Ratings

Here you have two options to proceed 1. 2.

Final rating disabled

This is used when you wish to capture developmental feedback during a review process. To proceed with this you need to keep the final rating as disabled and click on next option. Ask manager to recommend candidate for promotion: Check-in the ask manager to recommend candidate for promotion box allows the manager to forward the employee's candidature for a promotion in the org.

You can proceed to step 6 .

Final rating enabled

Up until the review creation journey, as a performance administrator, you must have made certain selections to include ratings by several reviewers in the org. The fifth stage in the review creation journey asks you to determine the persona whose ratings should be counted as the final.

As the name suggests, the final rating signifies the rating that will ultimately conclude an employee's review cycle. Of all the ratings and reviews collected from Manager, Peer, and Self , you can define who all can provide the final rating.

To enable final rating, turn on the toggle like below:

Selecting final rating for the review cycle.

Once the final rating toggle is turned on, you will be able to access the following options:

Final ratings will be given by

1. Manager Ratings: By default, the Manager's rating contributes towards the final rating for the employee.

2. Self Ratings: The employee would be able to provide their final rating for their performance in the org.

3. Peer Ratings: The ratings by peers of the reviewee would be able to contribute towards the final rating.

You can either select all the three options or custom select as per your preference.

System Rating

The system rating tool is one of the key differentiators that enriches the outcome of the review cycle on PeopleCues. System Rating helps do away with any possible biases that might arise during the process of providing a subjective rating.

System rating can't be supported as the final rating. It is used to provide manager,Performance admin and the calibration committee to see if final rating provided by manager is a fair one.

To eliminate any biases and provide a just rating to the employee system rating tool calculates the rating taking into account the weightage of different sections and different types of personas

Enabling system rating to provide an unbiased and just rating to the employee for their review cycle.

Components in system rating:

1. Section weightage: System rating gives weightages to each section based on the sections which were configured by the admin to be part of the review cycle. These sections include: (i) Section Weightage: It is the weightage for the individual selected sections for the review. You can manually adjust the weightage for each section. (ii) Persona Weightage: It is the weightage for the individual selected sections in the ratio basis depending on who has provided input. For instance, you chose all three persona's ratings to contribute towards the final rating, you will see all of Manager, Self and Peer categories. Same as section weightage you can manually adjust the weightage of inputs for each persona.

2. Customize weightage: Custom weightage tool allows you to customize weightages for each level and/or department depending on the expertise of the employee.

3. Customize rating scale: You can customize the scale at which ratings should contribute. The starting value is 0/1 which can go up to the final value as preferred in the org. You can aslo add labels and customize labels for each rating point or use one of the templates given on PeopleCues.

4. Ask manager to recommend candidate for promotion: Check-in the ask manager to recommend candidate for promotion box allows the manager to forward the employee's candidature for a promotion in the org.

System Rating and Manager Rating are only accessible to the performance administrator, Manager and Line Managers.