Overview of the Evaluation System {PMAIN-5}

This subsystem provides the facility to record performance appraisals on personnel.

1. Different appraisal questionnaires may be set up as Appraisal Parameter Sets {PEOP-1}. 
• Functionality to Copy Questions between Parameter Sets {PEOPR1-13} exist. 
2. Parameter Sets may be linked to the Posts of the Personnel Evaluated {PEOP-2} individually or in bulk {PEOPR1-7}
3. For each personnel member, who will be appraised with a Parameter Set, one or more appraisers are indicated individually PEOP-3} or in bulk {PEOPR1-9}
4. The appraiser may then enter the response to the questions in the appraisal questionnaire in Appraisal Evaluation {PEOP-4}. Note that the screen will only allow appraisers to access and enter responses for the personnel indicated as entered in (3) above. 
5. Functionality exists in the Personnel iEnabler to complement the evaluation system. The idea with the Personnel iEnabler functionality is that:
• Supervisors or Departmental Heads decide on and maintain Key Performance Areas, Tasks and/or Skills/Competencies for posts in their establishment before performance evaluation. (Refer to Supervisors Area {P00003-5})
• Due to the possible high maintenance load of the above, a set of  "Job Types" may be created by the Human Resources Department with default Key Performance Areas, Tasks and/or Skills/Competencies. 
• This would allow the supervisor to simply copy the Key Performance Areas, Tasks and/or Skills/Competencies for a post from relevant Job Type and then to make changes to the detail for the post if required.
• Supervisors has the functionality to automatically include the Key Performance Areas, Tasks and/or Skills/Competencies for a personnel member's post into the evaluation questionnaire of each personnel member 
• Personnel complete their own Performance Evaluation {P00005-20} questionnaires and notify their supervisors, who will then interview the personnel member and complete the final version of the evaluation questionnaire.
• Both the employee and the supervisor's versions of the completed questionnaires will be saved. 
• The employee's responses will be available in read-only mode for the supervisor for review purposes.
6. A list of Personnel Members for whom evaluations have not been completed in a given cycle is available as Personnel without an Evaluation {PEOPR1-10}

• Indicate the tasks and related skills that are required for each post {PEOP-5}
• Enter the performance of personnel members against the above task/skill combinations {PEOP-6}
• Enter the individual skills that should be acquired by individual staff members and indicate the planned method of acquiring the skill in Skills Training Requirements {PEOP-7}

1. The following three Question Answering Types {QMNCS-1} must be set-up in the "Answering Types" and "Answering Type Values" tabs.
• Answering Type for Evaluations
• This answering type will be presented to users to rate performance against Key Performance Areas, Tasks and Skills/Competencies. It is recommended that a "P"opup List be used with the valid values indicated in the"Answering Type Values" tab. 
• Remarks Answering Type for Evaluations
• This answering type will be used to present users with a text area field for each of the Key Performance Areas, Tasks and Skills/Competencies so that textual remarks may be entered.
• Display Answering Type for Evaluations
• This answering type will be used to simply display the type and name of each Key Performance Area, Task or Skill/Competency
  
2. The above Question Answering Types must be indicated in the following System Operational Definitions {GCS2-11}

• Subsystem,	SOD Code	SOD Description
  HR	EA	Answering Type for Evaluations
  HR	EB	Remarks Answering Type for Evaluations
  HR	EC	Display Answering Type for Evaluations

3. To use "Job Types", the set-up is as follows
1. For each Job Type, a Post {PACS-4} should exist. The recommendation is to use or create inactive posts for the purpose. 
2. Enter the Key Performance Areas {PSDOP-17}, Tasks {PSDOP-17} and Skills/Competencies {PSDOP-18} for each Job Type (Post). 
3. Create a record in External Conversion Codes {GOPS-21} for each Job Type where the External Body is "P00" (Default HR System Information), the External Code Type is "P00"  (Posts with KPA/Task/Skill Info), the External Code is the Post Code as in Posts {PACS-4} and the External Code Type is the description of the Job Type.
   
4. Use Start a New Evaluation Cycle {PEMT-2} to close the previous evaluation cycle and start a new one. Although it will be possible to view evaluations for previous cycles, it will not be possible to maintain the evaluations
   
5. Set-up one or more evaluation parameter sets for the new cycle using Appraisal Parameter Sets {PEOP-1}. 
   
6. Link the posts of personnel to be evaluated to the relevant parameter set using Parameter Set/Post Linkages {PEOP-2} or Link Posts to Parameter Sets in Bulk {PEOPR1-7} 
   
7. Validate that all posts with service records on a date in the evaluation cycle are linked to an evaluation parameter set using Posts not Linked to a Parameter Set {PEOPR1-8} 
   
8. Indicate who will complete evaluations using Personnel Appraisal Evaluators {PEOP-3}. Note that the program Bulk link of Seniors as Evaluators {PEOPR1-9} will automatically link all personnel members, as well as their seniors as evaluators of their own evaluations.
   
9. Supervisors may now add Key Performance Areas, Tasks and Skills/Competencies of posts in their establishment to the evaluation sets of the individual personnel members using the functionality in the Key Performance Areas for Post screen accessed through the My Employees option.
   
10. Employees may use Performance Evaluation in the Personal Maintenance to maintain their own evaluations and indicate when it is completed.
    
11. Once completed, Supervisors may use the functionality on My Employees in the Supervisors Area to review the evaluations of employees, record their evaluation of each employee and complete the evaluations.