Managing your performance process effectively in Sorwe requires accurate execution of employee evaluations and a clear definition of score calculations.
Implementing these processes efficiently contributes to employee development and supports achieving company goals. Let’s explore how to set these up together. 🚀
1. SCORE COMPONENTS
Click on the Score Components button after selecting the relevant performance template.
When the performance process is completed, your employees receive a score. This score can simply reflect an evaluation of how well they achieved their goals during the performance cycle.
Alternatively, the score can be created by combining various components, allowing for a more comprehensive assessment of performance.
In the Performance Score Components screen, the default setting assigns 100% impact to the Goal Score. This means the score will be based solely on goal achievement.
For example, you can use the results of a Competency Evaluation conducted through Sorwe as a score component and include it under the competency category.
To make this change in bulk for all employees in the performance process, click the Bulk Update button located in the top-right corner.
Instead of selecting all employees, you can opt for a specific group or profile (e.g., department, division) in the Target Sources to implement more focused adjustments. This way, the settings will only apply to the selected groups.
You can input weight values in the relevant fields. For example, you might set the impact to 60% for goals and 40% for competencies.
When assigning a weight to competencies, you must also select the Competency Management template from which the data will be pulled.
Finally, click the Save button to apply the changes.
To make individual changes, you can use the Edit button next to each employee.
To create a score component from an area other than competencies, please contact your Account Manager.
2. EVALUATION & SCORE FORMULAS
By clicking the Evaluation & Score Formulas button in the performance template, you can define evaluation periods, scoring types, and evaluation criteria.
Using the Add Score Formula button in the top-right corner, you can create custom settings for different groups or profiles. For example, you can ensure white-collar employees are evaluated in every performance period, while blue-collar employees are only evaluated at the end of the performance cycle with a separate score calculation method.
During Performance Evaluation Periods, at the end of each selected period, both employees and their managers write their comments about the goals to proceed with the performance process.
No scores are generated during mid-term evaluations; employees and managers only record their notes. Scores are calculated at the end of the final performance period.
For detailed information, please refer to our article on the Performance Evaluation Process.
Another important area is the Score Calculation Type. There are two options in this section.
The first option, By action / realized values, allows the system to automatically generate a score based on how much the employee has achieved a specific goal. For example, if a goal has a weight of 100% and the action is to make 10 sales, the employee will automatically receive 80 points if they achieve 8 sales. This method ensures a clear evaluation of the goals.
Employees can also set project-based goals. For instance, if working with an advertising agency is set as a goal, the goal is either completed or not. However, in this case, it is difficult to make a precise measurement since the goal may not be supported by a measurable metric. Therefore, to measure whether the goal has been achieved, the manager's evaluation is required. The manager can select one of the pre-defined criteria to perform this evaluation. For example, selecting Meets Expectations by the manager might correspond to 60 points in the system.
The second option, Tailor-made Evaluation Options (For All Action Types), allows the score calculation to be based not on the achievement rate of the goal, whether it is numerical, percentage-based, or project-based, but on the manager selecting one of the predefined criteria listed below.
The expressions for these criteria and their corresponding scores can be modified. You can add or remove options as needed.
Another setting you can make on the Evaluation & Score Calculation page is creating score categories. By default, employee performance scores are based on the numerical criteria you’ve defined (e.g., 70, 100, 120). However, in this section, you can categorize employee scores based on performance ranges instead of numerical values. For example, you can categorize scores as B+, A, A++, and so on.
When you click on the Define Score Categories option, a field will open where you can make adjustments. In this field, you can define the minimum and maximum score ranges for each category. For example, you can set the range of 0 - 39.99 to correspond to the "C-" category.
You can add or remove categories as needed. Once you’ve made the changes, click the Save button to apply these adjustments.