Scissortail HCM

Scissortail HCM Performance Reviews

February 14, 2018

To develop top talent, you need a flexible, data-driven performance evaluation approach that enables you to continuously assess, coach, and recognize employees for their achievements. Scissortail Performance Management helps eliminate complex, paper-based forms, streamline the performance review process.

Today I want to review for you the basics of the setup regarding Performance Reviews in Scissortail and then show you the end product.

To access the Performance Review Setup, you go to Start > Company Settings > HR Setup > Performance Review.

Here you will see that there are several different layers that you can add to your performance review to meet the needs of your company. We will quickly run through each one. Once you set up each of these items in the beginning, you should only need to make minor changes to adjust them each year.

Under Competencies, you have the opportunity to add in any competencies that are used by your organization. If you click on the Edit Button, you will see that you can also add a description in to tell more about each competency. You can also add in custom formatting in any of the review screens. To add a new competency, you will click Add New in the upper top hand corner. We will add in Interpersonal Communication Skills.

Our next section is Core Values. A list of core values can be created in the company and used and applied to employees within the performance reviews. Just like with the Competencies, you can add a description to each Core Value.

Now let’s move to Goals! You will notice that we have both Goals and Goal Categories as well as Goal Statuses. The Goal Categories will allow you to separate out Corporate or Organization Goals from Employee Goals. You could also add in a Category for Sales Goals if applicable. Under Goals, we have the opportunity to add in the Goal, a description, Effective Dates, and then the Category. I can add one for Sales that is Contact 100 Businesses. We can also elect here to add the goal to just the Performance Review or also add to the Performance Development.

The Review Ratings do just what they say they do – here you can adjust your ratings to match your specific needs. You can adjust the ratings as a Value or a Range. You can also choose where the Ratings are used throughout the process.

The last section here is Reasons which allows you to put in the different Reasons that you will use a performance review. You can see some examples here being 90 Day Review, Annual Review, Merit, etc.

Once you have all of those pieces in place, they all come together in the Review Profiles section.

In the Review Profiles section under Main, you will see most of the settings that we will use to customize your Performance Review based on your preferences.

  • You will put your review Name
  • Description if desired
  • The Anchor Date is what you will use to Anchor this review – DOH, Annual, etc.

Here you can see several options related to the First Review and Subsequent Reviews.

Scrolling down we have options related to what is visible to the Employee and Managers as well as some other rating options. If you click on the drop down box, you can see what options you have related to visibility.

This section is also where you will choose the Grade and Bonus Method as well as whether this will be a Self-Grading review, if the Job is visible and if you want to Auto Generate the next review.

The next section down allows you to setup your workflow. This one is fairly simple with just the Employee and the Manager1 but you can add other steps and adjust the Grade % accordingly. If you choose Specific Person, it will give you the option to select a person to act as that final review or whatever step you would prefer.

Up in the top right we have some other options. These boxes actually are connected to some of the other pieces that we have already reviewed and will activate those sections in our next tab. So, let’s go ahead and select all of the boxes there and we will leave the weights as listed.
Finally, the last section here shows what areas this review will effect. We will go ahead and choose Bonus and Compensation for this example.

Once we save, we will now move to the Configuration Tab which is the last step in the setup.

Here, we will walk through each step beginning with the Ratings. We will go ahead and click Add All Ratings. You can see that it gives you the option to Round to a specific decimal place here. I am going to change that to a 2.

Next, we will select our Reason – and I am going to choose Annual Review for this one.

At the top, I see that Core Values shows “Functionality is not Enabled” which means that we must have missed it on the previous tab. Let’s take a look back on the Main tab and yes, it is not checked so we will correct that and click save. Then we can choose our Core Values.

Next we will choose our Competency Group and then add in the Competencies.

Finally we will add in our Goals.

At the bottom you can choose your Printing Options and adjust the Signature Message if desired.

OK! Now we can finally see the final product in the employee record. I am going to click on the top and go to My Employees/ Employee Information. Here I am going to select an Employee – Jennifer Jones. If I scroll down on the HR Tab to Performance Reviews, I can see an “Add New”. I will click that to see the review that we have been working on.

Once we click initiate, some additional tabs are added. Under the Entry tab, you or the employee will input their information for the review. Once they complete that first step, under the Summary tab, you will be able to see their ratings and comments as well as the next person in the workflow.

So that is a summary of the setup and end product of Scissortail Performance Reviews. I hope that it enables your company to improve your performance review process!

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