Process

This chapter will describe the processes for performance management. This includes the maintenance of activities and objectives. But it also covers the process of discussion performance between manager and employee, based on PDR templates.

In general the employee is responsible for maintaining his personal objectives, activities and is the owner of his continuous professional development (CPD). Depending on the organisational processes, the start of the PDR can be done by employee, manager or an administrator (bulk creation):

Performance Employee

Process

Depending on the company process and settings in the application, processes can be different. But in this example the employee will continue the following steps before submitting the PDR in the workflow to his manager:

Employee: Maintain CPD

The CPD (continuous professional development) contains about learning moments. All learning moments combined works towards professional development. In order to have this as a continuous process, learning moments should happen frequently.

From the Dashboard click on number of current CPD to start the process.

Figure: CPD

Explanation of the fields/actions:

Items	Description
Learning event title	The items that have been identified as part of the continuous development.
Date	The date the activity has been executed, completed.
New	Use this to add a new CDP to the list:

	Figure: Add new CPD
3 dot menu (Ellipsis) : Edit	Use this option to maintain an CPD. It's important to add activities add comments and details, if the title is not clear enough:

	Figure: Edit CPD
3 dot menu (Ellipsis): Delete	Use this to remove an item from the list.

Employee: My CDP

A Career Development Plan is a written list of the short and long-term goals that employees have pertaining to their current and future jobs, and a planned sequence of formal and informal experiences to assist the employees in achieving their goals. These goals should be linked to each person's strengths and potential.

From the Dashboard click on number of current CDP to start the process.

Figure: CDP

Explanation of the fields/actions:

Items	Description
Title	The item that is added to the career development plan of the employee.
Start & End date	The dates that are set to work on the activities on the career development plan
New	Use this to add a new CDP to the list:

	Figure: Add new CDP
3 dot menu (Ellipsis) : Edit	Use this option to maintain an CDP. It's important to add activities add comments and details, if the title is not clear enough:

	Figure: Edit CDP
3 dot menu (Ellipsis) : Delete	Use this to remove an item from the list.

Employee: Maintain operational portfolio

The day to day responsibilities of the employee can be seen as his/her operational portfolio. These are the items that are part of his/her ownership and he/she is accountable for. In order to maintain this, activities needs to be maintained.

From the Dashboard click on number of operational portfolios to start the process:

Figure: Operational portfolios

Explanation of the fields/actions:

Items	Description
Title	The name of the portfolio
Activity	The associated activity, Click here.
Date	The date the activity has been executed, completed.
New	Use this to add a new operational portfolio to the list

	Figure: Add new operational portfolio
3 dot menu (Ellipsis): Edit	Use this option to maintain a operational portfolio. It's important to add activities add comments and details, if the title is not clear enough:

	Figure: Edit operational portfolio

Employee: Create Objectives

When an Employee is logged into the application, he/she can maintain his/her own objectives. These can be set individual, as team/department or as company.

From the Dashboard click on My Objectives to start the process:

Figure: My objectives

Explanation of the fields/actions:

Items	Description
Title	The name of the objective
Objective type	This is a predefined list that is used to classify objectives:
	- Strategic;
	- Individual;
	- Department;
Objective category	The objective category, as setup Click here
Status	The status can be selected and maintained (see New or Edit). This can be:
	- Planned
	- On track
	- Needs improvement
	- Completed
	- Cancelled
Completion	It shows the completion of the objective in %
Start date	The associated start date of the objective.
	This is typically aligned with the performance cycle.
End Date	The associated end date of the objective.
	This is typically aligned with the performance cycle.
New	Use this to add a new objective to the list.

	Figure: Add new objective
3 dot menu (Ellipsis) : Edit	Use this option to maintain a created objective. This includes the description, status, or start and end dates.
	In addition, it's important to add activities that have been executed as part of the objective (continuous updates) and add comments. This is required to keep track of the objective:

	Figure: Edit objective
	Objective activities - Here, user add new activities and its description

	Figure: Objective activities
	Measurements - Add new measurements

	Figure: Add measurements
3 dot menu (Ellipsis) : Detail	Click to see the details of the objective .

	Figure: Detail objective

Employee: See "Behaviour"

The Behaviours are setup by the Performance Admin and assigned to the jobs of Employees. These are maintained on global level, but the results are individually visible. The Employee can see his/her expected behaviours based on his/her position assignment.

From the Dashboard click on Behaviours to start the process.

Figure: Detail objective

Explanation of the fields/actions:

Items	Description
Name	The name of the assigned behaviour (for details Click here )
Description	The longer description of the behaviour
3 dot menu (Ellipsis): Details	Click to see the details of the assigned behaviour including the positive indicators:

	Figure: Behaviour detail

Employee: Start with PDR

My open PDR
My PDR

The Performance and Development Review can start with a Manager, HR Admin or the Employee. This is dependent on Business Processes, Workflow Setup and Parameter Settings.

From the Dashboard click on create new registration to start the process.

Figure: PDR from the employee dashboard

The following screen (depending on the selected tile) will be available:

Figure: PDR

Explanation of the fields/actions:

Items	Description
PDR No.	The number of the PDR. This is a auto generated number across the complete application, and can't be changed based on setup.
PDR Template	The selected PDR template from the setup. This determines what tabs are added to the template (and conversation).
Period	The selected period (from the setup). Based on that the start & end date will default.
Start Date	It shows the start date of the PDR when it is created
End Date	It shows the end date of the PDR, when the PDR process completed
Status	Based on the workflow (aligned with the PDR template) the status will update. The first status is 'draft'.
Assigned to	The person (worker) who is responsible for the PDR action. This can be initial creation, approval by manager, or (for example) final validation by HR.
3 dot menu (Ellipsis) : Detail	This will open the PDR template (see below) and gives the option to edit the PDR.

	Figure: PDR Detail page
3 dot menu (Ellipsis) : View history	Use this menu option to see the details of the workflow. This contains all steps of the workflow, and the user who made a change:

	Figure: PDR workflow history
3 dot menu (Ellipsis) : Delete	This is used for deletioon of PDR from the list.
New	Use this option to add a new PDR to the list.

	Figure: Add new PDR
	For creation of PDR Template Click here and PDR Period Click here

PDR Editing/Creating

Once a PDR form is created, the different tabs needs to be completed. The following fast tabs are available:

Figure: PDR form

Depending on the setup of the PDR template, different tabs might not be visible.

Explanation about the different tabs:

Fast tab	Description
General	The general fast tab contains information regarding the PDR. This contains the performance cycle, Assignment information and Custom fields
	Performance cycle contains PDR Template name, PDR Period, Status, Performance plan, Start date and End date
	Assignment information contains Assigned to (person name), Reports to (person name), Employee name, Department, Position and its Personnel no.
	And Custon form for its working detail Click here

	Figure: PDR fast tab - General
Behaviours	The assigned behaviours to the employees. These will default from the assigned job (based on the position assignment):

	Figure: PDR fast tab - Behaviours
Objective/Goals	This fast tab gives the option to maintain objective and goals that are set for the employee. These will be assigned to a objective category from the setup.
	The objectives will be pre-populated based on the objectives maintained on the employee level:
	Per objective it's possible to add (in de details) activities to identify what's been done on the objective:

	Figure: PDR fast tab - Objective/Goals
CPD	As part of the CPD items can be added:

	Figure: PDR fast tab - CPD
Operational portfolio	As part of the operational portfolio activities can be added. These activities will be assigned to activity groups. This will default from the employee record:

	Figure: PDR fast tab - Operational portfolio
Reviews	This fast tabs shows previous (completed) reviews of the employee. This so it can be used as reference in the discussion and details can be seen:

	Figure: PDR fast tab - Reviews
Custom form	The annual review fast tab contains the custom form created in the setup. This is a flexible form to discuss the performance from the last year:

	Figure: PDR fast tab - Custom Form
Attachments	This fast tab gives the option to upload attachments. This can be done as proof of some completed certificates/training or feedback e-mails from the organization:

	Figure: PDR fast tabs - Attachments
Career development plan (CDP)	This fast tab gives the option to maintain details about the Career Development Plan. This can be detailed activities or training, or general items:

	Figure: PDR fast tab - CDP
Probation	In case of Probation discussions, this fast tab can be used. It contains 3 different parts on the tab:
	1. Interim review
	2. Confirmation in post
	3. Probation extensions

	Figure: PDR fast tab - Probation

Performance Manager

The Manager Dashboard shows an Overview of his/her Team's Objectives, CPDs, CDPs, Active PDRs, PDRs for approval, PDRs and number of Jobs without Behaviour. This Role access is provided to a Manager who is responsible for Goal/s setting, Performance Reviews/Appraisals, Periodic meetings and Feedback for Team members etc., .

Process

Explanation of the fields/actions:

Tile	Description
My team objectives	This will show the objectives assigned to the team of the manager.
	This also gives the option to assign objectives:
	- Individual assignment to employee;
	- Mass assignment to a team;
My team CPD	These are the CPD of the team members. Adding a learning event title per employee is possible from this menu for the manager.
My team CDP	The manager can create new CDP for individual team members. This also includes current CDP's of all team members.
My team active PDR	If any active PDRs are available this will be visible in this menu option.
	This will only be PDRs that are open (so not status closed or rejected).
PDR for my approval	In case a PDR is assigned (based on workflow) to the manager, it will show up on this menu. This will be actions assigned to the user who is logged in.
My team PDR	If any active PDRs are available this will be visible in this menu option.
	This will include all PDRs (including status closed or rejected).
Number of jobs without behaviour	These are the jobs that don't have a behaviour assigned.
	In order to have a good performance cycle, this number should be zero in order to use this functionality correctly.
	This is display only, as this is part of the administrator tasks to setup.

Depending on the company process and settings in the application, processes can be different. But in this example the manager will continue the following steps before approving the PDR in the workflow to his manager:

Figure: Manager

Manager: Maintain operational portfolio

A People Manager can add Operations related responsibilities based on an Employee Role/Charter.

Figure: Operational portfolio

Explanation of the fields/actions:

Tile	Description
Title	The description of the title from the operational portfolio
Date	The date set with the operational portfolio / action
Worker	The name of the employee
Activity	The linked activity to the operational portfolio
3 dot menu (Ellipsis) : Detail	This will open the operational portfolio of the employee and you will see the details and comments:

	Figure: Operational portfolio detail
3 dot menu (Ellipsis) : Delete	Use this option to delete an item from the list. This will only work if no comments are maintained.

Manager: Add Team objective

The manager dashboard shows an overview of objectives, CPD and team activities and actions that are required. This is not necessary only assigned to employees who are responsible for a team, but could also be for a HR Business Partner who needs to action certain parts of the process:

A People Manager can set Objectives to his/her Team members under this functionality.

The team objectives can be assigned per two options:

Add individual objective
Add team objective

Figure: Add objectives

Explanation of the fields/actions:

Tile	Description
Title	The title/description of the objective
Worker	The assigned worker to the objective
Objective Type	The objective type. This can be:
	- Individual
	- Department
	- Strategic
Objective Category	The category the objective is assigned to (corresponding with the setup)
Status	The status of the objectives. This can be
	- Planned
	- On track
	- Needs improvement
	- Completed
	- Cancelled
Completion	It shows the completion rate of the objective in %
Start & End Date	The dates associated with the objectives.
3 dot menu (Ellipsis) : Detail	Use this to see the details of the objectives:

	Figure: See detail of objective
	Al fields are greyed out and can't be changed.
3 dot menu (Ellipsis) : Edit	Use this to change the objective maintained by team members

	Figure: Edit objective
3 dot menu (Ellipsis) : Delete	Use this to delete an item from the list.

Manager: Cascade Objectives

CEO/Regional Heads/BU Heads/Department Heads/People Managers can cascade Company, Region, BU, Department Goals/Objectives down to the grass root level under this functionality.

In order to cascade Objectives, the parameter Click here to 'enable alignment objectives with', needs to be enabled.

Once that's completed a Strategic Objective needs to be created (as Individual Objective, part of standard process. Once completed, to set the strategic objective, click on edit a assigned objective, and make sure the 'Strategic Active' is enabled:

Figure: Strategic objective

Once that's completed new Mass Objectives can be assigned, linked to the strategic objective:

Figure: Cascade objective

If the mass assignment is used, this can be assigned to all members of a department as a shared objective:

Figure: Cascaded objectives

Manager: Mass create PDRs

A People Manager can create Performance Development Review (PDR) forms for all of his/her Team members at a time.

From the Dashboard click on My team PDR to start the process (alternatively select from the hamburger menu):

Figure: All PDR

Explanation of the fields/actions:

Tile	Description
PDR No	The number of the PDR
Worker	The employee for whom the PDR is started
PDR Template	The PDR template that's used for the selected conversation. This determines the fast tabs (and thereby discussion topics)
Period	The associated period the PDR is applicable to
Start & End Date	The dates corresponding with the selected period
Status	This is the workflow status, corresponding with the setup that's linked to the PDR template
Assigned to	If the PDR is still active, the assigned to is the person in the workflow who needs to action. This can be the manager, employee or for example HR Admin.
	If the PDR is in draft, or closed, this field will be empty
3 dot menu (Ellipsis) : Detail	This will open the PDR template and all fields will be greyed out (display only):

	Figure: PDR Detail
3 dot menu (Ellipsis) : View history	Use this option to see the workflow history. This also gives the option to see the comments that have been added upon submitting to workflow:

	Figure: Workflow history
3 dot menu (Ellipsis) : Reassignment	Use this option to reassign a PDR to a different person/user.
	Reassignment can be done to a Worker or a **Position:

	Figure: Reassign PDR
3 dot menu (Ellipsis) : Promote to next status	Use this to move the PDR to the next step in the workflow.
	This will open the PDR and workflow options can be selected:

	Figure: Promote to next status
Bulk close	This option gives the possibility to change multiple PDR's at the same time. The following options are available:
	- End Approved
	- End Rejected
	- Forced Closure
New (one)	Use this option to add a new PDR:

	Figure: Add new PDR

	Figure: Add new PDR
	If the button "create and submit" is enabled: the PDR will be submitted to workflow directly. If the button is disabled, it will be created in draft.
Bulk Close	In order to perform same action (END APPROVED, END REJECTED and FORCED CLOSURE) more than one PDR

	Figure: Bulk close

Manager: Add Team Continuous Professional Development (CPD)

A People Manager can add Continuous Professional Development (CPD) forms to his/her Team members under this functionality.

Figure: All CPD

Explanation of the fields/actions:

Tile	Description
Learning event title	The description of the CPD of the worker
Date	The associated date of the CPD of the worker
Worker	The name of the employee
3 dot menu (Ellipsis) : Edit	Use this option to maintain the CPD. This can be the learning event title, but also adding comments:

	Figure: Edit CPD
3 dot menu (Ellipsis) : Detail	This will open the CPD of the employee and see the details and comments:

	Figure: CPD detail
3 dot menu (Ellipsis) : Delete	Use this to remove an item from the list.
	Note: This is only possible if there are no comments on the CPD
New	Use this to add a new CPD to the list:

	Figure: Add new CPD

Manager: Add Career Development Plan (CDP):

A People Manager can add Development related Goals/Activities/Tasks to his/her Team members.

Figure: All CDP

Explanation of the fields/actions:

Tile	Description
Title	The description of the CDP of the worker
Start and End Date	The associated dates of the CDP of the worker
Worker	The name of the employee
3 dot menu (Ellipsis) : Detail	This will open the CDP of the employee and see the details and comments:

	Figure: CDP detail
3 dot menu: Edit	Use this option to maintain the CDP of the worker. This includes adding comments:

	Figure: Edit CDP
3 dot menu (Ellipsis) : Delete	Use this to remove an item from the list.
	Note: This is only possible if there are no comments on the CDP
New	Use this to add a new CPD to the list:

	Figure: Add new CPD

Manager: Approve PDR

This shows all the PDRs submitted by their respective Team members for approval by the Manager.

Figure: PDR for my approval

From here (depending on the workflow setup) the PDR can be adjusted (click on detail) or the history can be validated:

The form will open with the different fast tabs, and the workflow actions (as per setup):

Figure: Manager and workflow options

Depending on the workflow and process, changes can be made or just validated.

Figure: Action Performed

Once PDR's are all actioned on, the PDR for my approval will be empty again:

Figure: PRD for my approval - empty

Manager -> Compensation

Figure: Compensation

For compensation cycle, user need to set percentage according to the region. And add compensation region as per need.

Salary increase proposals

Under Salary increase proposals, user add line budget and this will help to present all expenses in column format, wherein such expenses are grouped according to its category.

Region percentage

Figure: Region percentage

Explanation of the fields:

Items	Description
Compensation region	This shows the compensation region.
Description	Description about compensation region.
Valid from	It shows the date from when that merit increase valid.
Percentage	It define the count of the percentage.
Note	User can use it to add any special note.
New	Click to add a new compensation region to the list

	Figure: Add new compensation region
3 dot menu: Edit	Click to edit a maintained compensation region
3 dot menu: Delete	Click to remove a compensation region from the list

Reward cycle

With the help of reward cycle, User will create his own reward cycle as per the requirement.

Figure: Reward cycle

Explanation of the fields:

Items	Description
Reward cycle	Name of the reward cycle.
Start of period	Start date of the reward cycle.
End of period	End date of the reward cycle.
Status	It define status of the reward cycle during process.
New	Click to add a new reward cycle to the list

	Figure: Add new reward cycle
3 dot menu: Details	Define the deatils about the reward cycle or redirect to the salary increase proposals page.
3 dot menu: Edit	Click to edit a maintained compensation region
3 dot menu: Delete	Click to remove a compensation region from the list

Compensation Process

Working of compensation cycle in step by step guide.

Step by step

Explanation in detail:

Navigate to Admin App

STEP 1: General -> Parameters: User make sure that the default source must be selected as D365 Human Resource.

STEP 2: Parameters -> Features: Under features tab salary and salary increase toggle must be On/Enabled.

STEP 3: General -> Manual sync: This can be done automatically, or manual. Once the sync has been completed, sync logs can be validated. Upon successfully completing the syncs, the Compensation regions, Variable compensation plans and Fixed compensation actions will be updated. Click on Sync to synchronize 1 topic. Click Sync all > Sync (last option) to synchronize all data.

STEP 4: Roles -> Edit role: Enable the 'Show all salary increase proposals' for that role to whom make it compensation. It is not a mandetory step , if user want to see all the salary increase proposal then only enable it.

STEP 5: Workflows -> Worflow: For creation of workflow process, Click here

STEP 6: Compensation -> Parameter: Select appropriate data from the dropdown. for more details, Click here

Add bonuses from the dropdown

STEP 7: Compensation -> Currency exchange rate: To add currency exchange rate and make one currency type into functional currency.

Navigate to Manager App

STEP 8: Compensation -> Salary increase proposal -> Region percentage: For more details,Click here

STEP 9: Compensation -> Reward cycle: Working/Creation of reward cycle, Click here

STEP 10: Reward Cycle -> Salary increase proposal: Note: User only add line budget when admin enable the toggle of 'Show line budget' under parameters tab in compensation menu.Otherwise user add manually. For details, Click here

STEP 11: Salary increase proposal -> Details: Here, 'ASSIGNED TO' person open the salary increase proposal and perform changes as per requirement.

On listing page 'ASSIGNED TO' person name shall shows to the user

'ASSIGNED TO' person able to open 'Salary increase proposal details'

User shall able to perform change on marked columns Note: Here, column option should be rearrange and show/hide by using 'Column options'

STEP 12: Perform appropriate action on the salary increase proposal

STEP 13: Compensation -> Reward cycle: Here, status of the 'Reward cycle' changed and performed action shall be show on detail page.