Revising an Employee Performance Appraisal
Select Performance Management Daily Processing (G08PM1), Employee Performance Appraisals.
After a human resources representative generates one or more employee performance appraisals, and managers receive a message that one or more appraisals are ready for review, a manager reviews each appraisal. If the system is set up to require employee self appraisals, the manager also reviews the employee self appraisal and then adds or changes information and ratings, as appropriate. The manager then schedules a meeting with each employee to discuss the appraisal and obtain feedback.
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. Alternatively, they can use the Upcoming Review report in the P052200 application.
The manager uses the Employee Performance Appraisals program (P087712) to select the employees who are due for an appraisal, make changes, and adjust the ratings. 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. If the human resources department is not responsible for creating the appraisals, the manager can use this program to create them.
If you use traditional appraisals, managers manually complete the appraisal from a template. A manager can attach media objects to the appraisal template. An example of a media object might be a link to a report that documents the rating that you assign. If the system requires employee self appraisals, it sends a message to each employee that their self appraisal is due.
After completing an appraisal, the manager submits it for review. When the originating manager submits the appraisal, the system locks it, preventing changes. This lock also prevents changes to any performance diary entries that the manager connects to the appraisal. If the second level manager rejects the appraisal and returns it for additional changes, the system automatically unlocks the appraisal. The system routes the appraisal to each approving manager, using a defined approval hierarchy.
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. 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. After the employee reviews the appraisal, a delegate can approve or contest the appraisal on the employee behalf.
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. The employee uses employee self service to review the manager appraisal and approve or contest it.
After the appraisal is approved or contested, the system locks the appraisal, preventing any additional changes. The manager then meets with the employee to discuss the ratings. If a manager needs to enter additional changes, then he or she must create a new appraisal, add the changes, and submit the new appraisal for approvals.
Although a human resources representative can review employee performance appraisals and make changes, most companies require that managers perform this function.