When creating the performance template, if you want each goal or action to be scored based on a value selected by the manager from the evaluation scale, you should choose the “Tailor-made Evaluation Options” option in Step 3 under the Scoring Settings.
Now, let’s talk about how the score is calculated after this option is selected:
The Tailor-Made Evaluation Options method is different from the “Action Target / Realized Values” approach. In this method, the final score is determined solely based on the manager’s evaluation, regardless of how much of the goal or action has actually been completed.
For example, if a goal has a weight of 100% and the related action is to complete 10 sales, the employee will not automatically receive a score of 80 when they achieve 8 sales. Instead, the employee will receive the score that corresponds to the evaluation level selected by the manager, regardless of the completion rate of the goal/action.
To enable managers to perform this evaluation, the evaluation criteria must be predefined. For instance, the option “Meets Expectations” selected by the manager may correspond to a score of 60 in the system.
These criteria can be configured while creating the performance template in Step 3. After the performance process is created, they can also be edited from the Evaluation & Score Formulas section.
If you choose Tailor-made Evaluation Options, the flow works as follows:
1. Launching the Performance Process
For the Goal Entry Mode: If you start the performance process gradually, the flow begins from the top of the organizational chart. As managers enter their own goals, the performance screens of their direct reports are opened, and employees can pull their managers’ goals and enter their own accordingly.
On the other hand, if you choose the option Simultaneously for all employees, employees can enter their goals without waiting for their managers to define theirs.
Another option for entering goals is to upload employees’ goals to the system via Excel. For detailed information on how to upload goals from Excel, please refer to the article below.
2. Entering, approving, and progressing the goals
The employee either enters their own goals, or the goals are uploaded to the system via Excel.
When employees enter their goals themselves, they are sent to their manager for approval.
If the goals are uploaded via Excel, you can customize the approval options.
Managers can view the employee’s goals and choose to approve or decline them.
After the goals are approved, employees can make progress on their goals/actions.
3. Mid-Term Evaluation
If you would like evaluations to be carried out between performance periods, you can select in which periods the evaluations will take place under the Evaluation & Score Formulas section after starting the performance cycle.
You can edit the criteria of the evaluation scale in this section.
It is important to define the score that will correspond to each level of the evaluation options you specify.
When you select all performance periods, employee goals for each period will be sent to the manager for evaluation at the end of that period.
For example, let’s say Q1 has ended. The employee will see the following notification, and the manager will click the Send to Manager Approval button to write and save their evaluation.
(Even if the employee’s goal ends at the end of the Q2 period, since you have selected Q1 and Q2 in the performance evaluation periods, this goal still needs to be sent to the manager for evaluation.)
When an employee submits their goal for manager evaluation, a notification is sent to the manager, who can then review and evaluate the goal under My Team’s Goals.
Managers can click the Performance Evaluation button and write their comments in the evaluation field to either approve or decline the goal.
(There are no scores in mid-period evaluations. In these evaluations, managers only write their comments regarding the goal. The score is generated once the performance period is fully completed.)
4. Final Performance Evaluation
When the final performance period ends, the Send to Manager Approval button appears again, just like in the mid-period evaluation. The employee writes their comments on the final status of their performance and submits them to their manager.
Once the employee completes their self-evaluation, the manager receives a notification stating: “Your employee is waiting for you to approve their performance evaluation.”
The key difference in Tailor-made evaluation options is the final evaluation in the performance process. Once the performance period is completed, the employee writes their comments and submits them to their manager.
At this stage, the manager not only comments on the employee’s goals and actions but also scores them based on the predefined evaluation criteria.
The manager can view employees awaiting evaluation under the My Team’s Goals tab. By clicking on an employee, the manager sees the employee’s name at the top of the screen and their goals and actions listed below.
In the Performance Evaluation section, you need to select an evaluation option for the employee’s goal or action. These options consist of predefined criteria, each associated with a specific score.
Unlike the Action Target / Realized Values method, in the Tailor-made Evaluation Option setup, the evaluation of action realizations is entirely at the manager’s discretion — not only for project-based goals, but for all goals.
Once the manager completes this evaluation, the score is generated. The employee can then view their score on their own screen, along with the points they received for each goal and the manager’s comments.