We will show you how to apply for an appraisal from your Employee Portal using the Performance Management module.
To apply for an appraisal of any kind, you will first have to sign in to the people-i software. Use your credentials provided by your HR department to login and enter the Employee Portal.
If your line manager has already launched an appraisal application and your name has been included in the list of employees who have qualified for the appraisal, you will receive a notification in the Updates section of your main employee dashboard. You can click on this notification to go directly to the application.
Another way to access the application is by going to the Performance Management Tab from your main employee dashboard, and then selecting “Appraisals”.
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Once you enter the appraisal window, you will see a table that contains one or more entries of the types of appraisals set by your line manager or the HR along, with the details of the name of appraisal in the first column, the type of appraisal, which could be an annual or a monthly appraisal in the second column, the launch date of the appraisal, which signifies the day that the appraisal was generated, in the third column, the due date marking the last date of application submission in the forth column, and the fiscal year for which the appraisal is applicable, in the last column.
Click on any appraisal that you would like to apply for and enter the application window to start the application process.
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This is the main Appraisal Evaluation form; the tabs located under the title are the components that make up the entire appraisal process. Click on each tab one-by-one and enter the details in each tab to complete the process.
Start by clicking on the Achievements tab and use the fields shown in the form of a list to enter your major achievements throughout the year. Add one achievement in the first field and the second achievement in the second field. To enter additional achievements, click on the plus sign on the top and continue to enter as many achievements as you like. Once you have completed this, click on the next button and you will be taken to the tab titled 'What’s'.
If, at any time, want to temporarily pause this process and enter the rest of the details at a later time, you can save this form as a draft by clicking on the Save Draft button at the bottom.
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The 'What’s' tab is where you identify how well you believe your performance was of the goals identified for you at the start of the year. On this screen you can see the various Key Accountability Areas and their weightages that were defined by your line manager in your job description, and the goals under each Key Accountability Area along with the individual weightage given to each goal.
Click on the drop-down-menus under the Self Rating column and select a rating for each Key Accountability Area. Do this for each Goal on the screen, and you will see that the Weighted rating is generated automatically for each goal.
To provide a brief explanation of the selected rating for each key Accountability Area, go on to the Employee Comment Section and enter your comments that your Line Manager will be able to view during their evaluation of your performance.
If you decide to give yourself a 1 or 3 rating, it is compulsory for you to add comments against that goal, justifying why you have chosen this rating.
After you have selected a rating for each Key Accountability click on the next button located at the bottom of this window. Next in line is the 'What’s' tab.
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Displayed on this screen are the various competencies allocated to you based on your band and department that were communicated to you on joining the organization. Here, similar to the What’s section, against each competency is its individual weightage and fields for self rating. Click on the drop-down menu next to each competency under the Self Rating column to provide your 1, 2 or 3 rating based on the option that best describes your performance. You can also add comments against each competency here.
Again, if you select a rating of 1 or 3, you will be required to provide a brief explanation, justifying that choice in the employee comment section.
Once each competency has been rated, click on next and you will be taken to the Training Needs tab.
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Here, enter the training requirements that you believe are necessary for you. You can add one or more than one training need by clicking on the plus sign located on the top of this section. After entering these fields, click on next and you will be taken to the Final Comments tab.
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In the final comments section, you can enter any additional comments or remarks for your Line Manager or HR manager to view. After this, click on the next button to go to the next tab.
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The Appraisal Summary tab presents the information gathered from the completed appraisal application, combined to provide you with a final summary. It also displays the calculation of your final score by combining all ratings and weightages. Make sure to view the summary of the appraisal to recheck all details before clicking on submit.
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Press the submit button and the application will be sent to your Line Manager. Once your Line Manager conducts their evaluation of your performance, the application will be sent back to your employee portal where you can view and accept your ratings. Once this is done, the appraisal will be submitted to HR, who will then finalize and complete the application. Furthermore, if you go back to the appraisal applications section, you can check the status of your subordinates’ applications. These applications are saved in the Line Manager Portal and can be accessed at any time.
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We will show you how to fill Appraisal Evaluation (LM) Form from your Employee Portal using the Performance Management module.
This is the main Appraisal Evaluation form; the tabs located under the title are the components that make up the entire appraisal process. You can click on these tabs one-by-one and enter the details in each tab to complete the process.
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In the Achievements tab, the employee will fill multiple fields in the form of a list that represent their major achievements throughout the year. Line Managers can provide their remarks in front of each achievement by clicking on each box located under the LM Remarks column.
Additional achievements can also be added by clicking on the plus sign.
If you want to temporarily pause the and enter the rest of the details at a later time, you can save this form as a draft by clicking on the Save Draft button at the bottom.
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The 'What’s' tab is where you identify how well the employee has performed against the goals defined for him at the start of the year.
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The various Key Accountability areas and their weightages that will show on this screen are those that were defined in the employee’s job description along with the goals under each Key Accountability Area and their individual weightage.
The employee will provide their self-evaluation against each goal, rating their performance as either 1, 2 or 3. You can view the comments entered by that employee against each rating that would explain why that employee has chosen that rating for themself.
Line Managers are required to provide their rating for each goal as well. You can click on the provided menu and choose the option that best describes that employee’s performance in each mentioned area in that year.
Once you do this for each Goal on the screen, the Weighted rating will be generated automatically for each goal.
If you decide to give an employee a rating different to what they have rated themselves, or if you give them a 1 or 3 rating, it will be compulsory for you to add comments against that goal justifying why you have chosen this rating.
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The various competencies allocated to an employee based on their band and department, that were communicated to the employee when they joined the organization will be displayed on this screen.
Against each competency is its individual weightage as well as the self-rating an employee has given themselves under that competency. Click on the box next to each competency under the LM Rating column to provide your 1, 2 or 3 rating based on the option that best describes that employee’s performance. You can also add comments against each competency here.
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Here the training requirements for an employee will be entered. Employees can also enter training requirements for themselves here. You can add one or more than one training need by clicking on the plus sign located on the top of this section.
If an employee enters these, you can add your comments against each training need to recommend a training program.
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The employee’s comments will be displayed on top of this section. Line Managers can provide their remarks in the Line Manager’s Comments section.
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Line managers can also recommend the employee for an increment, promotion or cash reward. This is done through the Recommendations tab. You will select one of the options appearing under the LM Evaluation section.
You can recommend an increment to be granted as per company policy. Alternatively, you can also enter a specific percentage of the employee’s salary that you wish to be awarded as increment, or even a specific amount.
In the next section, Line Managers can either recommend the employee for a promotion as per policy or suggest a title by clicking on the second option under Promotion Recommendations and entering the title of the position.
You can also recommend a cash reward for the employee according to company policy, or provide a specific amount to be awarded.
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The Appraisal Summary tab presents the information gathered from the completed appraisal application, combined to provide you with a final report. It also displays the calculation of the employee’s final score by combining all ratings and weightages.
You can view the summary of the appraisal to recheck all details before clicking on submit.
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We will show you how to fill Appraisal Evaluation (HR) Form from your HR Portal using the Performance Management module.
This is the main Appraisal Evaluation form; the tabs located under the title are the components that make up the entire appraisal process. You can click on these tabs one-by-one and enter the details in each tab to complete the process.
For the HR Portal, the process of conducting the Appraisal is the same as the Line Manager, except that the HR will be able to see the Employees’ self-ratings and the Line Managers’ ratings on the appraisal. The Line Manager’s rating is automatically populated under the HR Ratings section, but HR has the option to update the final rating before closing the appraisal application.
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In the Achievements tab, the employee will provide a list of their major achievements throughout the year. HR Managers can provide remarks in front of each achievement by clicking on the boxes located under the HR Remarks section. You will also be able to view the remarks entered by the Line Manager under LM remarks.
To temporarily pause the process and enter the rest of the details at a later time, save this form as a draft by clicking on the Save Draft button at the bottom.
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The various competencies and the weightage allotted to each competency that were identified during the employee’s goal setting process will be displayed on this screen. Against each competency are self-ratings provided by the Line Manager. You can click on the box next to each competency under the HR Rating column to provide your overall rating. You may also enter your comments under the HR comments section.
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Here, any training requirements for the employee can be entered. If an employee has entered a training requirement, it will show in the column titled “by employee”. You can also see the training needs entered by the Line Manager. You can add a training need according to your evaluation of the employee’s performance. You may enter more than one by clicking on the plus sign located on the top of this section.
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The employee’s comments will be displayed on top of this section, followed by the Line Manager’s comments. HR managers can provide remarks in the box under the HR Manager’s Comments section.
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A HR manager can also recommend the employee for a promotion or a cash reward through the Recommendations tab. You can view the Line Manager’s recommendations on top. You can select one from the options appearing under the HR Evaluation section.
You can recommend for an increase in the employee’s salary according to company policy by clicking on the first option labeled As Per Policy, or, provide a minimum percentage of increase that you believe the company should provide over promotion. You can also identify an amount that you suggest should be added into the monthly salary of the employee.
In the next section of this table, you can either recommend the employee for a promotion as per policy or suggest a title yourself by clicking on the second option under Promotion Recommendations and entering the title of the position.
You can also recommend for a cash reward for the employee according to company policy or, provide an amount.
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The Appraisal Summary tab presents the information gathered from the completed appraisal application, combined to provide you with a final report. It also displays the calculation of the employee’s final score by combining all ratings and weightages.
You can view the summary of the appraisal to recheck all details before clicking on submit.
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Video Tutorials
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Appraisal Applications (Employee Portal)
In this video, we will show you how to Conduct appraisal evaluation from the line manager and hr portal using the performance management module
Appraisal Applications (LM & HR Portal)
In this video, we will show you how to Conduct appraisal evaluation from the line manager and hr portal using the performance management module