Employee Appraisal & Self-Assessment¶
Employees create their appraisal records, conduct performance self-assessments, establish development goals, and complete dynamic competency surveys.
Appraisal Period Declaration¶
Human Resources administrators declare appraisal periods under .
Declare Period Information¶
Period Name: Enter appraisal period name (e.g., Annual Performance Review 2026).
Duration: Set Start Date and End Date (end date must not precede start date).
Period Type: Select cycle: Monthly, Quarterly, Semi-annual, Annual (default), or Ad-hoc.
Scope: Select All, SBU/Entity, or Department.
Manager: Select HR specialist in charge of the period.
Pre-Launch Checklist¶
[ ] Period name and cycle type configured correctly.
[ ] Valid start and end dates.
[ ] Target scope covers all required departments and employees.
[ ] Competency Dictionary and Frameworks are fully configured for all roles in scope.
[ ] Employee profiles have valid organizational data, direct managers, and department heads.
Create Appraisal Record¶
Navigate to .
Click New.
Select active Appraisal Period.
Verify auto-populated data: Employee, Company, Department, Position, Level, Direct Manager, and Department Head.
Click Save to store in Draft status.
Self-Assess Work Performance¶
Under the WORK PERFORMANCE ASSESSMENT tab:
Section I - Assigned Tasks & Deliverables (maximum total weight 80%): - Add tasks/deliverables evaluated during the period. Each task includes two default metrics: Completion Progress and Quality & Efficiency. - Enter Weight, Factor Weight, and self-score Employee Score. - The result for each metric is calculated as:
\[\text{Employee Metric Result} = \text{Metric Weight} \times \text{Employee Score} \times \text{Factor Weight}\]Section II - Work Attitude & Core Values (maximum total weight 20%): - Review default criteria, self-score, and enter detailed comments.
Enter overall self-reflection under Employee Comments.
Check Average Performance Score:
\[\text{Average Performance Score} = \frac{\sum \text{Employee Results (Section I + Section II)}}{10}\]
Development Goals and Aspirations¶
While in Draft status, employee completes 4 reflection areas:
Personal development over the past period.
Work innovations and process improvements.
Career development aspirations and orientation.
Expectations regarding job role, working conditions, or compensation.
Competency Assessment Survey¶
Taking the Survey¶
On the appraisal form, click Competency Assessment.
The system opens a survey dynamically generated from the employee’s matching Competency Framework.
Answering Guidelines: - Each competency is presented as a distinct section. - Each criterion is a mandatory question. Review definition, observable behaviors, and examples, then select one rating from Level 1 to Level 5.
Complete all sections and click Submit Survey.
Note
If the survey is re-taken, the system automatically records and updates results from the latest submission.
Review Results and Submit for Approval¶
Return to the appraisal form and check the COMPETENCY ASSESSMENT tab to confirm scores in the Employee Self-Score column.
Review all scores, comments, developmental feedback, and survey responses.
Click Submit for Approval.
Warning
Submission is blocked if the competency survey is incomplete or if required fields are blank. Upon submission, the Direct Manager receives a notification and the status transitions to Waiting Approval / Manager Assessment.