Performance Appraisal (KPI Scorecard) 

At Candy Wrapper's previous company, Performance Management was a mess! Nothing was done until HR suddenly needed ‘appraisal results’ at bonus time. There was a flurry of activity with Managers conducting rushed one-on-one’s with staff to ‘rate their performance’ for the year!

This invariably resulted in difficult and unfair ‘assessments’. Even more concerning was the huge opportunity missed in terms of driving the right behaviors through clearly articulated goals and targets at the start of the appraisal period!

Documents can be added as a Portfolio of Evidence and a Training Needs Analysis can be completed as part of the appraisal. Manager signs off and KPI’s can be imported to set up the next period.

KPIs are agreed BEFORE the appraisal period. When managers involve their teams in developing the KPI’s the resultant scorecard can be used as the ‘template’ for each direct report to use as a starting point. This means that there is total alignment between managers and their respective teams.

Measurement is ‘absolute’ resulting in an objective assessment where final scoring is a simple process of capturing the actual results – epic calculates the overall result based on the weighted KPI ratings.

What is unique about this process is that individuals are responsible for creating and then scoring their own KPIs – the ‘safety net’ is manager sign-off at the start and at the end of the appraisal period. The whole process, once set up, is quick and easy to administer. KPIs can be imported from previous periods and edited from there.

Value add features include:

• Manager’s Brief (A Manager can add a ‘Brief’ for a staff member. Typically this could be a request or an instruction prior to setting KPIs for a new Appraisal Period).
• Portfolio of evidence
• Training needs analysis

Molly Coddle (HR) is thrilled with the process as it makes her job a whole lot easier with line of sight as well as access to up to date reports that can be exported to Excel or PDF.