Introduction
Continuous employee engagement through regular management interactions is the key to help nurture the very best that an employee can be for their professional development.
That is the main reasons that appraisals cannot be ignored. Keeping employees focused on their goals, objectives and improving their skills with the appropriate level of management support and encouragement can deliver business improvements that no thought possible. Without them, employees can feel unsupported with a lack of direction.
Activ Appraisals was designed with the employee at the heart of the appraisal process. The online software solution is quick to learn and easy to use. Its flexibility means you can record and manage your appraisals in the way that best suits your organisation, Activ Appraisals has been designed closely in conjunction with HR professionals who have decades of experience.
You can easily and quickly set-up your appraisals process to suit your needs with a user-friendly administration panel, then manage questionnaires, review employee performance and evaluate reports. Making sending Word documents around the organisation for staff to complete…… a thing of the past
Benefits
During the hectic pace of everyday business, personal development is a challenge. The appraisal is a regular opportunity to identify – and deal with – challenges, opportunities and mutual potential for growth.
Saying thank you even for a small achievement has a huge motivational effect, but if you don’t work in the same department, as time passes these small successes are often forgotten at appraisal time.
Activ Appraisals can record any success or achievement together with feedback from colleagues and co-workers meaning you always have the full picture.
Key Benefits for the Employee
- Set new goals and objectives
- Identify & record achievements by the employee
- Easily capture training and CPD requests
- Increased job satisfaction and motivation
- Better morale and teamwork
- Fair assessment of pay increases
- Surface – and resolve – any grievances
- Information used to give praise and reward
Key Benefits for the Organisation
- Identify, tackle & correct performance issues
- Record and align the employee’s goals with those of the business
- Monitor and evaluate performance against those goals set
- Learn about areas of the business that could be improved
- Improve planning for employee development
- Improve performance and profitability
- Identifying areas for further training
- Identifying candidates for promotion/succession planning
Benefits
- Set new goals and objectives
- Identify & record achievements by the employee
- Easily capture training and CPD requests
- Increased job satisfaction and motivation
- Better morale and teamwork
- Fair assessment of pay increases
- Surface – and resolve – any grievances
- Information used to give praise and reward
- Identify, tackle & correct performance issues
- Record and align the employee’s goals with those of the business
- Monitor and evaluate performance against those goals set
- Learn about areas of the business that could be improved
- Improve planning for employee development
- Improve performance and profitability
- Identifying areas for further training
- Identifying candidates for promotion/succession planning
Features
Employee Self-Assessment
Employee feedback on how they think they are performing is a valuable part of the appraisal process. Once you have defined your competency libraries, you can build an employee questionnaire. Building your own questionnaire from scratch is easy, and there is also a collection of pre-built questionnaires in the system.
Activ Appraisals enables you to schedule your chosen self-assessment questionnaire to be sent well in advance of a planned performance appraisal. You can also choose whether to send questionnaires individually or across the department as part of the preparation process.
Activ Appraisals gives you total flexibility in configuring specific questionnaires for different levels and types of employee. Questions you could ask include:
- How well have you performed since your last review?
- How would you rate your own skills?
- How have you contributed to team working?
- What is your attitude to work?
- What do you think your key objectives for the next six months should be?
Competency Libraries
Activ Appraisals enables you to evaluate employee’s demonstration of key performance standards and competencies. You can define your own competency libraries to suit your organisation structure. For example, libraries can be set up at different levels such as Directors or Middle Managers.
Each competency can be set up with a description and then several statements or questions that underpin the definition.
360 Degree Reviews
If your current appraisal process relies on feedback from a single line manager, you may be missing out on valuable feedback from peers, colleagues and external sources.
360 feedback is a method of performance appraisal which gathers feedback from a number of different sources that include peers, direct reports, more senior colleagues and even maybe customers. This variety of feedback can offer line managers a wide-ranging perspective and help to make performance management a much more balanced and informative picture of your people. Activ Appraisals provides you with a flexible solution that enables you to combine self-assessment feedback with anonymous input from colleagues and external sources if desired. This enables you to appraise your people like never before.
With Activ Appraisals the process is easy and straightforward. By integrating into your company culture, you can then use this overall picture to strategically set smart goals for your people – improving performance and ultimately your bottom line.
Line Manager Preparation
Activ Appraisals can support the Managers preparation for planning the appraisal meeting with the employee. Managers are provided with the relevant information in order to assist with their preparation:.
Appraisal Meeting
Activ Appraisals provides a pre-formatted online appraisal meeting form that ensures all the relevant information is captured depending on the type of appraisal:
The meeting between the employee and manager can then be fully documented.
Key Objectives
The appraisal cycle is typically built around setting, reviewing and then re-setting key objectives, Activ Appraisals supports you every step of the way.
Most organisations define that each objective should be SMART – specific, measurable, agreed, realistic and time limited. Where each objective must be in an area over which the employee has control and each objective has a deadline.
Activ Appraisals can be configured to help with deadlines by using in-built trigger alerts to inform the employee, line manager and HR of the deadlines agreed. This can further reduce the time spent for the administration process of making appraisals a success.
Competency Libraries
- You define what each library is called and give it a description.
- You can add as many different competencies as you like.
Appraisal Meeting
- End of probation period
- Monthly one-to-one
- Quarterly or Interim
- Annual
Line Manager Preparation
- Review the employee’s completed self-assessment questionnaire form
- Identify the important issues and focus the appraisal on them
- Review previous performance appraisal reports
- Get a clear overview of the objective’s status and outcomes
- Plan their objectives for the employee appraisal
- Review identified problems that have been reported before the appraisal
- You define what each library is called and give it a description.
- You can add as many different competencies as you like.
- End of probation period
- Monthly one-to-one
- Quarterly or Interim
- Annual
- Review the employee’s completed self-assessment questionnaire form
- Identify the important issues and focus the appraisal on them
- Review previous performance appraisal reports
- Get a clear overview of the objective’s status and outcomes
- Plan their objectives for the employee appraisal
- Review identified problems that have been reported before the appraisal
Pricing
Initial set up fee from £199
Dependent on modules required and number of staff
£2.40 price per employee/month *
* price based on annual contract
£7.50 price per employee/month *
Activ People HR Software Suite price
* price based on annual contract
FAQ's
- Is it easily accessible to all employees?
Yes. Every employee is provided with a username and password to access the software from any device (smartphone, tablet, PC etc) over the internet securely.
- Can we use SSO from our company login?
Yes. Access can be configured through single sign-on utilising your company network or intranet authentication.
- Can we replace our paper-based or Word appraisal form?
Yes. Appraisals can be configured to your business requirements. Any type of review can be planned and managed i.e. end of probation, monthly one-2-one, quarterly/interim or annual appraisal.
- Can employees complete a self-assessment form prior to the review?
Yes. The administration library stores any number of questions that require completion by the employee in preparation for the performance review. The system will display relevant questions subject to the type of employee review that has been planned.
- Can line managers review employee’s response?
Yes. Line mangers receive notifications by email when an employee completes their self-assessment. They can prepare for the discussion by reviewing the responses and providing feedback on their assessment of the employee’s skills and competencies.
- Can we incorporate a peer review or 360 feedback process?
Yes. Feedback can be captured from every direction within the organisation which will be vital to ensure that every employee has the fuel to drive their own and company growth.
- Can we manage personal goal and objective setting and track performance?
Yes. Employees have the capability to add and manage the progress of any personal goals or objectives from their own appraisal dashboard.
- Can we manage corporate objectives?
Yes. Corporate or organisational objectives can also be managed for employee visibility and feedback.
- Can we evaluate the skills and competencies required for a job role?
Yes. A library of competencies for different organisational roles and levels can be stored. When a review takes place, the system automatically provides the appraisee and appraiser with an accurate picture of how the employees skill set is aligned today and where improvements could be made to support their career path for their possible future development and next role. This enables a more accurate review of the employees current and expected competencies to take place for the job role or level within the business.
- Can we review an employee skills matrix from data captured during the appraisal?
Yes. If you have Activ Training and Activ Appraisals you have a visual employee skills matrix tool that provides an overview of an organisation’s, or team’s skills base that assists with the management, control, and monitoring of competency levels. This well-developed skills matrix should help you identify the training needs of a team to successfully complete a job or individual project.
- Can we report on different competency levels across the business?
Yes. The reporting tools provide a Competency Review report to analyse how each employee within a department or organisation has been scored depending on your review criteria. This can be easily colour coded to provide a visual representation of where competency levels could high, medium, or low to enable you to identify areas of improvement or excellent performance.
- Can we identify training needs during the review process?
Yes. Employees have the capability in Activ Appraisals to request a specific training need at any time during the year not just during the appraisal process (if required). Training needs can be identified specifically during the appraisal and any requirements reported on for individuals, departments, or organisation wide by HR or Training Manager to review.
- Can we have an overview of what stage the appraisal is?
Yes. A configurable dashboard provides a visual overview for Line Managers or HR as to the status of the appraisal process for every employee within the company hierarchy.
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