow Link in Goal Setting and
PMS_GS_WORK Approval forms.
16 FLOWLINK_VISIB Y If it is set as ‘Y’, then the Workflow link will be visible. If it is
LITY set as ‘N’, then the Workflow link will not be visible in Goal
Setting and Approval forms.
Goal
Summary
Report - This is for customizing the columns in Goal Summary
PMS_GSSUMM_
17 Config Value report. If the user doesn’t require any of the columns, then
RPT_1
is in it can be deleted using this parameter.
Comments
Section part 1
Goal
Summary
Report - This is for customizing the columns in Goal Summary
PMS_GSSUMM_
18 Config Value report. If the user doesn’t require any of the columns, then
RPT_2
is in it can be deleted using this parameter.
Comments
Section part 2
This is for enabling/disabling the upload option in Self
Appraisal form.
19 PMS_JUSTIFY N
If it is set as ‘Y’, upload option will be available. If it is set as
‘N’, then the upload option will not be available.
This is for setting up visibility of Milestone Due Date in Goal
Setting form.
PMS_MEASURE_
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DUE_DATE
Y If it is set as ‘Y’, then milestone due date will be shown. If it
is set as ‘N’, then the milestone due date will not be shown
in Goal Setting form.
This is for showing a link to view Milestone in Goal Setting
approval form’s grid.
PMS_MEASURE_
21
LINK_APP
N If it is set as ‘Y’, then a link will be available in the Goal
Setting approval form grid, to view the milestone. If it is set
as ‘N’, then the link will not be available.
This is for setting up maximum length of Milestone
PMS_MEASURE_ Description in the Goal Setting form.
22 500
MAX_LENTH
Recommended range – 0 to 2500
To enforce milestone in Goal Setting form.
PMS_MILESTON If it is set as ‘Y’, then at least one milestone has to be
23 N
E_MINIMUM_1 entered in Goal Setting form. If it is set as ‘N’, then the Goal
Setting form can be submitted even without a milestone. In
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S.No Comments
Name Value
this case, the Goal name and description will be the default
milestone name and description.
This is to specify the percentage calculation option. If it is

set as ‘1”, then the value specified in PMS_MT_GC_Perc
24 PMS_MT_CHK 1 parameter will be taken into consideration. If it is set as ‘2’,
then it will be a sum of values specified in PMS_MT_G
parameter and values specified in PMS_MT_C parameter.
This is the Goals and Competency percentage that will be

PMS_MT_GC_Per
25 100 taken into consideration for calculating the percentage
c
calculation in Manage Template form.
This is the Goals percentage that will be taken into
26 PMS_MT_G 100
consideration.
This is the Competency percentage that will be taken into
27 PMS_MT_C 200
consideration.
PMS_SA_ACTAC This is to set visibility of Actual Achievement column in

28 Y
HVISIBILITY Competency grid in Self Appraisal form.
This is to set visibility of ‘Rating’ and ‘Weighted Rating’
columns in Competency Grid in the Self Appraisal Approval
PMS_SA_APPC_ form.
29 RATINGVISIBILIT Y
Y If it is set as ‘Y’, then both the columns will be shown. If it
is set as ‘N’, then these columns will not be shown in the
Self Appraisal Approval form
This is to set visibility of ‘Competency Weightage’ column
in the Self Appraisal Approval form.
PMS_SA_APPC_
30
WGHTVISIBILITY
Y If it is set as ‘Y’, then this column will be shown. If it is set
as ‘N’, then this column will not be shown in the Self
Appraisal Approval form
This is to set visibility of ‘Previous Level Reviewer
Remarks’ column in Competency grid in Self Appraisal
PMS_SA_C_PRV Approval form.
31 Y
LVLREMKS_VIS If it is set as ‘Y’, then this column will be visible. If it is set
as ‘N’, then this column will not be visible in the
Competency grid in Self Appraisal Approval form.
This is to set visibility of ‘Reviewer Remarks’ column in Self
PMS_SA_C_RVW
Appraisal Approval form.
32 RMRK_MANDAT Y
ORY If it is set as ‘Y’, then this column will be shown. If it is set
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S.No Comments
Name Value
This is to set visibility of ‘Competency History’ column in
PMS_SA_CMPHI the Self Appraisal Approval form. If it is set as ‘Y’, then this
33 Y
STORY_VIS column will be shown. If it is set as ‘N’, then this column will
not be shown in the Self Appraisal Approval form
This is to set visibility of ‘Competency Review History’
column in the Self Appraisal Approval form. If it is set as
PMS_SA_CMPRV
34 Y ‘Y’, then this column will be shown. If it is set as ‘N’, then
WHIST_VIS
this column will not be shown in the Self Appraisal Approval
form
This is to set visibility of ‘Previous level Reviewer Remarks’
column in Goals Grid in Self Appraisal Approval form.
PMS_SA_G_PRV
35
LVLREMKS_VIS
Y If it is set as ‘Y’, then this column will be visible. If it is set
as ‘N’, then this column will not be visible in the Goals grid
in Self Appraisal Approval form.
This is to set visibility of ‘Goal History’ column in the Self
PMS_SA_GLHIST
36
ORY_VIS
This is to set visibility of ‘Goal Review History’ column in
the Self Appraisal Approval form.
PMS_SA_GLRVW
37
HIST_VIS
This is for setting up visibility of ‘Overall Rating’ field in the
PMS_SA_L0_OV Self Appraisal form.
38 Y
RRATVISIBILE If it is set as ‘Y’, then the field will be visible, if it is set as ‘N’
then this field will not be visible in Self Appraisal form.
This is to set visibility of ‘Rating’ and ‘Weighted Rating’
columns in Competency Grid in the Self Appraisal form.
PMS_SA_L0C_R
39
ATINGVISIBILITY
Y If it is set as ‘Y’, then both the columns will be shown. If it is
set as ‘N’, then these columns will not be shown in the Self
Appraisal form
This is to set visibility of ‘Competency Weightage’ column
in the Self Appraisal form.
PMS_SA_L0C_W
40
GHTVISIBILITY
Appraisal form
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S.No Comments
Name Value
This is to set visibility of L0, L1, L2 levels rating column in
the Self Appraisal Approval form.
PMS_SA_L0L1L2
41
RATING_VIS
Y If it is set as ‘Y’, then these columns will be shown. If it is
set as ‘N’, then these columns will not be shown in the Self
This is for setting up visibility of ‘Overall Rating’ field in the
PMS_SA_OVRRA Self Appraisal Approval form.
42 Y
TVISIBILE If it is set as “y’, then the field will be visible, if it is set as ‘N’
then this field will not be visible in Self appraisal form.
This is to set visibility of Previous levels rating column in
competency section in Self Appraisal Approval form.
43
PMS_SA_PREVL
N If it is set as ‘Y’, then the Previous levels rating column will
VLRATING_VIS be shown in Self Appraisal Approval form. If it is set as ‘N’,
then the Previous levels rating column will not be shown in
Self Appraisal Approval form.
This is to set the visibility of link next to submit button which
is used to open a pre-defined Excel file in Self Appraisal
PMS_SA_XLS_LI form.
44 Y
NK If it is set as ‘Y’, then the link will be available. If it is set as
‘N’, then the link will not be available in the Self Appraisal
form.
This is to set visibility of ‘Agreed’ drop down field in Self
PMS_SELFAPP_
45
AGREE
N If it is set as ‘Y’, then this field will be available. If it is set as
‘N’, then this field will not be available in Self Appraisal
Approval form.
PMS_SELFAPP_L This is to show/hide legend values in Self Appraisal form.
46 EGEND_VISIBLIT Y If it is set as ‘Y’, then the legend values are shown. If it is
Y set as ‘N’, then the legend values are not shown.
This is to show/hide Rating scale link in Self Appraisal
PMS_SELFAPP_ form.
47 RATINGLINK_VIS N If it is set as ‘Y’, then the Rating Scale link will be available
IBLITY in Self Appraisal form. If it is set as ‘N; then the Rating
Scale link will not be available in Self Appraisal form.
This is to set the rounding off the weighted rating
PMS_SELFAPP_ calculation in Self Appraisal form. If it is set as ‘2’, then it
48 ROUNDING_VAL 3 will be rounded-off to two decimal places.
UE
Recommended Range – 1–3
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S.No Comments
Name Value
To set if employee can do self-rating in Self Appraisal form.

49
PMS_SELFRATIN
Y If it is set as ‘Y’, then the employee can do self rating. If it is
G set as ‘N’, then the employee will not do the self rating in
Self Appraisal form.
This is to set the visibility of ‘View workflow information’ link

PMS_VIEW_WFL in Self Appraisal form. If it is set as ‘Y’, then the link will be
50 Y
EVELSPOPUP available. If it is set as ‘N’, then the link will not be available
in Self Appraisal form.
This is to set the visibility of Calendar Period
GOAL_CALPERO
51
ID
Y If it is set as ‘Y’ calendar period will be available. If it is set
as ‘N’ then it will not be available in the Goal Setting form.
This is to set the visibility of Weightage and Due Date.
52 GOAL_CWDD Y If it is set as ‘Y’ then Weightage and Due Date will be
available. If it is set as ‘N’ then it will not be available in the
Goal Setting form.
This is to set the display of Milestone grid in Goal Setting
and Self Appraisal form
53 MILE_VISIB Y If it is set as ‘Y’ then the Milestone grid will be available. If it
is set as ‘N’ then it will not be available in the Goal Setting
and Self Appraisal form.
This is used to set the Quantitative Goals percentage used
54 PMS_MT_QG 100
in Self Appraisal.
This is to set whether Parallel Approval is required or not. If
PMS_PARALLEL_ it is set as ‘Y’, then the Parallel Approval will be available. If
55 Y
APPROVAL it is set as ‘N’, then the Parallel Approval will not be
available.
This is to set whether the Appraisal Comments and Ratings
REJECT_COMME to be retained after rejection of the record.
56 Y
NTS If it is set as ‘Y’, then these details will be retained. If it is
set as 'N', then it will be deleted.
This is to set whether the Rating Name and Rating Value to
be shown in Self-Appraisal and Self-Appraisal Approver
form.
57 Rating_Name Y If it is set as ‘Y’ then the Rating Name and Rating Value will
be shown in Self-Appraisal and Self Appraisal Approver
form. If it is set as ‘N’ then the Rating Name and Rating
Value will not be shown.
58 Weighted_Rating Y This is to set the visibility of Weighted Rating column in Self
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S.No Comments
Name Value
Appraisal and Approval forms.
If it is set as 'Y', then the Weighted Rating will be displayed
in the Self Appraisal and approval forms. If it is set as 'N',
then the Weighted Rating will not be displayed.
2.2.2 Schedulers
 PMS Mail Scheduler – This is for sending mail notification to employees prior to Goal
Setting.
 PMS New Employees Mail Scheduler – This is for including new joinees and employees
who have missed out while scheduling Goal Setting process. For example, if PMS
scheduler was initiated on 20th of Jan 2011 and if there are new joinees on 21st Jan
2011, who also need to be part of the PMS process, then this scheduler helps in
scheduling the process for the new employees.
 SCH_PMS_NEXT YEAR_GOAL_INSERT – This is for automating goals for the Next
Year. Once this scheduler is set, the user can directly submit the Self Appraisal form for
the next year without setting goals and goals which are set in the previous year ‘Self
Appraisal under the tab ‘Goals for Next year’ will be directly taken in current year Self
Appraisal process.
If the Scheduler is not in active status then, the approved goals will appear in the Next Year
Calendar Goal Setting Screen for submission and approval.
 Creation of Recommendations in Self Appraisal – This Scheduler will check for how
many levels were defined for the “Self Appraisal” form and accordingly it will create set of
fields (Feedback, Action Plan, Training Needs, and Comments) for that number of levels.
This will work as per the configuration in the Section Configurator.
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2.3 Setting up the Appraisal
2.3.1 Appraisal Calendar

Why should I use this form?
Use this Appraisal Calendar form to define Appraisal Calendar.
Appraisal Calendar specifies the period for which an employee would be appraised. More
than one appraisal period can be set up in the organization. Thus you can plan for a whole
year in advance.
What are the Pre-requisites?

N/A
Who can access this form?

This form shall be visible to all employees to whom the visibility is given in Setup HRMS 
Module Role Mapping/ Module Administration.
How to navigate to this form?

Performance Alignment  Appraisal Calendar  Calendar Setup.
Click here to view the

rating scale
Figure 1 Appraisal Calendar
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List of existing Appraisal Calendars are shown in the grid. Use the filter section to filter
Calendar in the grid based on a condition.
Field guidelines are explained below:
Field Name Description
Calendar Enter Name of the Calendar.

Rating scale Select an existing Rating Scale from the drop down field. It displays the
to Calendars for which rating scale is already defined. On selection of a particular
Calendar, a link ‘View’ will be displayed. Click on the link to view the
corresponding rating scale details.
View Rating Scale
If you do not want to use the rating scale as defined for another calendar, leave
this blank.
Start Date & Select Start Date and End Date for the Calendar. The employee’s performance
End Date between these two dates will be appraised.
Valid Till Select the date till when the calendar will be valid. This date may be used as a
cut-off date for completion of the Appraisal process. Beyond this date, the
employee would be restricted from performing any activity for this Appraisal
Calendar like submission of Self Appraisal. Valid Date can be, beyond the
Appraisal Calendar End Date.
Next The date for ‘Next Appraisal Period’ appears automatically on selecting the End
Appraisal Date. Next Appraisal Period refers to the period after the appraisal calendar that
Period is being defined. This period will be assumed as starting immediately after the
end date of the Calendar being defined.
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The end date of the next appraisal period is obtained by adding the number of
days which make up the appraisal calendar being defined (start date to end date)
calendar to end date of the calendar being defined.
Comments Enter comments.
Set as Selecting this check box makes the calendar as the default calendar for the year.
Current This means that this calendar will be shown by default in upcoming forms.
Calendar
Goals This option facilitates showing/hiding the ‘Visible to Reportees Y/N’ option in the
Visibility to Goal Setting form. If it is selected as ‘Show’ here, then in the Goal Setting form,
reportees the option will be available. If selected as ‘Hide’, then the option will not be
available in the Goal Setting form.
Next Year The goals for the next year can be set in ‘Goal Setting’ form and all the approved
Calendar goals will be displayed in a separate tab in ‘Self Appraisal’ form.
Goals Carry Forward section
This section facilitates the HRFAC to carry forward the approved Goals from the previous
calendar to be made applicable for the calendar being defined.
Carry Select the Calendar from which the Goals have to be carried forward to the
Forward current calendar.
Goals from
Employee Select the employee status to which the Carried forward Goals will be applicable.
status
For example, if Calendar ‘App2010-2011’ is selected in the Carry forward Goals
from field and ‘Probationer’ in Status, then it means that the Goals of calendar
App2010-2011 will be applicable to employees with status ‘Probationer’.
Set Review This option facilitates setting up of review for the current calendar that is being
defined.
Note: This button will be available only on selecting an existing Calendar and it
will not be enabled while creating a new calendar.
Click [Set Review]. On clicking this button, the Review Details form appears, as shown:
Review Details
This form facilitates defining review for the Calendar. This form has three sections viz., Goal
Setting Details, Review Details and Select Status.
Select the Appraisal Calendar from the drop down field. All the Review Groups that are
available for the selected Appraisal Calendar are populated in the Review Group Name drop
down field.
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Figure 2 Review Details
Select the Review Group Name, View Employees link appears. Click the View Employees
link, list of employees will be populated in the grid based on the Review Group mapping.
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Review Details – View Employees
Click a record from the grid to view/modify the Review type.
To add new Review,
Goal Setting Details

Goal Setting Select the Goal Setting Start Date
Start Date
Goal Setting End Select the Goal Setting End date
Date
Goal Setting Enter the days prior to which the Goal Setting Notification has to be sent
Notification Days to the employees.
Notification Select the Template of Goal Setting Notification mail.
Template Note: Mail templates created in Mail Content Builder against the type
‘PMS’ appears in this field.
Review Details Section

Review Type Select the Review Type for the calendar. Review Start date and End Date
should be with in the Appraisal Calendar Start Date and End Date.
Available review types are –
Review – Review meeting between the Manager and Reportee. Managers
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will not rate the reportee based on the Goals achieved.
Review with Rating – Review meeting between the Manager and
Reportee. Managers will the rate reportee based on the Goals achieved.
Appraisal – Final Appraisal meeting between the Manager and Reportee.
Review Start Select the date when the review has to be started. This is the date from
Date when the employees can review their Goals.
Review Select the date when the review assessment has to be started.
Assessment Note: The Assessment can spill over after a next review, but it has to be
Start Date completed before the next Assessment start date.
Review Select the date when the review assessment would end.
Assessment End
Date
Review End Select the date when the review would end. This is the date till when the
Date employees can review their Goals.
Percentage Enter the Percentage contribution of the review for the appraisal. This
Contribution means to specify how much percentage should be taken from the review
during self appraisal.
Note: Percentage can be entered only if the Review Type is selected as
‘Appraisal’.
Notification Days Enter the number of days prior to which the notification is sent to
employees for Goal setting.
Notification Select the Template of Goal Setting Notification mail.
Template Note: Items in this field are populated from the Document Templates
under Setup HRMS.
Grace Period (in Enter Zero in Grace Period.
days)
Select Status

Employment Select the employment status to which the review will be applicable.
Status Selecting the ‘Select All’ check box will select all the listed status.
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And Date This feature allows you to select employees based on their date of joining
or date of confirmation. You can select employees who have joined prior/
after a specified date or who have joined in between some dates.
Similarly, you can select employees whose confirmation date is prior to/
after a specified date or whose confirmation is in between some dates.
It is also possible to combine both the conditions for selecting employees.

For example, employees joined after 18th April AND date of confirmation
is before 18th May.
Validation for Review setting
Goal Setting – Start Date and End Date should be less than or equal to the Appraisal
Calendar Start Date and End Date.
Review Date – Two reviews should not get overlapped and it should be in between the
Appraisal Calendar period.
Review Assessment Date - Two review assessments should not get overlapped and it
should be in between the Appraisal Calendar period.
Click [Back] to go back to the Appraisal Calendar form.
Click [Submit] to save the details.
Click [Reset] to refresh the form.
2.3.2 Rating Scale Definition

Use this form to define the rating scale to be used for each appraisal period. While defining
the Rating Scale, parameters such as ‘Decimals to round off’, ‘Minimum Rating Level’,
‘Maximum Rating Level’ are defined. Against each rating level, the Rating Name, Rating
Description and Bell Curve percentage are specified.
What are the pre-requisites?

Active Appraisal Calendar should be available.
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Performance Alignment  Calendar Setup  Rating Scale Definition.
Figure 3 Rating Scale Definition

Appraisal Calendar ID Select Appraisal Calendar for which the Rating Scale is to be defined.
List of all the Appraisal Calendar Id’s are listed in the drop down field.
Appraisal Calendar ID will be populated by default, if Set as current
calendar field in Appraisal Calendar is selected. The Start Date and
End Date of the calendar are populated adjacent to the calendar ID.
Decimals to round-off Enter the round-off decimal. This is useful when the weighted
performance is calculated during Appraisal.
Maximum Rating Level Enter the Maximum Rating Level
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 Click [Go]. This will populate Rating levels with an increment of 1. For example, if
Minimum Rate Level is given as 1 and Maximum is given as 5, 5 levels will be populated
in the form.
 Enter Maximum Range for each level. Please ensure that there are no gaps between the
maximum range of previous level and minimum range of current level.
 Enter Goal Rating Name.
 Enter Competency Rating Name.
 Enter Rating Description.
 Click [Submit] to save the entered Rating Scale.
 Clicking [Reset] will refresh the form.
2.3.3 Review Group Definition

Use this form to create Review Group and group employees from different
OU/Location/Grade/Region/City/Department in to the Review Group. This will be helpful to
identify employees for whom review has to be done. On selecting the Review Group Name,
all the employees available under that Group will be considered for one process.

 OU, Location, Grade, Region, City, Department should be available and Appraisal
Calendar.


Performance Alignment  Performance Appraisal  Review Group Definition.
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Figure 4 Review Group Definition
List of existing Review Groups are shown in the grid. Use the filter section to filter Review
Group in the grid based on a condition.

Appraisal Select Appraisal Calendar for which the Review Group is to be defined.
Calendar List of all the Appraisal Calendar are listed in the drop down field.
Appraisal Calendar will be populated by default, if ‘Set as current
calendar’ field in Appraisal Calendar Form is selected.
Review Group Enter Description of the Review Group.
Description
OU Select OUs which are to be included in the Review Group, by clicking the
check box. Clicking the ‘OU’ check box will select all the listed OUs.
Location Select Locations which are to be included in the Review Group, by clicking
the check box. Clicking the ‘Location’ check box will select all the listed
Locations.
Grade Select Grades which are to be included in the Review Group, by clicking
the check box. Clicking the ‘Grade’ check box will select all the listed
Grades.
Region Select Regions which are to be included in the Review Group, by clicking
the check box. Clicking the ‘Region’ check box will select all the listed
Regions.
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City Select City which are to be included in the Review Group, by clicking the
check box. Clicking the ‘City’ check box will select all the listed Cities.
Department Select Departments which are to be included in the Review Group, by
clicking the check box. Clicking the ‘Department’ check box will select all
the listed Departments.
Click [Save As] will save the existing Review Group into a new name. This will be like a copy
of the Review Group, and changes can be made, if required.
2.3.4 Review Details

Use this form to define Review details.

OU, Location, Grade, City, Region, Department, Employee Status, Date of Joining and Date
of Confirmation should be available for the employee and Appraisal Calendar


Performance Alignment  Performance Appraisal  Review Details.
Please refer section 2.3.1 Appraisal Calendar – Figure 2, Review Details for screen shot and
field descriptions.
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2.3.5 Competency Definition

Use this form to define various competencies, which will be used in Appraisal process.

N/A

Performance Alignment  Performance Appraisal  Competency Definition.
Figure 5 Competency Definition
List of existing Competencies are shown in the grid. Use the filter section to filter Competency
in the grid based on a condition.

Competency Name Enter Name of the Competency
Competency Description Enter Description of the Competency
Weightage Enter Weightage of the Competency
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2.3.6 Competency Category Definition

Use this form to define various Competency categories, which will be used in appraisal
process.

N/A


Performance Alignment  Performance Appraisal  Competency Category Definition.
Figure 6 Competency Category definition
List of existing Competency Categories are shown in the grid. Use the filter section to filter
Competency category in the grid based on a condition.

Competency Select the Competency Category from the drop down list. If the required
Category category is not available, click the ellipse button to add new category.
Competency Select competency name by typing ‘@@’
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Competency Selected Competency’s description appears in this field.
Description
Weightage Selected Competency’s weightage appears in this field. It is also possible to
modify the weightage, if required for PMS process.
2.3.7 Goal Definition

Use this form to define Goals, which will be like a Goal bank. These are organization-wide
goals and will be used by employees during Goal Setting.

N/A

Performance Alignment  Goal Management  Goal Definition.
Figure 7 Goal Definition
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List of existing Goal Definitions are shown in the grid. Use the filter section to filter Goal in the
grid based on a condition.

Goal Select the Goal Category from the drop down list. If the required category is
Category not available, click the ellipse button to add a new category.
Goal Name Enter Goal Name
Goal Enter Description of the Goal
Description
Weightage Enter weightage of the Goal.
Post Activity
Goals defined here will be available for selection in Goal Setting Form.
2.3.8 Manage Template

Use this form to define templates, which will be used in Template mapping.

N/A


Performance Alignment  Performance Appraisal  Manage Template.
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Figure 8 Manage Template
List of existing Templates are shown in the grid. Use the filter section to filter Template in the
grid based on a condition.

Template Name Enter name of the Template
Template Type Select Type of the Template. Available types are
Full Template – Entire Goals and Competencies are given by the
organization.
Blank Template – Entire Goals have to be filled in by employee and the
competencies are given by the organization
Partial Template – Partially Goals and competencies are given by
organization and the employee’s.
Template Enter Description of the Template
Description
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Goals Section Click Goals Section tab to add goals from the list for the template
Competencies Click Competencies Section tab to add competencies from the list for the
Section template
Maximum number Enter the number of Goals used the template. Maximum number of
of goals allowed goals allowed is 99.
Percentage Define the percentage contribution of Goals tab for the template. If
Contribution Competencies are not used for the template then percentage
contribution is 100.
Enable Goal Check or uncheck this field to give access to employees to pick goals
Picker in Goal from goal picker. This field is enabled only in Blank Template or Partial
setting Template used for Appraisal process.
Goals tab
 Click the [Add] button to add Goals to the Template. The Goals Category window
appears, as shown:
Figure 9 Goals list
 Select the Goal Category from the drop down field. On selecting the
Category, all the Goals available under the selected Category will be listed in
the form.
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 Select the check box to choose the Goal for the Template
 Click [Choose].
 Click [Close] to close the popup window.
 Click [Reset] to refresh the form.
 Selected Goals will appear in the form as shown:
 To add more Goals, click the [Add] button.
 To delete any Goal, select the Goal by clicking the check box and click [Delete].
 Enter the maximum number of Goals allowed which will be entered by the user in Goal
Setting for this template.
 Enter the Percentage of Goals for the template being defined.
 Select if Goal picker option should be available during Goal Setting. This enables to pick
some Goals as example given by company
Note: This option will not be available if the Template Type is selected as ‘Full Template’.
Click the Competencies Section tab to add Competencies to the Template.
Figure 10 Competency Section
 Click the [Add] button to add Competencies to the Template. The Competency Definition
Details window appears, as shown:
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Figure 11 Competency list
 Select the Competency Category from the drop down field. On selecting the
Category, all the Competencies available under the selected Category will be
listed in the form.
 Select the check box to choose the Competencies for the Template.
 Click [Choose].
 Click [Close] to close the pop up window.
 To add more Competencies, click the [Add] button.
 To delete any Competency, select the Competency by clicking the check box and click
[Delete].
 Enter the Percentage contribution for the template being defined which should be equal to
the total of competencies in the grid.
 Click [Submit] to save the Template.
 Click [Save As] will save the existing Template into a new name and new or same
calendar. This will be like a copy of the Template, and changes can be made, if required.
Note: ‘Save As’ option will be available only when existing Template is selected, and will
not be available while creating a new Template.
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Validations
 Total Percentage contribution (Competencies Section+ Goal Section) must be 100 (the
total percentage contribution is Configurable).
 Total weightage of all Goals should be equal to the Percentage Contribution in Goal
section.
 Total weightage of all Competencies should be equal to the Percentage Contribution in
Competency section.
Post Activity
Templates created here will be available in Template Mapping.
2.3.9 Template Mapping

Use this form to map a position to a calendar and a template.

 Appraisal Calendar should be available
 Template should be available.


Performance Alignment  Performance Appraisal  Template Mapping.
Figure 12 Template Mapping
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Select the Appraisal Calendar for which the Template and position has to be mapped. On
selecting the Appraisal Calendar, all the existing Template mappings are shown in the grid.
To create a new mapping,
Select the Template Name, by entering ‘@@’.
Position Selection
The positions are selected in any of the following options:
 Position – this option allows the employee to select one or more of the available
positions.
 All Positions – this option selects all the available positions.
- shifts the selected Position from ‘Available’ text box to ‘Selected’ text box.
- shifts all the Position from ‘Available’ text box to ‘Selected’ text box.
- shifts the selected Position from ‘Selected’ text box to ‘Available’ text box.
- shifts the selected Position from ‘Selected’ text box to ‘Available’ text box.
Click [Submit] to save the Template.
Validations
The position once mapped to a Template cannot be mapped to another Template.
2.3.10 Section Configurator

Use this form to create dynamic sections at Self Appraisal stage. As many dynamic sections
can be created as per the need, with additional one Goal Section and one Competency
Section Training Section and Next Year Goal Section. However only up to 7 sections can be
mapped in Template Section visibility. Each section can have separate Name, Heading and
display order. The number of fields and field names (label name) that each section will have
can be defined in this form, along with the order in which the fields should appear.
It is also possible to set the visibility and add comments rights here. This form enables the
role-players (L1, L2) to view the previous actor’s (L0, L1) comments.
Using this form, any number of free text input can be captured in Self Appraisal form. The
same information can be viewed and edited by L1 or L2 depending on the configuration set.
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The information given in the Self Appraisal Form by the L0 can be viewed by L1 & L2, and the
L1 & L2 can add/edit the respective information, based on the configuration set.

N/A


Performance Alignment  Performance Appraisal  Section Configurator.
Figure 13 Section Configurator
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Each section can be defined with Section Name, Heading, Display order, Labels in that
section, Label display order, and rights mapping for that section etc...
Section Details
This section facilitates entering Section Name, Section Heading and Section Display Order
(the order in which the section name should be displayed during the self- appraisal).
Label Details
This section facilitates entering Labels for the section and Display order of the Label.
Rights mapping section
This section facilitates providing access rights to various levels.
Enter the Level Name and select the check box to indicate rights to the level. For example, if
at level no 0, ‘Edit Comments’ is chosen, then it means that the self is given rights to Edit the
comments.
Also Rejection comments can be mandated at L1 / L2 level while rejecting the Self Appraisal
form. This can be configured for each section label (line item in each section).
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In the above screen shot, the Reject Mandatory is selected for L1 and L2 for the Employee
Comments & Feedback line item. This means during Self appraisal approval, if the L1 or L2
approver rejects the record without entering any comments in Employee Comments &
Feedback section, on submission of the record, system throws alert message asking the
approver to enter comments in the section.
The rejection mandatory line items are represented with ‘$’ symbol.
Click [Add Row(s)] to add more levels.
To delete any level, select the level by clicking the check box and click [Delete Row(s)].
Click [Submit] to save the Template mapping
Note: Goals Section, Competency Section, Training Section and Next Year Goal Section are
default section of the Section Configurator.
2.3.11 Template Section Visibility

Use this form to set visibility rights to the sections in a Template. Maximum of 7 sections can
be mapped here.

Template should be available
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Performance Alignment  Performance Appraisal  Template Section Visibility.
Figure 14 Template Section Visibility
Existing Templates for which section visibility are given are shown in the grid. To edit the
existing section visibility, select a Template from the grid.
Template Name: Type @@ to chose template name from the list. Templates created in
Manage Template Form appear in the list.
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Template Description: Template Description is populated by default, after the selection of

template in Template Name field.
Selected Template’s Name and Template Description are shown in the form.
Select the Visibility check box to indicate visibility is given for the sections.
2.3.12 Formula Builder

Use this form to create formula to be used for overall rating calculation of Goals and
Competencies.

Appraisal Calendar should be created.


Performance Alignment  Performance Appraisal  Formula Builder.
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Figure 15 Formula Builder
Select the Appraisal Calendar for which the formula has to be created. If any formula already
exists for the selected Appraisal Calendar, they will be populated in the grid.
To create a new formula:
 Select the expression by clicking it. Selected Expression appears on the text box at the
right side.
 Select the condition by clicking it. Selected condition appears next to the selected
expression on the text box at the right side.
 Similarly select other expressions and conditions to build the formula.
Click [Submit] to save the formula.
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2.4 Conducting the Appraisal
2.4.1 Goal Setting

Use this form to define Goals for an appraisal calendar. The template that is mapped to the
employee will be available in the Goal Setting form and it acts according to the Template
Type, i.e.., whether Full Template, Blank, or Partial Template.
Employees can start defining Goals after getting the Goal Setting notification (this is done
using the scheduler “PMS Mail Scheduler”).
Note: If there are any new employees joined after the execution of the “PMS Mail Scheduler”,
in order to include them also in the appraisal process, execute the “PMS New Employees Mail
Scheduler” scheduler. This is for including new joinees and employees who have been
missed out while scheduling Goal Setting process. For example, if PMS scheduler has been
initiated on 20th of Jan 2011 and if there are new joinees on 21st Jan 2011, who also need to
be part of PMS process, then this scheduler helps in scheduling the process for the new
employees.

 Appraisal Calendar with Review Details should be available
 Template should be created and mapped
 Goal setting notification should have been sent.


Performance Alignment  Goal Management  Goal Setting.
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Click here to view

Reporting
Manager’s Goals
Figure 16 Goal Setting – Blank Template
Goal Setting with Blank Template
The above screen shot refers to Goal Setting with Blank Template. Here the employee can
add any Goals.
 Select the Appraisal Calendar. Selected Appraisal Calendar’s period will be shown in
the form.
 If any Goal exists for the selected Appraisal Calendar, they will be populated in the grid.
 Select if the Goals defined here will be visible to your reportees or not. If this option is set
as ‘Yes’, then the Goal Setting form of your reportees will have a link ‘View my L1
Reporting Manager’s Goal’, on clicking, the Goals will be displayed.
Note: This option will be available only if the ‘Goals Visibility to reportees’ option in Appraisal
Calendar is selected as ‘Yes’. Otherwise, this option will not be available in this form.
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 Click the [Goal Picker] button to select Goals. On clicking this button, the Goal Picker
window appears, as shown below:
Note: In Appraisal Calendar, Employee can pick Goals in Self Appraisal only if Goal Picker
field is selected.
Figure 17 Goal Picker
 Double-click the Goal to select the Goal.

 Goal Description, Weightage of the selected Goal is populated in the respective fields. It
is also possible to modify, if required.
 Select the Due Date for the Goal.
 Enter Target Name, Target Description and Time of Completion of the Target.
 Click [Add Row] to add more Target.
Goal Setting with Full Template
In case the employee is mapped with Full Template, then the message “You have been
mapped with pre-defined Goals. Goal setting will not be applicable” appears in the form.
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Goal Setting with Partial Template
Partial Template - Goals

that are defined by the
organization.
Figure 18 Goal Setting – Partial Template
In case the employee is mapped with Partial Template, then few Goals will be already
available for the employee with status ‘Drafted’, as shown in the above screenshot. It is
possible for the employee to add more Goals.
Click > to expand the Goal and see the milestones attached with the Goal.
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 After entering the Goals, click [Save to Grid] to save the Goals, which will be available for
editing/submission.
All the saved Goals are shown in the grid. Now the status of GOAL will be shown as ‘Saved’.
To submit a Goal,
 Select the Goal by clicking the check box and click [Submit].
 Click [Reset] to refresh the form. Now the status of Goal will be shown as ‘Pending’.
1.7.1 Goal Submission

Use this form to submit Goals for Approval. All the goals that are submitted will appear in this
form.

 Goals should have been submitted.


Performance Alignment  Goal Management  Goal Submission.
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Figure 19 Goal Submission
Current Appraisal Calendar will be selected and shown in the form, by default.
Goals that are available for the selected Calendar appear on the grid.
Click [Submit] to submit the goals for Approval.
2.4.2 Goals Approval

Only the approvers who have been configured in the workflow manager will be able to
approve the Goals that are initiated by the initiator. In general, the Goals are approved by the
reporting manager of the employee.
To approve the Goals,
Key-in ‘Forms Pending for your Approval’ in ZOLOG search bar, and select ‘Goal Submission’
from the Pending Forms List.
On selecting the form name, the list of requests that are waiting for approval will be shown as
below:
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Figure 20 Forms pending for approval
Click a record to view details of the Goals and approve. The Goal details will be displayed as
shown here:
Figure 21 Goals approval
Click > to view Milestones of the Goals.
Select Status and enter Comments.
Click [Approve] to approve the Goal.
Post Activity
 Approved Goals will be available in the Self Appraisal form.
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2.4.3 Goal Review

Use this form to do a periodical review of your goals, after getting intimation from your HR.
This form facilitates providing self assessment with regard to the goals that are set earlier. It is
also possible to change goal weightages, add new goals, delete goals, etc.. All the
modifications done here will be saved and displayed in the approval forms.

 Approved Goals should be available
 Goal Review should be defined

Performance Alignment  Goal Management  Review Goal.
Action Type
Figure 22 Goal Review with Rating
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This form shows the list of previously approved records i.e goals approved either through
Goal setting approval or goal review approval as per the configuration.
Using this form you can:
 Review a selected goal – entering self assessment for the goal.

 Edit goal – modify weightage of a goal, change due date, etc...
 Mark as deleted – to mark a goal as deleted. Still the goal will be visible to the approver
with delete status.
 Add new goal – to add new goal for the selected Appraisal Calendar.
 Select Appraisal Calendar from the drop down list. All the approved goals for the selected
Calendar are displayed in the grid.
Review Goal
 Select a goal to review it. Selected goal details are populated in the form.
 Select Action Type as ‘Review this goal’. Enter Comments and Achievements.
Milestone
 It is possible to add/modify milestones for the selected Goal. Click [Add] to add new
milestone to the goal.
 To delete any milestone, select the checkbox, and click [Remove].
 Click [Save] to save the goal review that you have made.
Edit Goal
 Select a goal to edit it. Selected goal details are populated in the form.
 Select Action Type as ‘Edit this goal’.
 Make necessary changes. All fields other than Goal Name and Description can be
changed.
Milestone
 It is possible to add/modify milestones for the selected Goal. Click [Add] to add new
milestone to the goal.
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 Click [Save] to save the edited goal.
Mark as deleted
 Select a goal to delete it. Selected goal details are populated in the form.
 Select Action Type as ‘Mark as Deleted’.
 Enter Comments.
 Click [Save Goal Review].
 Click [Reset] refresh the form.
Add a new goal
 Select the Action Type as ‘Add New Goal’
 Enter Goal Name and Description.
 Select Goal Start Date and Goal Due Date.
The Goal Start Date and Goal Due Date should be in between the selected
Appraisal Calendar’s period.
 Enter Weightage for the goal.
 Select self Rating for the selected Goal.
 Similarly select Rating for other Goals also.
 Enter Review Comments and Achievements.
Milestone
 It is possible to add/modify milestones for the new Goal. Click [Add] to add new milestone
to the goal.
 Click [Save].
After making the necessary changes/additions to the goal, click [Submit] to send the goals for
approval.
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Total weightage of goals should be equal to 100 percent.
When the goals are sent for approval, the WF Status is updated as ‘Pending’.
2.4.4 Goal Review Approval

approve the Reviewed Goals that are initiated by the initiator. In general, the Reviewed Goals
are approved by the reporting manager of the employee.
To approve the Reviewed Goals:
Key-in ‘Forms Pending for your Approval’ in ZOLOG search bar, and select ‘Goal Review’
On selecting the form name, the list of requests that are waiting for approval will be shown in
the grid.
Click a record to view details of the Goal Review and approve. The Reviewed Goal details will
be displayed as shown here:
Figure 23 Goals Review approval
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On clicking the ‘View’ link, system shows the comments given at each level of approval.
All the goals that are submitted by employee are listed in the grid.
Status of the goals
 - Edited goals
 - Added goals
 - Deleted goals
 - Reviewed goals
Click > to view review details of the goal.
Click the link on the Goal Name, to view the Goal details.
Click the [Close] button to close the popup window.
Enter Approver Description and select the approval status.
Click the [View] button to view Milestone details and description.
Click [Approve] to approve the Goal.
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2.4.5 Self Appraisal

Use this form to do a self appraisal.

 Appraisal Calendar for the appraisal period should be available
 Approved Goals should be available
 Review with Rating should have been completed


Performance Alignment  Normalization  Self Appraisal.
This is the Section

Heading defined in
the Section
Configurator form
Click here to view

Goal details
Figure 24 Self Appraisal – Goals tab
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This form shows the list of previous approved records i.e goals approved either through Goal
setting approval or goal review approval as per the configuration.
Note: In case of Full Template, all the goals will be available in this form, based on the master
settings.
Tabs in this form are shown based on the settings done in Section Configurator form.
 All the approved Goals are shown in the Goals tab.
 Enter actual achievement against each Goal and select self rating.
 Click other tabs and provide necessary information.
 Total Weightage – shows the sum of weightages of all Goals.

 Goals Total wtd. Score (WS) – shows the sum of weighted rating of all Goals
 Overall Rating – shows the rating generated based on calculations set. Click the link
‘View Calculation’ to view calculation.
 Click [Calculate] to calculate the Overall Rating.
 Click [Save] to save the Self Appraisal details. This is available so that, if need be, you
can save the details and re-work on it later.
 Click [Submit] to submit the Self Appraisal for approval.
Next Year Calendar
Appraisal Calendar has an option to define ‘Next Year Calendar’. The goals for the next year
can be set in ‘Goal Setting’ form and all the approved goals will be displayed in a separate tab
in ‘Self Appraisal’ form. This field will work based on the Scheduler. If the Scheduler is not in
active status then, the approved goals will appear in the Next Year Calendar Goal Setting
Screen for submission and approval.
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2.4.6 Self Appraisal Approval – 1st level

approve the Self Appraisals that are initiated by the initiator. In general, the Self Appraisals
are approved by the reporting manager of the employee at the first level and by the functional
reporting manager at the second level.
To approve the Self Appraisal:
Key-in ‘Forms Pending for your Approval’ in ZOLOG search bar, and select ‘Self Appraisal’
On selecting the form name, the list of requests that are waiting for approval will be shown as
below:
Figure 25 Forms pending for approval
Self Appraisal can be approved by selecting it from the grid and entering comments. To view
the details of the Self Appraisal and then approve, click a record on the grid.
The Self Appraisal details will be displayed as shown here:
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Click here to view

Goal details
Click here to view

previous level’s
approver’s remarks
Click here to view

Overall Rating
Calculation
Figure 26 Self Appraisal approval
 Actual Achievement – Achievement as entered by the employee during Self Appraisal.

 Remarks – To be filled in by the appraiser
 Rating – by default shows the rating as selected by the employee during Self Appraisal.
The approver can change the rating, if required.
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 Weighted Rating – shows the weighted rating for each Goal

 L0 Rating – Shows the rating selected by the employee during Self Appraisal. It is not
possible to change it.
 L1 Rating – Shows the rating given by Level 1 approver. It is not possible to change it.
 Previous Levels Reviewer Remarks – Click the link to view the remarks given by
previous level reviewer. Note: In the First level approver, it will be blank.
 Goals Review History – Click the link to view Goals Review history.
 Goals History – Click the link to view Goals history.
Enter Remarks and select Rating from the drop down field. The Total Wtd Score will be
calculated and shown based on the Rating selected.
On clicking View Calculation link, the overall rating calculation will be shown in a popup
window as shown:
Figure 27 View Calculation
Similarly click the other tabs and provide necessary information.
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Click [Approve] to approve the Self Appraisal.
Click [Save] to save the form.
Click [Reject] to reject the Self Appraisal.
Post Activity
 Approved Self Appraisal will be sent for second level approval.
2.4.7 Self Appraisal Approval – 2nd level

The second level approver can view and change the rating given by previous level approver.
Figure 28 2nd Level approval – Goals tab
 L0 Rating refers to the rating given by employee.
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 L1 Rating refers to the rating given by the 1st level approver.

 L2 Rating refers to the rating given by the 2nd level approver.
Select Rating against each Goal & Competency and provide necessary information in all the
tabs.
Click [Approve] to approve the Self Appraisal.
Click [Save] to save the form.
Click [Reject] to reject the Self Appraisal.
2.4.8 Appraisal Record Creation

This form facilitates creating performance appraisal record for employees.

Appraisal Process should be completed.


HR Foundation  Job Data  Appraisal Record Creation.
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Figure 29 Appraisal Record creation
The field guidelines are as follows:
Field Description
Employee ID Enter ‘@@’ to choose employee for whom the performance appraisal
record needs to be created.
Organizational Unit Select appropriate OU/Grade/Location/Designation from the respective
/Grade/Location drop down fields.
/Designation
Appraisal Period Select the Appraisal Period start date and end date.
From/Till Note: The current date will be displayed in this field as default.
Approver The name of the Reporting to of the employee will be displayed as
default (Values will be called from the Employee Master). This can be
changed by clicking the ellipse button and searching a different
employee to act as an approver.
Feedback Enter the Feedback regarding the performance of the employee during
the appraisal process.
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Field Description
Action Plan Enter the action plans to be taken for the employee
Training Needs Enter the training needs for the employee, if they lack in any required
skills.
Comments Enter any additional information.
Upload Document Click the [Browse] button to add any supporting document for the
employee.
Ratings Select the Ratings from the dropdown.
2.4.9 Appraisal Record View

This form displays the details of performance appraisal record completed for the employee.

Performance Appraisal record should be created.


HR Foundation  Job Data  Appraisal Record View.
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Figure 30 Appraisal Record view
If the logged in employee is a role player, then the grid in this form shows details of
employees under his/her facilitation and also the role player’s own record.
Otherwise, only the logged in employee’s performance appraisal record will be shown.
Click a record on the grid to view the Appraisal Record details.
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2.4.10 Appraisal Record Creation through Self Appraisal

Once the “Creation of Recommendations in Self appraisal” scheduler is finished running, it
creates a separate dynamic section “Recommendations” in the Section Configurator.
Figure 31 Section Details
By default the configuration for “Recommendations” section as follows:

Level – 0
In this level employee and all the defined levels can view the comments. Only employee can
edit the Comments.
 Feedback
 Action Plan
 Training Needs
 Comments
Level 1
In this level the viewing access is given to level greater than or equal to 1. Only Level 1
evaluators alone edit the comments.
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 Feedback
 Action Plan
 Training Needs
 Comments
Level 2
In this level the viewing access is given to level greater than or equal to 2. Only Level 2
evaluators alone edit the comments.
 Feedback
 Action Plan
 Training Needs
 Comments
This will continue for all the levels defined in as per workflow definitions for Self-Appraisal
form.
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2.4.11 Appraisal Record view through Self Appraisal

After final level approval, the Recommendations section comments given will be viewed in
appraisal record view form.
Figure 32 Appraisal Record creation – Status - Suggested
Status
Suggested - When Performance Appraisal process is completed for the employee, the status
will be ‘Suggested’.
Normalized - This indicates that the normalization has been completed for the employee.
Normalization can happen either through Data Upload (Upload name is “Normalized Rating”)
or through the Normalization module. In either of these cases, the status will be shown as
‘Normalized’. When the status is normalized, a button “Finalized” will be visible in the form,
which allows the Managers and the role player to finalize the record.
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Note: Normalization step is based on configuration. If the value of

“APPR_RECORD_NRM_REQD” is set as ‘Y’, then normalization should be done before
finalizing. If it is set as ‘N’, then after the performance appraisal process, the role player can
directly finalize the record.
Finalized - When the manager / role player finalizes the record by clicking the ‘Finalize’
button, then the status will be shown as ‘Finalized’. Refer the next screenshot.
Note: Once Appraisal record is created for the employee, the Status of Appraisal Rating will
in Appraisal Record View form will be changed to Finalized.
Finalization can also be done through data upload (upload name is “Finalized Rating”).
Figure 33 Data Upload – Finalized Rating
2.4.12 Adhoc Rating

Using this form, a designated person can enter Adhoc rating to the employees, who have not
completed the appraisal exercise due to some reasons but qualified for the selected appraisal
calendar. Once the rating is given here, this rating would be treated as the Final rating of the
Performance Appraisal process and shall be taken as an input to the Normalization process.

Appraisal Calendar should be available.


Performance Alignment  Performance Appraisal  Adhoc Rating.
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Figure 34 - Adhoc Rating
1. Select Appraisal Calendar from the drop down list. Appraisal Period will be
displayed. List of employees for whom rating not given are listed in the grid.
2. Rating can be given for individual employee wise or for multiple employees.
 Individual employee wise – Enter ratings in the Rating column against each
employee.
 Multiple employee wise – Select employees using the check box, and enter
Rating in the Rating field.
3. Enter Reason for the rate change.
4. Click [Submit] to save the details.
5. Click [Reset] to refresh the form.
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3 Index
Adhoc Rating .......................................... 70 Rating Scale Definition .......................... 24

Appraisal Calendar ................................. 18 Review Details ....................................... 28
Appraisal Record Creation ...............63, 67 Review Group Definition ........................ 26
Appraisal Record View ........................... 65 Section Configurator .............................. 38
Competency Category Definition ............ 30 Self Appraisal ......................................... 57
Competency Definition ........................... 29 Self Appraisal Approval – 1st level ........ 59
Formula Builder ...................................... 43 Self Appraisal Approval – 2nd level ....... 62
Goal Setting ............................................ 45 Template Mapping ................................. 37
Goals Approval ....................................... 50 Template Section Visibility ..................... 41
Manage Template ................................... 32
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Updated till – 5.4.0

1. About this Manual ............................................................................................................ 5

2.4.4 Goal Review Approval ........................................................................................... 55

1. About this Manual

1.2. Organization of the Document

 Overview of the Module

1.3. Text and Visual Conventions

1.3.1 Textual Conventions

Abbreviations of terms used in the document.

1.3.2 Visual Conventions

Styles: Following are few styles used in the document.

Style Reference Description

2. Performance Management System

Adrenalin’s Performance Management System module helps employees:

Phase 1: Setting up the Appraisal

 Setup the Appraisal Calendar

Phase 2: Conducting the Appraisal

2.1 Process Flow

2.2 Configurations & Schedulers

This is to specify the percentage calculation option. If it is

This is the Goals and Competency percentage that will be

PMS_SA_ACTAC This is to set visibility of Actual Achievement column in

To set if employee can do self-rating in Self Appraisal form.

This is to set the visibility of ‘View workflow information’ link

2.3 Setting up the Appraisal

2.3.1 Appraisal Calendar

What are the Pre-requisites?

Who can access this form?

How to navigate to this form?

Click here to view the

Figure 1 Appraisal Calendar

Field guidelines are explained below:

Field Name Description

Calendar Enter Name of the Calendar.

View Rating Scale

Field Name Description

Figure 2 Review Details

Review Details – View Employees

Click a record from the grid to view/modify the Review type.

To add new Review,

Goal Setting Details

Field Name Description

Review Details Section

Field Name Description

Field Name Description

Field Name Description

Field Name Description

It is also possible to combine both the conditions for selecting employees.

Validation for Review setting

Click [Back] to go back to the Appraisal Calendar form.

Click [Submit] to save the details.

Click [Reset] to refresh the form.

2.3.2 Rating Scale Definition

What are the pre-requisites?

Who can access this form?

How to navigate to this form?

Figure 3 Rating Scale Definition

Field guidelines are explained below:

Field Name Description

 Enter Goal Rating Name.

 Enter Competency Rating Name.