Foundation masters
Define minimum/maximum score and decimal precision. Rating Bands translate score ranges into labels such as Outstanding, Good and Needs Improvement with a display order.
Create reusable goals, KPIs or competencies with unit, direction, default weightage/target and optional department/designation applicability.
| Value | Behaviour | Choose it when |
|---|---|---|
HIGHER_IS_BETTER | A larger achievement is favourable. | Revenue, output or completion rate. |
LOWER_IS_BETTER | A smaller result is favourable. | Defects, delay or complaint rate. |
TARGET | Performance is assessed against a desired value/range. | Budget, turnaround or compliance target. |
Appraisal process
Define period and self/manager/moderation due dates, rating scale, workflow policy and status: DRAFT, OPEN, REVIEW, MODERATION or CLOSED.
Snapshot employee/department/designation/manager, capture self/manager/final score, final rating, strengths, development areas, comments and promotion/increment/PIP recommendations.
Child rows snapshot the goal, weightage, target, achievement, employee/manager ratings and comments, then retain Final Weighted Score.
For a formal follow-up, enter objectives, measurement criteria, reviewer, review frequency, dates, status, outcome and closure remarks.
Weighted-score check
| Field | What it controls | Example |
|---|---|---|
| Weightage | Relative importance of the goal. Agree whether total should equal 100. | 40 |
| Target / Achievement | Expected and actual measurable values. | Target 100, achieved 92 |
| Employee / Manager Rating | Separate self and manager assessment under the chosen scale. | 4.0 / 3.5 |
| Final Weighted Score | Final approved weighted result retained on the appraisal goal row. | 1.40 |
Payroll connection
An appraisal can recommend an increment and its ID can be referenced by a new Employee Salary Structure. Do not overwrite the old active structure; create an effective-dated revision and supersede the earlier one under the approved process.