Components are essential to make Appraisal Templates workable documents. There are three types of Components: Interactive, Performance Evaluation, and Text and Media.
This article covers the Performance Evaluation Components: Goals and the Grid Evaluation.
GOALS COMPONENT
This Component allows you to integrate goals that you create and assign to users in Admin > Performance > Goals. Do note that Goals in eloomi can either be standalone (only available on the user's Goals page), or dynamically connected to Appraisals with the Goals Component.
In the General Settings of the Goals Component, you will see two toggles:
Persist - This toggle affects how the goals' evaluation is recorded in the platform. It is a prerequisite to create a Gap Analysis on Goals based on the manager's evaluation and the employee's self-rating. This is explained further below.
Show goal index - It shows the percentage index achieved based on the goal's target.
When Persist is toggled on
If Persist is enabled, the recorded evaluation will update the Goals rating on the user's Goals page at the moment of evaluation. Consequently, only the manager can do the evaluation in the Appraisal. If the manager evaluates an employee's Goals, it will be visible to them immediately in the Goals page. Since the Goals' evaluation persists, you do not need to save it to the Library if you wish to use it in multiple Templates. A new Goals Component will always pull the latest evaluation data.
When Persist is toggled off
If Persist is disabled for this Component, the evaluation in the Template will not affect the Goals on the user's Goals page and it will be a stand-alone evaluation. Any stakeholder in the process can do the evaluation in this case. This is useful if you want the employee (User) to rate their Goals or have the manager do an initial evaluation before they finalize it.
To reuse a Goals Component with Persist toggled off in another Template, you must save it to the Library.
USE CASE 1: Creating a Gap Analysis in Appraisals
With the Goals Component, you can generate a Gap Analysis on Goals based on the manager's evaluation and the employee's self-rating.
Create your Appraisal flow. It is a prerequisite that you must have at least one Manager and one Employee step with a Template Action type prior to a Meeting step.
In the Manager Template, add the Goals Component with Persist enabled.
In the Employee Template, add the Goals Component without Persist.
In the Employee Template, click on the in the Section with the Goals Component to view the Advanced settings. Toggle on Displayed in user PDF and Displayed in manager PDF.
Complete the PDF configuration for the Meeting step with this guide.
The Gap Analysis will look like this:
IMPORTANT: This feature is only available in the downloadable material in the Meeting action type.
USE CASE 2: Managing Goals assignment and target setting in Appraisals
Managers are able to assign Goals and adjust their targets in an Appraisal Template.
As a prerequisite, the following settings must be enabled when you create those Goals: ‘ALLOW MANAGER TO ASSIGN THIS GOAL TO USERS IN A PA PROCESS’ and/or ‘ALLOW MANAGER TO CUSTOMISE THE GOAL ASSIGNMENT (GOALS TARGET FOR EXAMPLE) IN A PA PROCESS’.
Important: The Goals Component should have Persist enabled in this case.
In the Appraisal Template, locate 'Manage Competences' at the bottom of the Goals Component
To adjust the assignment, select the Goals you want to assign or unassign from the user.
To adjust the Target, simply edit the number on the Target column.
GRID EVALUATION COMPONENT
This Component allows you to add the Grid matrix into an Appraisal Template. There are two common use cases where this could be useful:
USE CASE A. When you don't have the Grid Evaluation Step
The Grid Evaluation Step can only be added as the first Step of an Appraisal. However, if your process requires this evaluation to take place in a later Step, you can use the Grid Evaluation Component in a Template instead.
Do note, if you leave both Component settings untoggled and the employee has access the Template where this Component is used, they too can edit their evaluation.
For only the Manager's evaluation to appear visually in the Grid in Discover > Manage Development, toggle on 'Manager only' in the left-hand menu.
USE CASE B. When you want to refer back to the Grid Evaluation at a later step
In some cases, you might have the Grid Evaluation as the first Step, however, you might want to adjust the Grid matrix again at a later Step. Using the Grid Evaluation Component in a Template as well, will allow this.
On the other hand, you might want to have a Grid matrix where the employee (User) can self-rate for comparison purposes. For the latter, add the Component to the user's Template and toggle 'Employee only' in the Advanced settings to allow a stand-alone evaluation.
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