Overview of Performance Documents

Using performance documents, managers, workers, and participants can evaluate other workers and themselves on goals and competencies by means of ratings and comments.

Note: Performance documents can be created for any type of worker including employees, contingent workers, and non-workers, depending on business needs.

These roles create two types of performance documents, standard and anytime, depending on their requirement:

• HR specialists create standard performance documents for the entire organization. For example, for the purpose of an annual performance evaluation.
• HR specialists, managers, or workers create anytime performance documents when they want to evaluate projects or performance improvement plans, or for any occasion that needs a formal evaluation.

In addition, as part of the evaluation, managers and workers perform these tasks:

• Set performance and development goals and competencies in a performance document to evaluate and rate workers.

• Share ratings and comments with workers, who in turn acknowledge them.

• Conduct and track review meetings, and process approvals.

• Add and remove competencies directly in the employee performance document.

HR specialists and managers can perform administrative actions to maintain worker performance documents, maximize efficiency, and prevent bottlenecks.

Performance Templates

Performance documents are based on performance templates. When creating a template, you specify whether it’s used for creating standard performance documents or anytime performance documents.

In a template that’s meant for creating standard performance documents, you need to specify the performance document name, review period, and sequence of tasks that might need to be completed within specific due dates. In a template that’s meant for creating anytime performance documents, you can specify the same details, but can’t specify the due dates for tasks.

While you create one standard performance document for each worker assignment, you can create multiple anytime documents for the same worker assignment.

Prerequisites for Creating Performance Documents

Before you can create standard or anytime performance documents for workers, please ensure these prerequisites are met:

• If the performance document has an eligibility profile associated with it, ensure the worker meets the eligibility criteria and ensure the eligibility batch process is run.
• Workers need to have an assignment start date that's before the performance document end date.
• Workers need to have a manager in their assignment. If a worker doesn't have a manager, for example, they're the head of the company, then you can create a dummy manager for them.
• If the performance template includes a Performance Goals section that doesn’t use synchronized goals, you can create performance documents only for workers who have a goal plan that matches the configuration of the Performance Goals section.

Administration Actions

HR specialists use administration actions to keep the performance evaluation process moving when there is an interruption or mistake. For example, a worker submits a document prematurely before completing their self-evaluation. HR specialists can perform administration actions for workers to whom they have access to in their security profile. Managers can perform administration actions for workers whose performance documents they manage.

Note: To perform administrative actions, HR specialists must have a person record.

As an HR specialist, you can access the administration actions from these pages:

• Performance Documents

• Participant Feedback

• Performance Eligibility

• Process Mass Actions for Performance Documents

Action	HR Specialist	Manager	Description
Create Performance Documents	Yes	No	HR specialists can create standard performance documents for scheduled evaluations for workers. They create an individual standard performance document for each worker assignment.
Create Anytime Performance Documents	Yes	Yes	HR specialists, managers, and workers can create anytime documents for other evaluations for projects, performance improvement plans, or any other occasion where they need to record a formal evaluation. They can create multiple anytime documents for the same assignment for a worker.
Send Email Notification	Yes	No	Send email notifications throughout the selected organization to remind workers and managers of upcoming events and tasks in the performance management business process.
Transfer Performance Documents	Yes	Yes	Transfer a worker's performance document from one manager to another, for example, when the worker is assigned to a new manager, or the manager leaves the organization. HR specialists can transfer multiple performance documents at one time.
Change Task Due Date	Yes	No	Edit the due date of any task within a standard performance document that wasn't completed or canceled. Note: Although anytime performance documents can’t have default due dates for tasks, the HR specialists can add due dates to the documents themselves at the time of creating them.
Change Feedback Due Date	Yes	Yes	When using feedback, edit the due date by which participants provide feedback, if the feedback isn't completed and participants aren't locked out from providing feedback. Participants can still provide feedback after the due date. Workers can also perform this action.
Change Current Task	Yes	No	Move performance documents forward from the current task to another task, though the current task isn't completed. All performance documents you move in one action must be on the same current task. The status of the task that was moved past changes to Bypassed. Move performance documents back from tasks in any status to a previously completed task. All tasks from the new current task forward reset to In Progress.
Bypass Worker Self-Evaluation	Yes	Yes	As a manager or HR specialist, if you bypass the worker’s self-evaluation task, you can view any ratings, comments, and questionnaire responses already entered by the worker. While managers can bypass the worker’s self-evaluation task, they can’t change the status of other tasks unless they complete them. Note: The HR specialist bypasses worker self-evaluations using the Change Current Task action.
Cancel Performance Documents	Yes	Yes	Cancel a performance document to remove it from normal processing. Canceled documents aren't deleted permanently from the application. When a performance document is canceled, any competencies, overall ratings, or section ratings that were updated in a worker’s profile through the performance document are removed. HR specialists can cancel multiple performance documents at one time.
Delete Performance Documents	Yes	Yes	Delete canceled performance documents permanently to remove documents that are no longer valid. HR specialists can delete multiple performance documents at one time.
Delete Participant Feedback	Yes	No	Remove any participant, regardless of the participant's feedback status, which also removes that participant's feedback for that worker.
Complete Performance Documents	Yes	Yes	Change a performance document to Completed status when a worker or manager hasn't completed all the tasks in a performance document, and has halted the final processing of the document.
Reopen Performance Documents	Yes	Yes	Reopen a completed performance document so that the manager or worker can continue to evaluate the worker. Reopening a document changes the status of the last task to In Progress. HR Specialists can change the current task to an earlier task in the process flow, if required.
Restore Performance Documents	Yes	Yes	Restore any canceled performance document to its previous status. If the previous status was Completed, the worker’s profile will be updated with any competencies, overall ratings, or section ratings from the performance document, if they are configured.
Process Eligibility for Performance Documents and Check-Ins	Yes	No	Process or change eligibility for performance documents and check-ins for a specified worker.
Monitor Late Tasks in Performance Documents	Yes	No	Search performance documents for tasks that are late and change task due dates. Send email notifications to workers and managers reminding them to work on the performance documents.

The worker or manager can open a standard or anytime performance document when the first scheduled task in the sequence of tasks is available to that role. For example, assume the first scheduled task of a performance document is Set Goals, which the manager performs. If the next task in the document is Worker Self-Evaluation, the worker can't open the document to start the Worker Self-Evaluation task until the manager completes the Set Goals task.