On the Supervisor Work With Performance Appraisals form, select the All Appraisals option to select the type of appraisals that you want to review. This section provides an overview of traditional performance appraisals and discusses how to complete traditional performance appraisals. Use this processing option to specify whether to run the workflow reminder process. After the appraisal is approved or contested, the system locks the appraisal, preventing any additional changes. For reports, processing options enable you to specify the information that appears on reports. Figure 25-3 Traditional Performance Appraisal Revision form. 
On the Work With Diary Entries For A Performance Appraisal form, click Add. If you select the option to begin the appraisal process, either the Competency Based Performance Appraisal Revisions form or the Traditional Performance Appraisal Revision form appears. The lower note area on the appraisal form can contain a defined competency description to help you understand and work with job competencies. 
This code is associated with the second radio button on the form. If the second level manager rejects the appraisal and returns it for additional changes, the system automatically unlocks the appraisal. The system also sends a message to a defined address book number indicating whether the employee approves or contests the appraisal. Select Performance Mgmt Periodic Processing menu (G08PM2), Batch Create Performance Appraisals. Use this processing option to limit reviews processed. The Daily Diary program (P087715) records and classifies information by using these criteria: Notes that you create in the Daily Diary program are private unless you attach them to a performance appraisal. Access the Create Employee Performance Appraisal form. Values are: These processing options specify the version that the system uses for each program. 
On the Goal Action Plans form, to move the current goal action suggestion to the Actions list, click the arrow. Enter the date when the goal becomes effective. Set processing options for Performance Appraisal Batch Print (R087723). 1: Create appraisals with warning errors. Generate employee performance appraisals for a group. On the Supervisor Work With Performance Appraisals form, select the Appraisals to Complete OR Appraisals for Current Indirect Reports option to select whether to review appraisals for the direct or indirect reports. If you are not using ESS, an assigned delegate can approve or contest the appraisal on the employee behalf. Values are: Use this processing option to list the code for the fifth Job Competency Code description to show. You use the same process to create either competency based or traditional employee performance appraisals. The human resource representative or manager can use the Upcoming Reviews by Supervisor program (P052200) to determine the employees for whom a performance appraisal is due. You can also attach to each appraisal performance diary entries that cite specific examples of employee performance. Access the Supervisor Work With Performance Appraisals form. Enter a code that identifies the status of the goal. The Begin the Appraisal Process option is available only when you select one employee. You can also attach to the appraisal performance diary entries that support the evaluation. The purpose of this approach is to establish specific guidelines that an employee can follow to accomplish at least 100 percent of the organizational expectation for each employee competency. You use the Current Performance Appraisals program (P087712) to locate the appraisal and perform the review. Enter Date of Thru Date to ignore this option. For example, you can set up different notes for managers and for employees. Do you wish to Continue? The employee can then approve or contest the appraisal. After a human resources administrator or a manager creates an employee performance appraisal, the manager reviews the appraisal, updates competency ratings as required, adds notes, and attaches pertinent diary entries. These processing options specify the default values that the system applies when a human resources representative or a manager creates performance appraisals. Select a diary entry and then click Select. The system returns to the Supervisor Work With Performance Appraisals form. You can add a text note or attach a media object that documents an employee activity. Enter the relationship you have to the employee referred to in the diary entry. The manager or human resources representative approves or contests the appraisal in the JD Edwards EnterpriseOne system on the behalf of the employee. This code is associated with the third radio button on the form. Copy these versions or create new versions to change any values, including the version number, version title, prompting options, security, and processing options. This code is associated with the first radio button on the form. To confirm that you are approving or contesting the appraisals, click Yes on the Submit/Return Message form. You contest performance appraisals on behalf of multiple employee. An appraisal template can be any media object and is frequently an interactive form on the company intranet. For example, you set a processing option to include the fiscal year or the number of aging days on a report. In the detail area of the form, select each appraisal that you want to approve or contest. After you submit the appraisal, you cannot change or delete the attached entries from the performance diary. When you click a job competency, a list of related employee competencies automatically appears. Use this processing option to specify the date by which the performance appraisal must be completed, including the appropriate approvals. Values are: 0: Do not notify anyone that appraisal is complete. Values are: These processing options specify the competency descriptions that appear on the performance appraisal, based on the audience. When the employee approves or contests the appraisal, the systems indicates that it is complete and moves it to historical status. Enter any necessary rating changes, and enter notes as appropriate. You must update each of these appraisals and approve or contest it again once it is at a valid status. After you attach diary entries to an appraisal, you can change the text until you approve (or contest) and submit the appraisal. For example, this person may be responsible for printing the final appraisal for employee records. On the Traditional Performance Appraisal Revision form, click the link Submit to Next Level Manager. If you are not using ESS, the manager uses a method outside of the JD Edwards EnterpriseOne system, such as email or personal contact, to notify the employee that the appraisal is ready for their review. Values are: 0: No, if job competency levels can be changed, they cannot be used to calculate employee competencies. The system prevents any changes to the appraisal after the employee approval. After you create the appraisals, the system automatically sends a message to each manager that one or more appraisals are ready for review. On the Create Group Performance Appraisals form, complete the Supervisor field, select either the Direct Reports or the Direct and Indirect Reports option, and then click Find. Traditional Performance Appraisal Revision. Use this processing option to specify the beginning date of the time period for the next review. Competency based appraisals use an extensive system of job and employee competencies that is defined before appraisals are created. Use this processing option to limit reviews processed. You can begin the appraisal review immediately and then make any necessary adjustments to the appraisal when you review the employee self appraisal. If you are not using ESS, you can assign delegates, which are typically human resources employees or the employee manager, who can approve or contest the appraisal on the employee behalf. The notes that the system displays are based on the user profile. Values are: Blank: 1 (default) Employee Self Appraisal. Values are: These processing options specify the details that appear on the performance appraisal. For example, you may be a manager, peer, or customer of this employee. These processing options specify the functions that can be performed, based upon the user. See "Entering Organizational Assignment Information" in the JD Edwards EnterpriseOne Applications Human Capital Management Fundamentals Implementation Guide. You use this tool to track employee goals and progress toward the goals. You complete the template and rate employee performance manually. The system automatically routes the appraisal and diary entries to the next level manager in the approval hierarchy. If you are not using ESS, many of the steps in the appraisal process are the same, but they are done outside of the system. Alternatively, they can use the Upcoming Review report in the P052200 application.
Complete the Employee Identification field to find an employee record and then click Select. When a Job Competency Code and the fifth radio button are selected, the associated description is displayed. Enter a defined code (05/GT) that you use to define the type of goal that the employee is working towards. Select an employee with a competency based appraisal, and then click Select. The system notifies employees that the appraisal has been created so that they can complete their self appraisals. Alternatively, if you set up another media object or URL link to an interactive appraisal form, complete the appropriate form. Use this processing option to specify the version of the Delegates program (P08750) to use. This value is initially copied from the Goal Suggestions table (F05105). Complete this field if you are updating an existing action suggestion. You also use the Current Performance Appraisals program to revise the appraisal and enter the rating. The employees being appraised have seen their appraisals and you are contesting some or all of the contents on behalf of the employee. Values are: Use this processing option to specify which type of performance appraisal to print. The default is ZJDE0001. On the Confirm Group Appraisal Creation form, complete the desired fields and then click OK. The system sends an automated message to the employee notifying them that their appraisal is available for review. If you are using ESS, the manager selects the appraisal record and uses the Notify Employee menu option to send a message to the employee. Processing options enable you to specify the default processing for programs and reports.
When creating employee performance appraisals, you can select: All of the employees who report directly to you. For programs, you can specify options such as the default values for specific transactions, whether fields appear on a form, and the version of the program that you want to run. On the Supervisor Work With Performance Appraisals form, select an employee for whom a current, traditional appraisal exists, and then click Select. This section provides an overview of employee goal definitions and discusses how to define employee goals for competency based appraisals. When a Job Competency Code and the fourth radio button are selected, the associated description is displayed.
When a Job Competency Code and the sixth radio button are selected, the associated description is displayed. Use this processing option to indicate whether supervisors can create new development plans (goals) for employees while completing the performance appraisal. This section provides an overview of performance diaries and discusses how to: Set processing options for Daily Diary (P087715). Values are: Use this processing option to list the code for the sixth Job Competency Code description to show. Use this processing option to specify the employee number that you want to print on the report. Use this processing option to specify the beginning date of the time period for the current performance review. The review date must be less than or equal to the Thru date. Enter a code that indicates whether the current entry applies to a performance appraisal event. You use versions to group and save a set of defined processing options, values, data selections, and sequencing options. When you are using competency management, you define organizational, job, and employee competencies. If the human resources department is not responsible for creating the appraisals, the manager can use this program to create them. Attach a performance diary entry that might support the rating decision. The Performance Appraisal Batch Print report (R087723) provides a printed copy of a competency based employee self-appraisal or performance appraisal. Enter a code that specifies the level of proficiency at which a supervisor rates a person or asset for a particular competency type and competency code. The report prints a list of employees based on the criteria that you specify. After you complete either a competency based or traditional appraisal, submit it for automatic approval routing, which is based on a defined approval hierarchy. 1: Yes, if a job competency level is changed, the level is used to calculate the employee competency levels. Use this processing option to specify the ending date of the time period for the next review. On the Work With Diary Entries For A Performance Appraisal form, select a diary record to review and then click Select. When the employee completes the self appraisal and submits it, you can then review it and any diary entries that might be attached. Employees use the Current Performance Appraisal program to review performance ratings, print the appraisal, review goals, and approve or contest the currently active employee appraisal. You can also use links from the Competency Based Performance Appraisal Revisions form to approve or contest competency based appraisals, or you can use links from the Traditional Performance Appraisal Revision form to approve or contest traditional appraisals. Values are: Select employees that have a next review date equal to or greater than the From Date. Enter the ending date of the period of time for which the employee performance is considered for the current review. You can use the top note area on the appraisal form to record any comments that apply to the review. Once you finish, no one will be able to make any further changes to these appraisals. Generate individual employee performance appraisals. Set processing options for Upcoming Reviews (R052202). You use this processing option in conjunction with the Competency Update Events program to control access to the Competency Level field for specific types of users. On the Work With Diary Entries form, click Add. Each version is a defined set of specifications that control how programs and reports run. The employee uses employee self service to review the manager appraisal and approve or contest it. Access the Traditional Performance Appraisal Revision form. Select Performance Management Daily Processing (G08PM1), Employee Performance Appraisals. All appraisals that did not have a valid status for the requested action will include an error message. On the Supervisor Work With Performance Appraisals form, select an employee for whom a current appraisal exists, and then click Select. Do not modify JD Edwards EnterpriseOne demo versions, which are identified by ZJDE or XJDE prefixes. Use this processing option to specify whether appraisals with warning errors should still be created. Values are: 0: Do not display Employee Competency Level (default). Values are: this processing option to specify the version of the Goals program (P05117) to use. If used, the From Date and Thru Date are ignored. These processing options specify the default information that will appear on the performance appraisals. This code is associated with the fourth radio button on the form. Values are: Select employees that have a next review date equal to or less than the Thru Date. This lock also prevents changes to any performance diary entries that the manager connects to the appraisal. Use this processing option to specify the version of the Performance Appraisal Revisions (P087711) to use. Values are: Use this processing option to specify the uniform resource locator for the supervisor review instructions. When the originating manager submits the appraisal, the system locks it, preventing changes. When the highest level manager in the approval hierarchy completes the review and approves the appraisal, the system sends the originating manager a message to notify the employee that the appraisal is ready for final review. Review all remaining job competencies and employee competencies and change ratings, as appropriate. You can use the Competency Update Events program to grant Train the ability to update competency levels for all training competencies. When the appraisal process is completed, the system automatically updates the performance appraisal information in the Employee Master Information table (F060116). To generate individual employee performance appraisals: If you want the system to create the appraisal and automatically proceed to the appraisal review, select the Begin Performance Appraisal Process option. To define employee goals for competency based appraisals: Complete these fields to create a new employee goal: To create a new goal action suggestion, complete these fields: If you are updating an existing action suggestion, complete these fields: To move the current goal action suggestion to the Actions list, click the arrow. Use this processing option to indicate whether the job competency level can be changed on the performance appraisal. These processing options specify security options and the type of performance appraisal that the system prints. This processing option specifies the default value that the system uses each time that you create a new performance diary entry. When you click OK the system automatically creates employee performance appraisals for the selected employees and sends a message to each employee and manager. For each selected employee, this process creates the header for the appraisal and determines the type of performance appraisal to create, either traditional or competency based. A traditional employee performance appraisal stores templates or links to online appraisal forms.
Values are: Use this processing option to specify the version of the Daily Diary program (P087715) to use. Values are: 0: No, entry does not apply to a performance appraisal. You must also complete performance appraisals, which includes completing all approvals for each specified level of management. Use this batch process to create a group of performance appraisals for the employees that you selected from the Employee Master Information table (F060116). The Appraisals For Current Indirect Reports option includes only employees who report indirectly to you. If you set up system options appropriately, when you create a performance appraisal, the system sends a message to the employee that the performance self appraisal is due. You contest a performance appraisal on behalf of one employee. The competency based performance appraisal system integrates those competencies with employee performance. Enter a defined value (08/SU) that categorizes diary entries. Values are: 0: Do not display Job Competency Level (default). This code is associated with the sixth radio button on the form. When you are finished working with diary entries, click Close. You might use Upcoming Reviews report when you are generating employee performance appraisals for the whole company or a specific business unit. Set processing options for Batch Create Performance Appraisals (R087722). The code that you enter must exist in the defined code list for competency update codes (05/CU). Depending on processing option settings, the system automatically adjusts the job competency and overall performance rating when you change an employee competency rating. This chapter contains the following topics: Section 25.1, "Understanding Performance Appraisals", Section 25.2, "Generating Employee Performance Appraisals", Section 25.3, "Creating Batch Performance Appraisals (R087722)", Section 25.4, "Maintaining a Performance Diary", Section 25.5, "Reviewing a Competency Based Performance Appraisal", Section 25.6, "Defining Employee Goals for Competency Based Appraisals", Section 25.7, "Completing Traditional Performance Appraisals", Section 25.8, "Creating an Employee Career Development Plan", Section 25.9, "Approving Appraisals on an Employee Behalf". Values are: Blank: Do not create appraisals with warning errors. Enter a defined code (05/CH) that represents the reason why the employee changed the goal. The system automatically creates an employee performance appraisal and sends a message to the employee and the manager indicating that the appraisal is ready for review. Values are: Access the Competency Based Performance Appraisal Revisions form. This code is associated with the fifth radio button on the form. After the manager and the employee have been able to review the appraisal, the appraisal can be approved. Values are: Use this processing option to list the code for the fourth Job Competency Code description to show. After you print the Upcoming Reviews report, you run the Create Performance Appraisals program (P087711) to select the employees, create appraisals, and send messages to each of the employees and managers. Depending on the system settings, you can use either a competency based or traditional approach to employee performance appraisals. The default is ZJDE0001. 1: Yes, can change level for a job competency. You approve a performance appraisal on behalf of one employee. Run the Upcoming Reviews Report program (R052202). This section provides an overview of employee career development plan and describes how to create employee career development plans. On the Competency Based Performance Appraisal Revisions form, click Appraisal Diary Entries. On the Competency Based Performance Appraisal Revisions form, select a job competency and then click Create a Career Development Plan for the Selected Competency. If a human resources representative is responsible for locating employees whose appraisals are due and creating the appraisals, then the manager opens the current appraisal and revises the rating, if necessary. The system automatically routes the appraisal to each person who appears in the approval hierarchy (P05844), ending with the employee. Depending on how the processing options are set up, you might be able to change the system ratings for job competencies, employee competencies, and the summary rating. Revise competency based performance appraisals. On the Daily Diary Search form, select a diary record, and then click Select. For example, you might define a Competency Update Event Code called Train that you use to represent the organization training manager. If you need to make further changes to the appraisal, you must create a new appraisal and submit it for approvals. Use this processing option to indicate the person who should receive an email message once the performance appraisal is completely finished and the employee has signed-off. For example, you might track job related tasks that you accomplish, the completion of a course of study, client recommendations regarding the assistance, or any other activity that might affect the performance appraisal. Values are: Blank: Display Job Title if it exists, otherwise Job Type Step Description, 2: Always display the description for Job Type/Step. Enter the date by which the employee must complete his or her self appraisal and notify his or her manager that it is completed. Use this processing option to specify how the employee job is displayed. To complete traditional performance appraisals: On the Traditional Performance Appraisal Revision form, manually complete a performance appraisal template. The default is ZJDE0001. The system displays a list of the diary records that are currently attached to the performance appraisal. It is a defined code (05/G3). Use this processing option to specify who is going to use this application to what capacity. If the organization, or part of the organization, does not use Employee Self Service (ESS) during the performance appraisal process, you can allow managers or human resources representatives to approve or contest the appraisals on an employee behalf. To contest all of the selected appraisals, select Contest for EE from the Row menu. However, you can begin the appraisal review immediately and then make any necessary adjustments to the appraisal when you review the employee self appraisal. You define most of this information when you set up the competency management features of the system. Work With Diary Entries For A Performance Appraisal. You track employee activities throughout the year and create employee performance appraisals that compare employee performance with the required competencies for each job. When you have completed rating all competencies, click Submit to Next Level Manager for Approval.