As the following diagram shows, there are three pages that help you manage the process: Performance journal. The manager changes the status to Final review, so that both the manager and the employee can see the review and discuss it. You can add as many competencies as you require, and you can choose whether the competency must be rated. SP Reviews is an optional part of SP HR Portal that fits into your Digital Workplace. Your performance journal will contain activities that provide your manager with more information about how you accomplished your goal. Managers will also see the name of the person that the review is created for. The ability to print performance reviews is only available in Human Resources. You can include a number of types of information in performance reviews. You can create any number of goals, and those goals can span different periods and performance reviews. You can enable or disable workflow for a review. A document viewer is provided so that you can quickly view the contents of any attached document. Performance reviews are more formally known as discussions. Fill Out Form To Access The Webinar Recording. The message is sent to the employee who is receiving the feedback, that employeeâs manager, the employee who is sending the feedback, and that employeeâs manager. You can also add a new performance journal from the performance goals page. Add this element to control the status change from In progress to Ready for review. Managers will also see the name of the person that the goal is assigned to. The employee and/or the manager will be listed on the review based on the review parameters that you set. They include review detail, measurements, activities, ratings, sign-offs and attachments. You can apply a rating to any goal or competency that is on the review. The performance journal is the place where you can document those activities and events. A description for the activity, which includes detailed information about the activity, The dates when the activity was started and completed, A status setting that indicates whether the activity can be shared with the employeeâs manager, A setting that indicates whether the entry is part of a development plan, Keywords that will help you search for similar performance journal items, The estimated completion date for the goal. This step is also optional if the manager simply wants to share the review with the employee and mark it as Complete when they are finished. Both employees and managers can also enter comments about the progress of the goals. They are now flexible enough to support continuous feedback, development plans and more formal reviews. Managers can create journals for their team and can choose to share them with their employees. You can also add a new measurement that is related to the review. You can create a template from a goal and then use the template to create new goals that are based on the template. You can choose whether to share the manager journal with your employee. The employee then begins to add content. You can also use the Competencies section to discuss, review, and rate the employeeâs competencies. At this point, the review canât be changed. The performance management process lets employees document and discuss their performance with their manager. Final review. The performance goals page helps you track the goals that you and your manager have created for you. Performance review. The reviews can be required or optional. A simple review includes the same information, plus the review period that is being discussed. If youâve linked a performance journal to the goal, it appears in the Activities section of that goal. These topics include a title and a description. You can also add a performance journal, which will be automatically linked to the review. Once all of the required sign-offs are made, the review will be marked with a status of Complete. Goals often have measurable results. A meeting such as a one-on-one is a simple review, and requires a short name, a longer description of the contents of the meeting, and the date of the meeting. If the journal is related to goals or performance reviews, you can also link it to one or more of them. You can create measurements that are dates, amounts, quantities, or percentages, or measurements that are based on a rating model. Create performance questions dynamically; Self-reviews and managerial reviews; Generate performance forms based on the type, department etc. Performance journal source types describe where the performance journals come from. The performance journal contains an additional feature that is named Feedback. Goals. For example, you can have a template for one-on-ones, development plans, or periodic reviews. If the review does not use workflow, you can define the default status that will be used when the review is created. Performance journals arenât required in order to create goals or performance reviews. At this point, only the manager can see the review. You can attach a document to a review in the Attachments section of the reviews page. If you don't see the button on the Review page, ensure you have enabled the feature in the Feature management workspace. Once the employee presses the Begin review button, the review is set to the In progress status. Change the assignment to use the managerial hierarchy where the Employee.line manager level = 1 if you want the manager to approve the final review. The manager can add comments and ratings. When itâs accessed from the ESS workspace, the performance journal page lets you capture the following information: You can also link the performance journal to an external website by storing the URL of that site. Generate performance forms based on the type, department etc.