What is the difference between “Progress” and “Score” displayed in the Performance?
What is the difference between “Progress” and “Score” displayed in the Performance?
Progress shows the completion rate of the goal — in other words, the percentage of the achieved value compared to the goal. When the achieved value exceeds the goal, the progress rate may appear as more than 100%.
Score, on the other hand, is independent of progress. It reflects how successfully the goal has been completed based on the selected calculation method, and this definition may vary across organizations.
In short:
➡️ Progress shows how far you have progressed toward the goal.
➡️ Score represents the overall level of success.
Example:
‣ Goal: Reach 1,000 users
‣ Achieved: 8,000 users
‣ Progress: 800%
Here, the progress is calculated as 800%, meaning the goal was achieved 8 times over. However, this value is not a score — it simply shows how much the goal was exceeded.
The score, meanwhile, is calculated independently of progress according to the method you define.
If I delete a user during the performance evaluation process, will it cause any issues in manager–subordinate evaluations?
If I delete a user during the performance evaluation process, will it cause any issues in manager–subordinate evaluations?
To avoid potential issues, please make sure to review the following information:
In most performance evaluation processes, an employee’s goals are derived from their manager’s goals. Therefore, if the deleted person is a manager, the option Performance Flow Settings > Goal Settings > “Delete linked goals when the main goal is deleted” must be disabled.
If this option is enabled, when a manager is deleted from Sorwe, the goals belonging to that manager will also be deleted. As a result, any team members whose goals are linked to the deleted manager’s goals will also have their goals automatically removed.
The performance evaluation must be assigned to the employee’s manager. If the employee does not have a registered manager in the system, the evaluation will remain unassigned.
In this case, you can go to Performance Score Report > List View and use the Change Evaluator button to assign a new evaluator to the employee.
Can managers view the goals of their direct reports?
Can managers view the goals of their direct reports?
Yes, they can. After the manager clicks on the Performance card on their Sorwe homepage and selects the relevant performance cycle, they can always view the goals of their direct reports (n-1) under the My Team’s Goals tab at the bottom of the page.
