The Performance Report Card available to both employees and managers on the system is an extremely useful tool designed to help you streamline your processes, cut down on the time spent searching through old paper files and provide all relevant information to both the employee and the manager at the time of performance reviews. The Report Card is highly customisable and collates data from several areas of the system including Goals, Diary Notes and Check-Ins.
Rather than employees being asked to think back over the entire previous year and summarise their performance, continuous feedback from Goal progress and Check-Ins is automatically added to the report card as it is entered, thus avoiding the pitfall of the review being skewed by an over-reliance on the events of the last few weeks or months.
This article covers:
Who can access and use the Performance Report?
Both employees and managers can access the Performance Report Card. The view seen by employees and managers will differ slightly though. When employees generate their report card, by default they will not have access to any performance improvement plans or diary notes logged against their record.
What data feeds into the Performance Report Card?
The data that feeds into the report card includes the data from the following areas of the platform:
- Diary Notes
- Continuous Feedback (Check-Ins, Performance Review Summaries)
- Performance Improvement Plans
- Role Evaluations
Why should I use the Performance Report?
The report card works as a hugely efficient tool in providing relevant information for you to conduct review meetings with the required data at hand in order to have a meaningful discussion and make data-led decisions moving forward.
The report card can also be used as a leadership tool to guide those performance discussions around the metrics that are important to your business and furthermore, questions pulled from your form designs can shine a light onto the intangibles of employee performance paving the way to a more holistic view of employee performance.
How can I get the most out of the Performance Report Card?
By consistently updating goals, training and continuous feedback throughout the review period you can ensure that even without lengthy forms and surveys to fill in prior to meetings, all relevant data regarding an employee's performance can be easily accessed by both the manager and the employee. Moreover, as the platform is updated in real-time the opportunity to add value from ad hoc meetings is much more achievable.
In addition, with the help of the Customer Success team you can also customise the metrics by which performance in your organisation is measured by, thus allowing you to really concentrate on the values that are important to you and your organisation. Similarly, the questions that feed into the Achievements, Notes and Role Evaluation sections can be amended so that you are specifically capturing responses that are of direct interest to you and that impact your strategic goals within the business.