You can use the Performance Reviews feature to conduct performance reviews and manage formal staff communications in Workforce.com, ensuring there's a record of every conversation.
This help guide will explain Workforce.com's Performance Review feature, including how to access Performance Reviews and when to use them.
This feature is available for users who have enabled Workforce HR.
What Does This Help Guide Cover?
What are Performance Reviews?
Performance reviews are formal opportunities for feedback between managers and their staff. They're used to track staff performance over a longer period of time and can help businesses make decisions when promoting staff or letting them go.
With Workforce.com's Performance Review feature, you can store insights and notes for every employee. You can also create customisable review templates, which can be sent manually or automatically when staff meet a certain business milestone.
How are Performance Reviews Structured?
Each Performance Review in Workforce.com contains Sections and Questions to help organise responses.
Performance Review Templates—name your template, set its status, and provide a description of the Performance Review.
Section—break up the review into manageable groups of questions.
Question—specify the question name and type, whether it's mandatory, who it applies to, and add a description or reference file.
How can I Access Performance Reviews?
Performance Reviews are only available for accounts with Workforce HR enabled.
Once enabled, you can access Performance Reviews by navigating to the HR tab in your Workforce.com account.
When Should I Use Performance Reviews?
There are many circumstances where a Performance Review might be appropriate. Some common examples include:
Staff interviews
1:1 catchups
Formal performance assessments
Self-assessments
Probation meetings
Start Using Performance Reviews
Now that we've explained the basics of Performance Reviews, the following articles in this series will explain how to create, edit, and send Performance Reviews.