PERFORMANCE REVIEWS IMPLEMENTATION MANUAL · ConnX Performance Reviews would then have a record of the date each employee in the Administration department should receive ‘Annual’

C o n n X P e r f o r m a n c e R e v i e w s

Copyright © 2005 – 2019 ConnX Pty Ltd 1 of 156

PERFORMANCE REVIEWS

IMPLEMENTATION MANUAL

Version 6.0


2 of 156 Copyright © 2005 – 2019 ConnX Pty Ltd

Copyright © 2005 - 2019 ConnX Pty Ltd ABN 46 108 567 960

Reproduction in whole or in part by electronic, mechanical or chemical means, including

photocopying recording or by any information storage and retrieval system, in any

language, is strictly prohibited except in accordance with the Copyright Act 1968.

The information contained within this document is for illustrative purposes only. ConnX

Pty Ltd and its employees accept no responsibility or liability whatsoever for any act or

omission upon the contents of this document.

ConnX Pty Ltd acknowledges that the product and company names mentioned in this

document may be the trademarks of their respective owners.

ConnX Pty Ltd

Level 8

303 Coronation Drive

MILTON QLD

PO Box 1122

MILTON QLD 4064

AUSTRALIA

Ph: 1300 CONNXHR

1300 266 694

Intl: +61 7 3368 2623

Web: www.connx.com.au

http://www.connx.com.au/



TABLE OF CONTENTS

INTRODUCTION 7

DOCUMENT PURPOSE 7

TYPOGRAPHIC CONVENTIONS 7

GETTING HELP 8

ONLINE HELP 8

DOCUMENTED HELP 8

CONNX SUPPORT REPRESENTATIVES 8

1.0 OVERVIEW 9

1.1 FLOWCHART – SETUP 10

1.2 FLOWCHART – COMPLETING A REVIEW 11

1.3 FLOWCHART – REVIEW STATUS 12

1.4 TERMINOLOGY 13

1.5 SETTING THE PERFORMANCE ACCESS LEVEL FOR USERS 14

1.6 SETTING UP REVIEWS 15

1.6.1 CUSTOMISING LABELS 16

2.0 SETTING UP GOALS 17

2.1 GOAL AGREEMENT AND WORKFLOW APPROVAL 17

2.2 NEW GOAL AGREEMENT WORKFLOW ACTION 18

2.3 HOW GOAL AGREEMENT WORKS 19

2.3.1 DENYING A GOAL 19

2.3.2 APPROVING A GOAL 19

2.4 CREATING GOAL CATEGORIES 21

2.4.1 PAGE SECURITY FOR GOALS 22

3.0 SETTING UP REVIEWS 23

3.1 REVIEW TYPES 23

3.1.1 ADDING A REVIEW TYPE 24

3.1.2 EDITING A REVIEW TYPE 24

3.1.3 DELETING A REVIEW TYPE 24

3.1.4 EXAMPLES OF REVIEW TYPES 25

3.2 REVIEW FORMS 26

3.2.1 REVIEW FORM DETAILS 28

3.2.2 REVIEW FORM SECTIONS 33

3.2.3 PERFORMANCE PLAN REVIEW SECTION 45

3.3 REORDERING SECTIONS AND QUESTIONS 48

3.3.1 SECTIONS 48

3.3.2 QUESTIONS 49



3.4 REVIEW ANSWERS 51

3.4.1 CHANGING THE ORDER OF ANSWER ITEMS 56

3.5 PREVIEWING A REVIEW FORM 58

3.6 DELETING COMPONENTS OF PERFORMANCE REVIEWS 59

3.6.1 DELETING A REVIEW TYPE 59

3.6.2 DELETING REVIEW ANSWERS 59

3.6.3 DELETING A REVIEW FORM 59

3.6.4 DELETING A QUESTION SECTION 60

3.7 DEPARTMENTS AND PARTICIPANTS 60

3.7.1 ASSIGNING REVIEWS TO DEPARTMENTS 60

3.7.2 ASSIGNING PARTICIPANTS TO REVIEWS 64

3.8 NEXT DUE DATES 69

3.8.1 SETTING DATES BY DEPARTMENT 69

3.8.2 SETTING DATES BY EMPLOYEE 72

3.9 CREATING A REVIEW INSTANCE 75

3.10 ADDING PARTICIPANTS AFTER A REVIEW INSTANCE HAS BEEN CREATED 76

4.0 RELEASING A REVIEW 79

4.1 BY THE PERFORMANCE REVIEW ADMINISTRATOR 80

4.2 BY MANAGERS 80

4.2.1 USING THE MENU 80

4.2.2 USING THE LIST EMPLOYEES PAGE 81

5.0 SETTING GOALS AND EVENTS 83

5.1 GOALS 83

5.1.1 CREATING A GOAL 83

5.1.2 EDITING A GOAL 86

5.1.3 DELETING A GOAL 88

5.1.4 FILTERING GOALS 88

5.2 SIGNIFICANT EVENTS 89

5.2.1 EDITING A SIGNIFICANT EVENT 90

5.2.2 DELETING A SIGNIFICANT EVENT 90

5.2.3 FILTERING THE SIGNIFICANT EVENTS TABLE 90

6.0 COMPLETING THE REVIEW INSTANCE 91

6.1 AS AN EMPLOYEE 91

6.1.1 NAVIGATION 92

6.1.2 GOAL REVIEW SECTION EXAMPLE 92

6.1.3 QUESTION REVIEW SECTION EXAMPLE 95

6.1.4 RE-SUBMITTING A QUESTION REVIEW SECTION EXAMPLE 96

6.1.5 POSITIONAL SKILLS REVIEW SECTION EXAMPLE 97

6.1.6 PERFORMANCE DEVELOPMENT PLAN REVIEW SECTION EXAMPLE 99



6.1.7 CREATE PERFORMANCE DEVELOPMENT PLAN SECTION EXAMPLE 99

6.1.8 NOT APPLICABLE SECTION EXAMPLE 100

6.1.9 CREATE GOAL SECTION EXAMPLE 100

6.1.10 SUMMARY SECTION EXAMPLE 103

6.2 AS A CO-WORKER 105

6.3 AS A SUBORDINATE 108

6.4 AS A MANAGER 111

6.4.1 GOAL REVIEW SECTION EXAMPLE 113

6.4.2 QUESTION REVIEW SECTION EXAMPLE 116

6.4.3 PARTICIPANT HAS NOT ANSWERED SECTION EXAMPLE 116

6.4.4 EMPLOYEE NOT REQUIRED TO ANSWER SECTION EXAMPLE 117

6.4.5 ACCEPTING/REJECTING EMPLOYEE ANSWERS 117

6.4.6 NOT APPLICABLE SECTION EXAMPLE 117

6.4.7 POSITIONAL SKILLS REVIEW SECTION EXAMPLE 118

6.4.8 PERFORMANCE DEVELOPMENT PLAN REVIEW SECTION EXAMPLE 119

6.4.9 CREATING PERFORMANCE DEVELOPMENT PLAN SECTION EXAMPLE 119

6.4.10 CREATING A GOAL SECTION EXAMPLE 120

6.4.11 SUMMARY SECTION EXAMPLE 122

6.4.12 SUBMITTING A REVIEW EXAMPLE 122

7.0 FINALISING A REVIEW (BY MANAGERS) 125

8.0 LOCKING A REVIEW (BY ADMINISTRATORS) 127

9.0 ADMINISTRATION 129

9.1 MANAGING THE REVIEW PROCESS 129

9.1.1 CHANGING THE STATUS OF REVIEWS 131

9.2 HISTORICAL REVIEWS 133

9.2.1 AS AN EMPLOYEE 133

9.2.2 AS A CO-WORKER OR SUBORDINATE 133

9.2.3 AS A MANAGER 134

9.3 SIGNIFICANT EVENT CATEGORIES 135

10.0 REPORTING 137

10.1 EXTRACT REVIEW ANSWERS 137

10.2 CONNX REPORTS MANAGER REPORTS (IF APPLICABLE) 138

APPENDIX A REVIEW FORMS 141

A 1 REVIEW FORMS (TEMPLATES) VS. REVIEW INSTANCES 141

A 2 INITIATING BY SETTING THE NEXT DUE DATE 141

A 2 DETERMINING WHICH FORM TO CREATE AND WHEN 142



APPENDIX B AMENDING AND RE-RELEASING 145

B 1 CREATE NEW TYPE OF REVIEW 145

B 2 DUPLICATE PREVIOUS YEARS REVIEWS 145

B 3 TO AMEND THE REVIEW SECTION, QUESTIONS AND ANSWERS 148

B 4 UPDATE THE DEPARTMENTS AND PARTICIPANTS PAGE 149

B 5 NEXT DUE DATES 149

B 6 REVIEW INSTANCES 150

APPENDIX C EXAMPLES OF REVIEWING GOALS IN THE PERFORMANCE REVIEW 151

C 1 ONCE PER REVIEW 151

C 2 PER SECTION 152

C 3 VIEW PREVIOUS GOALS ANSWERS AND SCORES EXAMPLE 153

APPENDIX D IDENTIFYING TRAINING NEEDS THROUGH THE REVIEW PROCESS 154

A 3 POSITIONAL SKILLS REVIEW SECTION EXAMPLE 154

A 4 PERFORMANCE DEVELOPMENT PLAN REVIEW SECTION EXAMPLE 155

A 5 CREATE PERFORMANCE DEVELOPMENT PLAN SECTION EXAMPLE 155



INTRODUCTION

Document Purpose

This manual has been written to assist you with the implementation of the ConnX

Performance Reviews module. This manual is also a resource guide for your reference.

Typographic Conventions

Before you start using this guide, it is important to understand the terms and

typographical conventions that are used throughout the documentation.

The following kinds of text formatting identify specific types of information.

Formatting

Convention Type of Information

Bold

Bold text is used in the procedures in this document to show page

names and user interface items that can be clicked or selected,

such as buttons, or items in a list. For example:

Select Performance - Personal Goals from the Page drop-down

list.

Select Update to apply the setting.

Italicised text

Italicised text is used in the procedures in this document to show

menus. For example:

Go to Performance >Administration > Setting Up Reviews

NOTE

A note contains useful information that can help you to get the

most out of ConnX.

WARNING

A warning contains critical information about the configuration

options available to you which have an impact on user access and

security.



Getting Help

Online Help

Immediate help is available in ConnX via the online help system by selecting the …

(ellipsis) icon in the top-right of any screen and then select Help. This is called “context

sensitive help”. The help file shown is related to the specific page you are using.

Documented Help

These manual, and other manuals related to ConnX, are provided for your use. Please

refer to them if you have any questions about setting up ConnX, or using ConnX.

ConnX Support Representatives

Please contact your ConnX Support Representative if you require any assistance.

Contact Address

Ph: 1300 CONNXHR

1300 266 694

Intl: +61 7 3368 2623

Email: [email protected]

Level 8

303 Coronation Drive

MILTON QLD 4064

AUSTRALIA

PO Box 1122

MILTON QLD 4064

AUSTRALIA

mailto:[email protected]



1.0 OVERVIEW

ConnX Performance Reviews have been designed to emulate paper-based reviews and

offer similar functionality in ConnX.

There are three distinct parts to performance reviews, which are listed below.

1. Setup and Release – Setting up performance review types, setting up answers,

creating forms and assigning reviews to employees and departments, and initiating

the review by setting the due date. These functions are performed by the

Performance Review Administrators.

2. Completion – Filling out a performance review, setting dates and places for review

meetings, notification routines and messages, accepting and rejecting reviews and

adding comments. These functions are usually performed by employees and

managers.

3. Locking and Reporting – Locking reviews when complete and extracting responses

from the review forms. These functions are performed by the Performance Review

Administrators.

This manual discusses the management of reviews, which involves the activities described

above.



1.1 Flowchart – Setup

Review TypeReview Type

Review FormReview Form

Review AnswersReview Answers

Assign ReviewsAssign Reviews

Assign Participant RolesAssign Participant Roles

Assign Due DatesAssign Due Dates

Release ReviewRelease Review

Question SelectionQuestion Selection

Goal SectionGoal Section

Review Positional SkillReview Positional Skill

Performance

Development Plan

Performance

Development Plan

By DepartmentBy Department

By EmployeeBy Employee

By Managers

to Employees

By Managers

to Employees

Direct to EmployeesDirect to Employees

Setup Procedure Options for Each Step

NOTE

The Performance Development Plan option is only

available if ConnX Workforce Planning is available.



1.2 Flowchart – Completing a Review

This section provides a simple explanation of the order of events which occur in

performance reviews.



1.3 Flowchart – Review Status

The following flowchart shows how the status changes on review instances.



1.4 Terminology

This table introduces you to some of the terms used throughout ConnX Performance

Reviews.

Term Description

Review Type A review type is a category which is used to store time-related

information for the performance review.

Review Form A review form acts as a template and consists of a set of

sections that display questions, performance development

reviews or goal reviews and goal scores.

Review Answers Review answers enable participants to submit their response

to questions, review goals or score goals.

Participant A participant of a review is a user who is required to complete

part of another employee’s review.

Next Due Date Next Due Dates represent the date an employee’s

performance review is due for completion.

Review Instance A review instance is a specific copy of a review form created

for a specific employee. The review instance holds all the

actual values of the performance review.

For detailed information on review forms and review instances, and how ConnX

Performance Reviews determines which review to send to which employee on the correct

date, please refer to Appendix A.



1.5 Setting the Performance Access Level for Users

The Performance Access Level setting controls which performance details a user can

access via the Performance menu. The setting is available in the Employee Details

section for each user on the User Accounts page (Admin > Setup > General > User

Accounts).

If the Performance Access Level setting for a user is set to Officer, they are able to get

access to the Extract Review Answers, Next Due Dates, and Review Instances pages

via the Performance menu. Performance Review Officers see every Review.

If the Performance Access Level setting for a user is set to Administrator, they are able

to get access to the same pages as an Officer, in addition to the Setting Up Reviews;

Categories - Event; Categories - Goal; Departments/Participants; Review Answers;

Review Forms; and Review Types menu items.

If the Performance setting for a user is set to None, they can still get access to Current

Reviews, Past Reviews, Goals, and Significant Events. If they are a Supervisor or Manager,



they can get access to the Performance Review Meetings, and Performance Review

Participants, depending on the Permission settings.

1.6 Setting up Reviews

ConnX has a built-in setup guide for Performance Reviews.

To open the guide, go to Performance > Administration > Setting Up Reviews. A screen

similar to the following will appear.



1.6.1 Customising Labels

There are several predefined labels that are used throughout ConnX Performance

Reviews that you are able to customise the name of, as per your organisational

requirements.

To customise the names of labels:

1. Go to Performance > Administration > Setting Up Reviews.

2. Scroll down to the labels section.

3. Key the new label name into the appropriate field if you want to make changes to

any of the labels.

4. Select Change Labels.



2.0 SETTING UP GOALS

2.1 Goal Agreement and Workflow Approval

Goal agreement requires the involved parties (employee, manager and any other

approvers) to come to an understanding of what an employee’s goal should encompass.

The following are important points regarding goal agreement.

1. Goal agreement can be disabled so no one is required to agree to goals. This is

described in the New Goal Agreement Workflow Action section below.

2. You must set the Allow employees to participate in goal agreement option to

Yes for employees to be able to approve or deny goals. This setting is available via

Performance > Administration > Setting Up Reviews. Remember to select Save to

save your changes.

3. If employees create goals on the review form, an approval notification is sent to the

approver. If you do not want to send these approval notifications, go to

Performance > Administration > Setting Up Reviews, and set the Send initial

approval notification to approver for goals created in the review option to No.

This setting does not affect the notification when the goal is created on the goal

page.



2.2 New Goal Agreement Workflow Action

To facilitate an approval process for goal agreement, the workflow model is used. To set

the workflow approval sequence, go to Admin > Setup > General > Workflow Actions,

and select the action ID 41 - Goal Agreement.

As with other workflow actions, specific approval sequences can be set up and linked to

the Goal Agreement action. Likewise, if you don’t want users to have to agree to goals,

you can set Use Org Chart to N and Num of Org Chart Levels to 0.

Please refer to “ConnX Implementation 2 Manual” for more information on configuring

Workflow Actions.



2.3 How Goal Agreement Works

Goal agreement involves users approving or denying the workflow associated with the

new goal. The following sections explain the approval and denial process.

2.3.1 Denying a Goal

If a goal is denied at any stage, no further action is required. The instigator of the goal

will be notified via ConnX automatic notification that the goal has been denied.

2.3.2 Approving a Goal

The approval of a goal operates the same as any other workflow item in ConnX, provided

the details of the goal are not edited. That is, approvers are added to the workflow

sequence and sent notifications when their approval is required.

If anyone on the sequence edits and approves the goal, re-approval is required by all

previous approvers before it can continue to the next level.

The following example sequence will be used to illustrate both scenarios. The approvers

on the sequence are:

Level Approver

1 Tom

2 Jane

3 Bob

4 Kathy

2.3.2.1 Scenario I – Goal has Not Been Edited

1. Tom approves the goal without editing it. The workflow is sent to Jane.

2. Jane approves the goal without editing it. The workflow is sent to Bob.

3. Bob approves the goal without editing it. The workflow is sent to Kathy.

4. Kathy approves the goal without editing it. The goal has been agreed upon.



2.3.2.2 Scenario II – Goal is Edited Partway through Approval

1. Tom approves the goal without editing it. The workflow is sent to Jane.

2. Jane approves the goal without editing it. The workflow is sent to Bob.

3. Bob edits some of the details of the goal and then approves it. Tom and Jane are

added to the sequence respectively for re-approval.

4. Tom approves the changed goal without editing it. The workflow is sent to Jane.

5. Jane edits some of the details of the goal and then approves it. Bob and Tom are

added to the sequence respectively for re-approval.

6. Bob approves the goal without editing it. The workflow is sent to Tom.

7. Tom approves the goal without editing it. The workflow is sent to Kathy.

8. Kathy approves the goal without editing it. The goal has been agreed upon.



2.4 Creating Goal Categories

Part of the Performance Reviews module includes a section that enables employees and

managers to set and review goals.

Each goal that is created can be categorised in three different ways:

1. Category (generic)

2. Strategic Plan

3. Personal

NOTE

Since these labels can be customised via Performance >

Administration > Setting Up Reviews, there are really

three general categorisations that can be used.

It is the responsibility of ConnX Performance Administrators to set up and maintain these

categories.

To create goal categories:

1. Go to Performance > Administration > Categories - Goal. A screen similar to the

following will appear.

2. Enter the category name in the applicable text-box.

3. Select Add.

Selecting Edit at the end of the row, adjacent to a category enables you to change the

category name.



Selecting Delete at the end of the row, enables the category to be removed from ConnX,

so long as it has not previously been used.

2.4.1 Page Security for Goals

ConnX Performance Reviews enables you to select which fields are seen and/or editable

on the Goals page, accessible via Performance > Goals.

This security can be configured based on each of the access levels within ConnX (i.e.

Employee, Supervisor, Manager, HR Administrator, and Administrator).

To customise the fields:

1. Go to Admin > Setup > Settings > Page Security.

2. Select Performance - Personal Goals from the Page drop-down list at the top of

the screen. A screen similar to the following will appear.

3. For each access level select the Visible checkbox adjacent to a field to make that

field visible for the access level. Clear the Visible checkbox to hide the field for the

access level.

4. For each access level select the Editable checkbox adjacent to a field to allow the

access level to edit the data in that field. Clear the Editable checkbox to prevent

the access level from making changes to the data in that field.

5. Select Update in the header to apply the security settings to the selected screen.



3.0 SETTING UP REVIEWS

This section will guide you through the initial setup of ConnX Performance Reviews,

through to releasing forms to employees.

3.1 Review Types

Before any performance reviews can be created, it is necessary to set up review types. A

review type is a category which stores the following time-related information for a

performance review:

• How often the performance review is sent for completion.

• The amount of time an employee has to complete their review.

To set up a review type:

1. Go to Performance > Administration > Review Types. A screen similar to the following

will appear.



3.1.1 Adding a Review Type

To create the review type, complete the New Type, Frequency, and Days to Complete

fields, and select Add. A description of each field is shown in the following table.

Field Description

New Type The name of the new review type.

Frequency The number of days/months that should elapse before this review

type is required to be completed again.

If a frequency of 0 is entered, this prevents ConnX from

automatically re-releasing a new instance of the review.

Days to

Complete

The number of days the employee has to complete the

performance review. The review will be sent out to the employee

this many days before the review is due for completion.

3.1.2 Editing a Review Type

Selecting Edit on a row enables the details of the corresponding review type to be

modified. Selecting Update saves these changes, and selecting Cancel disregards any

changes.

3.1.3 Deleting a Review Type

Delete will permanently remove the review type from ConnX. The delete icon will only

be available for review types that have not been released to employees.

WARNING

Deleting a review type will also delete any review

forms of that type, and as a consequence of

deleting the form all current and past reviews will

also be deleted.



3.1.4 Examples of Review Types

The following table provides examples of review types that might be used.

Review Type Frequency Frequency Type Days Before

Annual 12 Months 30

Mid-Term 12 Months 20

Probation Period 0 Months 10

Survey 0 Months 10

In these examples, the Annual review type is completed every 12 months, with employees

having 30 days to complete the review. The Mid-Term review type, although normally

completed half yearly, requires a frequency of 12 months, as the next review will be 12

months from the last one. The Probation Period review type is a "one off" review, with no

recurrence of the review to be sent out by ConnX automatically.



3.2 Review Forms

A review form is able to contain a number of sections:

• Questions

• Goal Reviews and Goal Scores

• Positional Skills Reviews

• Performance Development Plan reviews

The following is an example skeleton of a review form, with the first section reviewing

and scoring goals, the next two sections are used for questions, and the last section for

reviewing performance development (available if ConnX Workforce Planning module is

active).

Review Form

• Section One

o Review and Score Goal A

o Review and Score Goal B

o Review and Score Goal C

• Section Two

o Question One

o Question Two

o Question Three

• Section Three

o Question One

o Question Two

o Question Three

• Section Four

o Review Performance Development



This section describes how to create review forms, add sections and questions to a form,

add the ability to review and score goals on a form, and include a performance

development review on the form.

Go to Performance > Administration > Review Forms.

The Review Forms page is split into two tabs:

1. Review Form Details

2. Sections

The Review Form Details tab includes the basic format of the review form and includes

settings for:

• Review

• Goal linking

• Performance Development Plan (only applicable if you have ConnX Workforce

Planning).

The Sections tab is where you can specify what questions will be asked, what goals will

be reviewed/created, and whether a development plan will be reviewed/established as

part of the review form.



3.2.1 Review Form Details

1. Go to Performance > Administration > Review Forms. A screen similar to the following

will appear.

This page defaults to a blank review.

2. You can select an existing review form from the drop-down list at the top of the

screen or create a new review form by entering a new Name and selecting the

Review Type from the drop-down list to be linked to.

3. Complete each of the fields on the Review Form Details tab. A description of each

field is shown in the following table.

4. Select Update Review to save the new review form.

Field Description

Name The name of the review, which is displayed as the title

of the form for participants.



Field Description

Review Type The review type used for this review form. The drop-

down list populates from the information entered into

Performance > Administration > Review Types.

Review Settings

Manager to release

Reviews to

employees?

If this is set to Yes, only users with a Manager or

Supervisor access level in ConnX are notified when a

review instance is created for an employee.

The Manager/Supervisor is then responsible for

releasing the review to the employee. The employee is

unable to get access to the form until the review is

released.

If this is set to No, the Manager, employee and any

other level 1 participants are notified when an instance

is created. The employee will have immediate access

to the review.

Manager to

accept/reject

individual required

answers?

Whether or not the manager needs to accept/reject an

employee’s answers. If Yes, this only applies to

mandatory questions.

Maximum number

of times an

employee can

submit?

The number of times an employee is able to submit

their review form.

This only applies if the Manager is accepting/rejecting

answers. If the Manager is not accepting/rejecting

answers, the employee submits the review form once.



Field Description

Employee(s) to

notify when

reviewed

When a manager finalises an employee’s review form,

other employees can be notified so they can perform

Performance Officer access level functions.

The drop-down list contains users with a Performance

Review access level in addition to options of: All

Performance Admins and Officers, All Performance

Administrators, All Performance Officer.

Show Participant

Role

If set to Yes, this field shows the participant role (e.g.,

Employee, Manager) on the review form when

completing a review.

Show Score Totals If set to Yes, the total score for by the employee and

any participants will be displayed.

Scores for participants will only show if all the relevant

participant questions are a scoring question and are

configured so that the employee is allowed to see the

answer.

Goal Linking Settings

Review Goals No – Goals are not reviewed on this review form.

Yes - Per Section – Sections can be created

throughout the review for reviewing goals of different

categories. These goal sections have numerous

settings discussed later in this document.

Yes - Once Per Review – The employee’s goals are

reviewed at the beginning of the review. The

employee, manager and senior manager can make

progress notes and update the goal status.

The following options are available for this method for

reviewing goals.



Field Description

Default New Goal As This setting enables you to specify the status that New

goals will have in the review goals section.

Default In Progress

Goal As

This setting enables you to specify the status that In

Progress goals will have in the review goals section.

Show Not

Applicable Column

If this option is set to Yes, the Not Applicable status

column is displayed on the review goals section. This

enables the employee, manager and senior manager

to set a goal status to Not Applicable.

Show Partly

Achieved Column

If this option is set to Yes, the Partly Achieved status



to set a goal status to Partly Achieved.

Show In Progress

Column

If this option is set to Yes, the In Progress status



to set a goal status to In Progress.

Show Goals on or

after last X review

This setting enables you to specify the goals that

appear in the review section.

The drop-down list contains each review type that you

have created in ConnX, e.g., Annual or Half-Yearly. As

an example, selecting Annual would only show goals

from the employee’s last Annual review.

Performance Development Plan Settings – This section is only available if you

have the ConnX Workforce Planning module activated.

Review Performance

Plan

Yes – Per Section: Sections can be set up throughout

the review for reviewing the performance plan.

No – The Performance Development Plan is not

reviewed on this review form.



Field Description

Create Performance

Plan

Yes – Performance Development Plan Goals can be

created on the form.

No – Performance Development Plan Goals cannot be

created on this review form.

NOTE

Examples of the different ways to review goals are provided in

Appendix C.

These examples assist in choosing the best format to review your

employees’ goals on the performance review.



3.2.2 Review Form Sections

There are several different types of sections that can be created on a review form. These

sections are:

• Question Section

• Goal Review Section

• Create Goal Section

• Performance Plan Review Section

• Create Performance Plan Items Section

• Review Position Skills Section

Section Type Comments

Question Enables you to create a question and answer style review.

Goal Review

Section

Links to the Goals area and enables participants to review

goals within a standard review form structure.

This option is only available if the Goal Linking Settings have

been set to Yes – Per Section.

Create Goal

Section

Links back to the Goals area and lets you create future goals

to be achieved.



Section Type Comments

Performance Plan

Review

Links to ConnX Workforce Planning and the Employee

Performance Development Plan (PDP). Enables participants

to review their PDP within a standard review structure.

Only available if the Performance Development Plan Settings

have been set to Yes – Per Section.

Create

Performance Plan

Items

Links back to ConnX Workforce Planning and lets you create

goals in your Performance Development Plan (PDP).

Review Position

Skills

Enables participants to review the skill level of skills attached

to their respective position in ConnX.

NOTE

Each section can be put in any sequence of the review.

3.2.2.1 Questions Section

To create a questions section:

1. Select the Sections tab.

2. Select New Section.

3. Select Question Section from the Section Type drop-down list.

4. Complete each of the fields on the new section. A description of each field is shown

in the following table.

Field Description

Section Title The title of the section that is displayed to participants when

completing this section.

Header

Notes

Notes to be displayed above the questions for this section.



Field Description

Footer Notes Notes to be displayed below the questions for this section.

Question

Custom

Name

Custom label that can be changed to better suit the items in

the section. For example, if the section was relating to

behavioural values, then perhaps change this to “Values”.

NOTE

Section Title is the only mandatory field required.

You can use the rich text editor, or HTML tags to format

your text.

Use the spell checker to make sure that the text that you

add is accurate and correct.

5. Select Update to add this section to the review form, as shown below.

Selecting Delete permanently removes the section from the form. Selecting New

Section clears the Section Title, Header Notes and Footer Notes fields, allowing

a new section to be created.



3.2.2.1.1 Options for Question Sections

To add questions to a section, first, select the question section from the table in the top

half of the screen. The questions will be added to this highlighted section. A different

section can be selected by clicking Select next to the corresponding row in the table.

The last part of the Review Forms page enables questions to be added to the section

that has been selected, as illustrated below.

1. Complete each of the fields which are explained in the table below.

Field Description

Question The question to be added to the

section.

Answer The way in which participants are able

to answer this question. The drop-

down list contains all answer types

created on the Review Answers

page.



Field Description

Weighting If using weighting, the value of this

question compared to other

questions.

Required If the question is mandatory or not.

Question for

Employee/Subordinate/Co-

worker/Manager/ Senior

Manager

If the question is intended for the

type of participant.

X can see Y’s answer If participant X can see participant Y’s

answer or not

NOTE

If you require another type of answer that is not in the

list, select the New Answer link. This opens the

Performance Review Answers page in a new window.

After creating the new answer type, the window can be

closed.

On the question section page, select Refresh to update

the answer drop-down list. The new answer can then be

selected.

Managers can see an employee’s answers immediately

after they are added to the review forms, but employees

and co-workers can only see answers after the review is

finalised.

You can use the rich-text editor and spell checker to

make sure that the text that you add is accurate and

correct.



2. Select Update to add this question to the section. The table on the left lists all

questions belonging to the selected section, as shown below.

3. Continue to add as many questions for this section as you require.

3.2.2.2 Goal Review Section

You can create a goal review section if the Review Goals drop-down list, in the Goal

Linking Setting section of the Review Form Details tab is set to Yes - Per Section.

To create a Goal Review Section:


2. Select Create Goal Section from the Section Type drop-down list.

3. Complete each field in the new section. A description of each field is shown in the

following table.

Field Description

Section

Title

The title of the section that is displayed to participants when

completing this section.

Header

Notes

Notes to be displayed above the goals in this section.

Footer

Notes

Notes to be displayed below the goals in this section.



NOTE


You can use the rich-text editor or HTML tags to format

your text.



4. Select Update to add this section to the review form, as shown below.

Selecting Delete permanently removes the section from the form. Selecting New Section

clears the Section Title, Header Notes and Footer Notes fields, allowing a new section

to be created.

3.2.2.2.1 Options for Goal Review Section

1. There is a table in the top left half of this screen. The highlighted row shows the

goal review section which is being configured.

2. A different section can be selected by clicking Select on the corresponding row in

the table at the top of the screen.



3. Select the configuration options for this Goal Review section. A description of each

configuration option is shown in the following table.

4. When you have finished configuring the section, scroll down to the bottom of the

screen and select Update Goals Settings to save your changes.

Configuration Option Description

Goals from the selected

category will be displayed

in this section

This setting enables you to specify what category

types of goals are displayed in this section.





Strategic Plan category will

be displayed in this section

This setting enables you to specify what Strategic

Plan types of goals are displayed in this section.


Personal category will be

displayed in this section

This setting enables you to specify what Personal

types of goals are displayed in this section.

Show goals created on or

after the last review of

type

This setting enables you to specify the goals to

appear in this section.

The drop-down list contains each review type that

you have created in ConnX - example: ‘Annual’ or

‘Half-Yearly’ and three system options -

[Last Created Review] (for Goals - Per Section)

[Created] (for Goals – Once per Review) and

[Show All Goals].

Examples:

Selecting ‘Annual’ would mean only goals created

on or after the employee’s last Annual review will

be displayed.

Selecting [Last Created Review] (for Goals - Per

Section) or [Created] (for Goals – Once per Review)

would mean only goals created on or after the

employee’s last review (i.e. any review) will be

displayed.

Selecting [Show All Goals] would mean all goals

regardless of when the Goal was created, the status

of the Goal, or the review type of the goal will be

displayed.




Type of answer to use for

reviewing these goals

The way in which participants are able to review

each goal in this section. The answer drop-down list

contains all goal review answer types created on the

Performance Review Answers page.

If no answer types have been created for reviewing

goals, please see the section titled Review Answers.

Review Custom Name Custom label that can be changed to better suit the

items in the section. For example, you may want to

have a goal review section, but change the name

from being a ‘review’ to ‘progress update’.

Allow scoring of goals in

this section

Determines whether or not goals in this section can

be scored (usually using a points system e.g.1, 2, 3).

Type of answer to use for

scoring these goals

The way in which participants are able to score each

goal in this section. The answer drop-down list

contains all goal scoring answer types created on

the Performance Review Answers page.

If no answer types have been created for scoring

goals, please see the section titled Review Answers.

Score Custom Name Custom label that can be changed to better suit the

items in the section. For example, you may want to

be able to score goals, but change the name from

being a ‘score’ to a ‘rating’.

Score Display Type Choose how to display the score.

Who can review goals Enables you to specify which participants are able

to review the employee’s goals.




Who can score goals Enables you to specify which participants are able

to score the employee’s goals.

This is only applicable if scoring is allowed for this

section.

Display previous Goal

review answers

This enables review participants to see their

previous answers to goal reviews. This is dependent

upon the participant having completed this review

form previously.

Display previous Goal

score answers

This enables review participants to see their

previous answers to goal scores. This is dependent

upon the participant having completed this review

form previously.

3.2.2.3 Positional Skill Review Section

The following steps describe how to create a positional skill review section.


2. Select Review Positions Skills from the Section Type drop-down list.

3. Complete each of the fields. A description of each field is shown in the following

table.

Field Description

Section Title The title of the section that is displayed to participants when

completing this section of the review.

Header Notes Notes that are displayed above the skill review.

Footer Notes Notes that will are displayed below the skill review.



NOTE


You can use the rich-text editor or HTML tags to

format your text.

Use the spell checker to make sure that the text that

you add is accurate and correct.

4. Select Update to add this section to the review form, as shown in the following

image.

Selecting Delete permanently removes the section from the form. Selecting New Section

clears the Section Title, Header Notes and Footer Notes fields, allowing a new section

to be created.



3.2.2.3.1 Options for Positional Skill Review Section

There are no further options available for this section style. ConnX Performance Reviews

automatically creates the Positional Skills Review section for each employee assigned

to this review form.

NOTE

Refer to Appendix D for examples how the Position

Skill Review can be used as a tool to identify training

needs.

3.2.3 Performance Plan Review Section

NOTE

This section type is only available if you have the ConnX

Workforce Planning module activated on the Review

Form Details tab.

To create a performance development plan review section:


2. Select Performance Plan Review Section from the Section Type drop-down list.

3. Complete each of the fields in the new section. A description of each field is shown

in the following table.

Field Description

Section Title The title of the section that is displayed to participants

when completing this section of the review.

Header Notes Notes to be displayed above the performance plan

review.

Footer Notes Notes to be displayed below the performance plan

review.



NOTE


You can use the rich-text editor or HTML tags to format

your text.



4. Select Update to add this section to the review form.

Selecting Delete permanently removes the section from the form. Selecting New

Section clears the Section Title, Header Notes and Footer Notes fields, allowing a new

section to be created.

3.2.3.1 Options for Performance Development Plan Review Section

The highlighted section title in the top half of this screen indicates the performance plan

review section which is being configured. (A different section can be selected by clicking

Select on the corresponding row in the table.)



There are several different configuration settings for the Performance Plan Review

section. A description of each configuration setting is shown in the following table.

Setting Description

Show Performance

Plan created on or

after the last Review

of type

This setting enables you to specify the Performance Plan

goals to appear in this section. The drop-down list

contains each review type that you have created in ConnX

(e.g., ‘Annual’ or ‘Half-Yearly’). As an example, selecting

‘Annual’ would mean only performance plan goals created

on or after the employee’s most recent Annual review

would be shown in this section.

Type of answer to

use for reviewing

these goals

This setting determines the way participants are able to

review each goal on this section. The answer drop-down

list contains all goal review answer types created on the


If no answer types have been created for reviewing goals,

please refer to the

Review Answers section.

Allow scoring of

goals in this section

This setting determines whether or not goals on this

section can be scored (usually using a points system –

e.g.1, 2, 3, etc.).

Type of answer to

use for scoring these

goals

This setting determines the way in which participants are

able to score each goal. The drop-down list contains all

goal scoring answer types created on the Performance

Review Answers page.

If no answer types have been created for scoring goals,

please see the Review Answers section.

Who can review the

Performance Plan

Enables you to specify which participants are able to

review the employee’s performance plan.



Setting Description

Who can score the

Performance Plan

Enables you to specify which participants are able to score

the employee’s performance plan.

This is only applicable if scoring is allowed for this section.

After you have configured the section, select Update Plan Settings to save your

changes.

3.3 Reordering Sections and Questions

Sections and questions can be put in a different ordered when they have been added to

the form.

3.3.1 Sections

Each section is displayed to participants on its own screen, so it is important to set the

sections in the order you want them to appear on the form.

The first section listed in the table at the top of the Sections tab will be displayed first,

while the section listed at the bottom of the table will be displayed last.

The following steps describe how to change the order that sections are shown in on the

form.

1. Click Select on the row of the table that you want to move. The row is now

highlighted.

2. Select the up or down arrow on the left of the table to move the row up/down

relative to the other sections. Selecting the down arrow twice will change the order

of the sections so that the selected “Salary Review Recommendations” section is

shown after the “Create Goals” section.





3.3.2 Questions

In a section, questions are displayed vertically.

The first question listed in the table in the Questions section of the Review Forms page

will appear at the top of the section, and the last question listed in the table will appear

at the bottom of the section.

To change the order of the questions:

1. Click Select on the corresponding row of the table. The question to be altered will

be highlighted, as shown below.

2. Select the up or down arrow on the left of the table to move the row up/down

relative to the other questions.



Selecting the down arrow once will change the order of the selected question so

that it is displayed under the next question.



3.4 Review Answers

Review Answers enable participants to submit their response to questions, review goals,

or score goals.

An answer style to one question might not be suitable for another, so it is necessary to

be able to create various answer styles. For example, one question might require the

employee to list areas for improvement in one hundred words or less, while another

question might require the employee to choose from predefined answers.

Similarly, answers for reviewing and scoring goals will most likely be different from

answers to questions. Therefore, separate answers can be made for both reviewing and

scoring goals.

Three different types of controls are available for answering questions and reviewing

goals, shown below.

Drop-down list

Radio button list

Free text

NOTE

Goal Score answers are restricted to drop-down lists

and radio button list answer types.



When creating questions, goal reviews and scores for a review form it is necessary to

select a suitable answer type to enable participants to submit their response. The

following steps illustrate how to create different types of answers.

1. Go to Performance > Administration > Review Answers. A screen similar to the


2. Select Add to allow a new answer type to be created.

3. Complete each of the fields on the left of the screen. A description of each field is

shown in the following table.



Field Description

Answer For Select the review/section type this answer is for from the

drop-down list.

Goal Review and Goal Score review answers are used for

both Goal Reviews and for Performance Development

Review sections.

It is not possible to change an Answer For type if it is already

in use on a form. For example, you cannot change this field

from Question to Goal Review once the answer control is

used on a review. A new answer must be created.

Description A description of the answer.

Type Either drop-down list, radio button list or free text.

Width Specifies the width of the Textbox.

Applies to Free Text only.

Number of columns can also be used to specify a Textbox’s

width.

Number of

Rows

Specifies the number of rows.

Applies to radio button list and free text only.

Number of

Columns

Specifies the number of columns.

Applies to radio button list and free text only.

4. Select Update to create the new answer.

If the type of answer is a drop-down list or a radio button list, you should now add

the answer items to the control.

Answer items only apply to drop-down lists and radio button lists, and are items

that can be selected, such as ‘Outstanding’, ‘Average’, or ‘Poor’.

Make sure the correct answer is selected in the drop-down list at the top of the

screen before creating the answer items.



5. Complete the Answer, Description, and Points fields on the right side of the

screen. A description of the fields of the form is shown in the following table.

Field Description

Answer The text that will appear on the review form.

Description A description that can be accessed by participants completing

the review form to clarify the items meaning.

Points The number of points awarded if a participant chooses the

item.

If you do not want to award points to an answer, all values can

be left as 0 (zero).

If assigning point values to the different answer items they

must be unique (i.e. Two items in the drop-down list or radio

button list cannot have the same point value.

6. Select Add to add the item to the answer.

The screen will now display the new answer item.



7. Selecting Edit allows you to make changes to the details of the corresponding

answer, as shown below. Select the Cancel icon to discard any changes.

8. Selecting Delete permanently removes an answer item.



3.4.1 Changing the Order of Answer Items

Answer items are ordered according to their position in the table on the right side of the


The item in the first row of the table will appear at the top of the drop-down list, or the

beginning of the radio button list, as shown below.

Table

Drop-down list

Radio Button List

To change the order of an item, click select to highlight the row to be altered, then select

either the up or down arrow to the left of the table to change its order.



The following diagrams illustrate the result of moving the ‘Excellent’ answer item below

the ‘Competent’ answer item.

Table

Drop-down list

Radio Button List

NOTE

This process only changes the order of appearance of answer items.

The points associated with the items are not adjusted. This can be

done by selecting Edit on the corresponding row of the table.



3.5 Previewing a Review Form

Once a review has been created, you are able to preview the form. This enables the

Performance Review Administrators to verify that it appears correctly for each participant.

If required, changes can be made to the review and previewed again.

To preview a review form:

1. Go to Performance > Administration > Review Forms.

2. Select the review form you want to preview from the drop-down list at the top of

the screen.

3. Select Preview Review to open the review form in a new window. The review is

previewed showing all of the available participant types as listed below. If the

question is not intended for a participant type, ‘N/A’ is shown in their column.

a. Employee

b. Co-worker

c. Subordinate

d. Manager

e. Senior Manager



3.6 Deleting Components of Performance Reviews

It is important to understand the effect of deleting components.

Several warning messages will appear if you decide to delete data, so that you have an

opportunity to cancel the deletion.

WARNING

Deleting data is irreversible.

3.6.1 Deleting a Review Type

Each performance review created is assigned a review type. A Review Type can only be

deleted if it is either not linked to a Review Form, or if the Review Form has not been

used. Deleting a review type will delete all information related to that review type,

including:

• All review forms of the same type, including sections & questions.

• All links to departments that are assigned to use the deleted review form(s).

• All links to participants that are designated on the deleted review form(s).

• All current and past instances of the deleted review form(s).

3.6.2 Deleting Review Answers

Review Answers cannot be deleted if they are in/or have been used. Deleting a review

answer will delete:

• All answer items associated with this answer.

3.6.3 Deleting a Review Form

The following information will be permanently deleted if a review form is deleted:

• All links to departments that are assigned to use the deleted review form(s).

• All links to participants that are designated on the deleted review form(s).

• All current and past instances of the deleted review form(s).



3.6.4 Deleting a Question Section

Review forms may include a question section which contains a number of questions for

that section. Deleting a section from a review form will also delete the questions that are

setup in that section.

Deleting a section from a review form will permanently remove the section from all

current and past review instances, regardless of the status of the review.

3.7 Departments and Participants

3.7.1 Assigning Reviews to Departments

This section of ConnX Performance Reviews enables Performance Administrators and

Officers to define which review forms apply to particular departments and/or particular

employees.

This is an important step as not all departments or employees in a department, may

receive the same review form.

The following procedure shows how to assign different review forms to the correct

department(s)/employee(s).

1. Go to Performance > Officer > Departments/Participants.

The page will automatically select the first review form in the Performance Review

drop-down list at the top of the screen. Any departments that are already assigned

to this review are displayed.

2. Select the desired review from the Performance Review drop-down list at the top

of the screen to assign to a particular department or employee.



3. To add a department or employee make a selection from the fields. A description

of each field is shown in the following table.

Field Description

Department The department to assign to the selected performance

review.

Include Sub

Depts

Whether sub-departments of the selected department are

to be assigned to the performance review or not.

Employee Restricts this performance review to a single employee in

the selected department. This field is optional.

Security Level Restricts this performance review to Employees with the

given security level in the selected department.

4. Select Add to assign the selected review form as per the settings you have just

entered. The table on the left of the Departments section will then list the newly

added department, as shown below.

5. This information can be edited by clicking Select on the corresponding row. The

input fields on the right of the table update to reflect the selected department, as

shown below. Any changes that have been made can be saved by selecting Update

or cancelled by selecting Cancel.



6. Selecting Delete will delete the department from the review form.

3.7.1.1 Examples of Assigning Departments/Employees

A description of four different review scenarios is shown in the following table.

Review Name Description

Managers Annual Review The annual performance review for all managers.

Administration Employees

Annual Review

The annual performance review for all employees in

the Administration department.

Distribution Annual Review The annual performance review for all employees in

the Distribution department.

Robert Barker’s Probationary

Review

The probationary performance review for Robert

Barker.

Using these example scenarios, the following tables detail the values that should be used

to assign performance reviews to the correct department(s)/employee(s).

3.7.1.2 Manager Annual Review

Field Value

Department Exec (top level department for the org structure)

Include Sub Depts Yes

Employee This field should be left blank as the review applies to all

employees who are Managers.

Security Level Manager (only Managers to receive this review, not

Employees, Supervisors, HR Administrators or

Administrators).



3.7.1.3 Administration Employees Annual Review

Field Value

Department Admin

Include Sub Depts No (this review form only applies to the administration

department).


employees in the Administration department.

Security Level Employee (only Employees to receive this review, not

Supervisors, Managers, HR Administrators or

Administrators).

3.7.1.4 Distribution Annual Review

Field Value

Department Distribution

Include Sub Depts No (this review form only applies to the Distribution

department).


employees in the Distribution department.

Security Level All (everyone in Distribution to receive this review).

3.7.1.5 Robert Barker’s Probationary Review

Field Value

Department Distribution (Robert Barker’s department).

Include Sub Depts No (this review form only applies to Robert Barker).



Field Value

Employee Robert Barker (only Robert Barker should receive this

review).

Security Level All (as an employee was specified, the Security Level does

not affect the result).

3.7.2 Assigning Participants to Reviews

This section enables the Performance Administrators or Officers to add participants to a

review form.

A participant of a review is an employee who is required to complete part of, or all of,

another employee’s review. For example, the annual review for employees in the

Administration department would most likely require the department’s manager to

answer several questions. A co-worker, and perhaps a subordinate, may also have

questions to answer.

There are five different types of participants that can be assigned to a review form, as

shown in the following table.

Participant Description

Employee The employee is the person who the review is for. There will always

be an employee as a participant type, and in some cases (such as a

survey) this might be the only participant.

Co-worker A person who works with the employee, typically someone at the

same level in the organisational chart.

Subordinate A person who reports to this employee, typically someone at a

lower level in the organisational chart.

Manager The managing participant of the review, most likely the employee’s

Manager.



Participant Description

Senior

Manager

A person in a higher position than the manager. For example, the

Manager’s Manager.

As well as answering their assigned questions, Senior Managers can

also submit comments for each of the employee’s answer.

If there is no participant type of Manager for a review, the Senior

Manager will inherit any of the Manager’s responsibilities, such as

accepting or rejecting employee answers (if set) and finalising the

review.

As mentioned above, for each review, there will always be an employee. The employee

may be the only participant, which might be the case for a survey. Having additional

participant types on a review is optional.

Participants can be added to a performance review for an employee, either before or

after the employee’s instance has been created. The following sections describe how

participants can be added to the performance review at either stage.

Simple Employee – Manager Model

Manager

Employee

The manager must be added to this model. The employee is automatically a participant

of his or her own review.



360 Feedback Model

Senior

Manager

Manager

Subordinate Subordinate

Co-worker Co-workerEmployee

This model requires you to set up manager, senior manager, co-workers, and

subordinates as individual participants. At this stage, the manager and senior manager

participant types can be added using the “Manager 1” and “Manager 2” tags. If the co-

workers and subordinates were not known, they could be added later after the instance

has been created.

The following procedure shows how to assign participants to a review form.

1. Go to Performance > Officer > Departments/Participants.

The page will automatically show the first review form in the Performance Review

drop-down list at the top of the screen. Any participants already assigned to this

review will be shown.

2. Select the desired review from the Performance Review drop-down list at the top

of the screen.



3. Complete each field in the Add a Participant section. A description of each field

is shown in the following table.

Field Description

Employee to

be Reviewed

The Participant will only be a participant for the employee chosen

in this drop-down list - i.e. you can assign extra participants for a

single employee. This is an optional field.

Participant

Employee

An employee who will be a participant of the selected

performance review. The first ten entries in this drop-down list are

manager tags (Manager 1 – Manager 10). These tags use the

information on the Departmental Org Chart. ConnX will substitute

with names of an employee’s actual manager if these tags are

used.

Participant

Role

The type of participant, as described above.

Participant

Level

The order in which the participants complete the review. The

employee for whom the review is for is always level one.



4. Select Add to add the participant to the selected performance review. The table on

the left of the Participants section will list the newly added participant.

5. This information can be edited by clicking Select on the corresponding row. The

input fields on the right of the table update to reflect the selected department, as

shown below. Any changes that have been made can be saved by selecting Update

or cancelled by selecting Cancel.

6. Selecting Delete will delete the participant from the review form.

Suggested Levels for Types of Participants

The following table lists the suggested values for the Participant Level field for the

different types of participants.

Participant Role Participant Level

Co-worker 1

Subordinate 1

Manager 2

Senior Manager 3



3.8 Next Due Dates

This section enables the Performance Review Administrators or Officers to set the Next

Due Review Dates value for employees.

The Next Due Review Dates represents the date an employee should receive their review

form. This is a very important aspect of performance reviews as ConnX Performance

Reviews cannot supply employees with their review forms without their due date being

set.

Dates can be set for all employees, employees in certain departments, or individual

employees.

Go to Performance > Officer > Next Due Dates. A screen similar to the following will

appear.

3.8.1 Setting Dates by Department

To set next due review dates by department:

1. Select the Department radio button at the top of the screen.

2. Select a department from the Department drop-down list.

3. If this date applies to employees in sub-departments, select the Include Sub Depts

checkbox.



4. If this date applies to employees with a particular security level (e.g., Managers, HR

Administrators, or Administrators), select the correct level from the Security Level

drop-down list.

Once a department has been selected, the screen will look similar to the following

diagram.

5. Select the type of review that dates are being set for from the Review Type drop-

down list.

As some employees might currently have a review form in progress, it is best to set

dates only for those without a review in progress.

Some employees may currently have a review form in progress. If you do not want

them to receive the new form, then must make sure that Only set Dates for

Employees without a current review is selected. Alternately, if you want all



employees to receive the new review form regardless of whether they currently

have a form in progress, you must make sure that this checkbox is clear.

6. There are four different dates that can be set for the selected employees:

a. A Given Date (which is the due date of the review form);

b. the employee’s Hired Date, plus a specified period;

c. the employee’s Next Anniversary Date, plus a specified period; or

d. the employee’s Next Birthday, plus a specified period.

If the latter three options are used, a specified number of days, weeks or months

can be added to the date. This is particularly useful for reviews such as Probationary

Reviews. For example, each employee is required to complete a probationary

review after three months of employment. This can be achieved by selecting Hired

Date, typing 3 into the text field, and selecting Months from the drop-down list.

7. Key in a date or use the date picker to select a date.

8. The count of employees, the Calculated Creation Date and Calculated Due Dates

are displayed. The dates have not been set and can be changed if they are not

correct.

9. Select Save Next Due Date to set the date for each employee in the selected

department.

10. The Creation Date column shows either the date the review will be created - if the

Status is Not created - or the date the review was created if the review has already

been created.

Selecting Edit on a row of the table enables the date to be changed. Select Update

to save the changes or Cancel to cancel changes. Selecting Delete will permanently

remove the date information for the employee from ConnX Performance Reviews.

The delete function is useful for one-time reviews, such as probationary reviews, or

surveys which may occur once.

11. Select Create Review Instances Now to generate an instance of the appropriate

review for any employee with a review form due.



NOTE

ConnX Performance Reviews automatically creates

review instances as set up in the Automated Process

Scheduler, so it is not necessary to continue creating the

review instances manually.

3.8.2 Setting Dates by Employee

To set the next due review dates by employee:

1. Select the Employee radio button at the top of the screen.

2. (Optional) Select a department from the Department drop-down list. This will

populate the Employee drop-down list with employees in that department only.

For a listing of all employees, select All Departments from the Department drop-

down list.

3. Select an employee from the Employee drop-down list. The screen will then look

similar to the following.



4. As some employees might currently have a review form in progress, it is best to set

dates only for those without a review in progress. Select the Only set dates for

employees without a current review checkbox to accomplish this.

5. There are four different dates that can be set for the selected employees:

a. A Given Date (which is the due date of the review form);

b. the employee’s Hired Date, plus a specified period;

c. the employee’s Next Anniversary Date, plus a specified period; or

d. the employee’s Next Birthday, plus a specified period.

If the latter three options are used, a specified number of days, weeks or months

can be added to the date. This is particularly useful for reviews such as Probationary

Reviews. For example, each employee is required to complete a probationary

review after three months of employment. This can be achieved by selecting Hired

Date, typing 3 into the text field, and selecting Months from the drop-down list.

6. The count of employees, the Calculated Creation Date and Calculated Due Dates

are displayed. The dates have not been set and can be changed if they are not

correct.

7. Select Set Next Due Date to set the date for each employee in the selected

department.

8. Once a date has been set, the table of currently stored dates will refresh and display

the new date, as shown below.



9. The Creation Date column shows either the date the review will be created – if the

Status is Not created, or the date the review was created if the review has already

been created.

Selecting Edit on a row of the table enables the date to be changed, as can be seen

below. Select Update to save the changes or Cancel to cancel changes. Selecting

Delete will permanently remove the date information for the employee from ConnX

Performance Reviews. The delete function is useful for one-time reviews, such as

probationary reviews, or surveys which may occur once.

10. Select Create Review Instances Now to generate an instance of the appropriate

review for any employee with a review form due.

NOTE

ConnX Performance Reviews automatically creates review

instances as set up in the Automated Process Scheduler, so it is

not necessary to continue creating the review instances manually.



3.9 Creating a Review Instance

ConnX Performance Reviews automatically creates review instances as set up in the

Automated Process Scheduler.

If other instances must be created, this can be done manually. For example, if you have

just initiated the review for an employee and want to send it to them now, it is best to

create it manually.

To create review instances manually:

This procedure assumes you have already assigned department and participants and set

the due date for the review for employees, as described previously in this document.

1. Go to Performance > Officer > Next Due Dates.

2. Select Create Review Instances Now to create the instance. An instance will be

created for all employees with a performance review due, not just the employee or

review type selected. A message will appear stating the number of instances that

were created.



3.10 Adding Participants after a Review Instance has been Created

This procedure is optional.

If an instance of a review form has already been created for an employee, it is possible

to modify the participants of the review. However, this can only be done while the status

of the review is New (i.e. no one has submitted their instance of the form).

To add participants:

1. Open Performance Review Participants via Performance > Performance Review

Participants. A screen similar to the following will appear.

2. Select the employee who requires the participants to be modified from the drop-

down list

3. If the employee has a new review, the review drop-down list will be populated, and

the first review selected. Select a review to modify. The screen will then look

similar to the following.



4. To add a new participant:

a. Select the participant to add from the Employee drop-down list at the bottom

left of the screen under the Add New Participant section.

b. Select the Type of participant.

c. Select the Level for the participant.

d. Select Add.

Employees who are already participants in a form cannot be added twice.

5. To edit the details of a participant:

a. Click Select adjacent to the corresponding person in the Participants table.

The Add New Participant section will update to display the participant details,

as shown below.

b. The Type and Level of the participant can be changed.

c. Select Update to save the changes or select Cancel to cancel the changes.

6. To remove a participant from the review, select Delete adjacent to the

corresponding person in the Participants table.



7. To set a meeting for the employee and the managing participant, in this case the

manager:

a. Complete the Date, Time, Duration, Place, People, and Comments fields.

b. Select Set Meeting. An option to set a reminder will be displayed, as shown

below.

c. Select Set a reminder for this meeting to set the reminder. Selecting this

button while the Set a reminder for the employee checkbox is selected will

also set a reminder for the employee.

NOTE

The Set Meeting will not be visible if the setting Set a meeting in

the review is set to No. This setting is on the Setting Up Reviews

page, accessed via Performance > Administration > Setting Up

Reviews.



4.0 RELEASING A REVIEW

Reviews must be released to employees so that they are able to complete and submit

the review.

There are two ways to do this:

1. The Performance Review Administrator releases the review directly to the

employee.

In this case, the employee and manager receive a notification about the review and

are requested to complete and submit it.

The message sent to the employee will look similar to the message below:

The message other participants receive will look similar to the message below:

2. The Performance Review Administrator releases the review to managers. The

manager then needs to release the review to their employees.

In this situation, only the manager is notified when the instance is created, and they

will have control over when the employee is able to get access to the review. This

is useful if participants must be added or removed by the manager.

Administrators select the appropriate release option when they create the review form.



4.1 By the Performance Review Administrator

A review is released directly to employees if:

• this setting has been enabled on the review form,

• the form has been linked to the department/employee(s) under Departments and

Participants, and

• a next due date has been set for the employee.

Once these three conditions have been satisfied, no additional actions are required from

the Performance Review Administrators.

ConnX Performance Reviews will automatically release the review to the employee when

the review instance is created.

4.2 By Managers

If managers are to release reviews to employees, when the instance is created, they are

sent a message informing them the review needs to be released. Upon receiving this

message, the steps below should be followed.

Go to the Review Participants page for a selected employee.

There are two different ways to reach this page:

• Using the Menu.

• Using the List Employees page.

4.2.1 Using the Menu

1. Go to Performance > Performance Review Participants. A screen similar to the


2. Select an employee.

3. Select a review.



4. Select Release To Employee.

4.2.2 Using the List Employees Page

1. Go to My Team > List Employees. A screen similar to the following will appear.

2. Select an employee from the list.

3. Select Review Participants under the Performance accordion heading. A screen




4. Make any necessary changes to the participants of the review.

5. Select Release to Employee. ConnX displays a confirmation message, select Yes.

This will send a message to the employee and any other level one participants.



5.0 SETTING GOALS AND EVENTS

5.1 Goals

The Goals section of ConnX Performance Reviews enables an employee to set up the

objectives that they want to achieve.

Employees are able to create goals for themselves, whilst managers can create goals for

themselves and their employees.

When an employee creates a new goal, their manager may be required to agree to the

goal. Likewise, if an employees’ manager creates a goal for an employee, the employee’s

agreement may be required.

The agreement process after new goals are created is determined using the Workflow

Actions page (Admin > Setup > General > Workflow Actions). For more information on

goal agreement, please refer to the Goal Agreement and Workflow Approval section

discussed earlier.

5.1.1 Creating a Goal

To create a goal:

1. Go to Performance > Goals. A screen similar to the following will appear.



2. Select Add at the top of the screen.

3. Complete each field on the window. A description of each field is shown in the

following table.

NOTE

A ConnX System Administrator can customise which fields are

available for use.

4. Select Save.

Field Description

Details

Title A title for the goal.

Description A description of the goal.

Measurement A description of how the goal will be measured.



Field Description

Action Plan A description of the action plan required to fulfil the goal.

Realistic A description of how realistic the goal is, and the likelihood of

the goal being completed by the due date.

Category A goals category. Categories are set up by Administrators.

Strategic Plan A goals category. Categories are set up by Administrators.

Personal A goals category. Categories are set up by Administrators.

Weighting The numeric weighting of the goal. ConnX defaults the

weighting of every goal to 1.0.

Due Date The date the goal is due for completion.

Reminders

Start The date the reminder should be sent (if a reminder should be

set for the goal).

End The date the reminder should stop.

Repeat Whether or not to repeat the reminder.

Frequency How often the reminder should be sent. Can be any number of

days or months.

Progress

Status The current status of the goal.



Field Description

Stage The values in this drop-down list are set on the Goal Stage list

type on the List Items page. The default value is empty.

Progress to

Date

Notes regarding the progress of the goal.

Outcomes Any outcomes from the goal that should be recorded.

Document

File upload This is where you can add a file by either selecting a file or use

drag and drop to add the file from file explorer.

5.1.2 Editing a Goal

The following rules apply to editing the details of a goal:

• You cannot edit the goal if it is still pending approval. The only time a pending

goal can be edited is through the Workflow Inbox details screen for the goal,

provided it is your turn to approve.

• You cannot edit the goal if it has been denied.

• You can update the status, stage, progress notes, and outcomes of a goal at any

stage, except if the goal has been denied.

• You cannot edit a goal that you have entered on the review form when either a)

you submit the goal for approval by selecting the Ready for Approval checkbox

on the review form, or b) the review is submitted.

• When there is no workflow approval the goal can only be edited by the user that

created the goal.

NOTE

ConnX shows a log of the progress comments in the Progress

History section of the details screen for a specific goal.



To make changes to a goal:

1. Select the goal that you want to make changes to.

2. Select Edit at the top of the screen. Alternatively, you can double-click the goal that

you want to make changes to. A screen similar to the following will open.

3. Make any necessary changes.

4. Select Save.

A description of each column in the Progress History is shown in the following table.

Setting Description

Date The date that the comment was created.

Made By The name of the employee that added the comment.



Setting Description

Stage The goal stage at the time that the progress was recorded. Only

values that have been added to the Goal Stage list are available on

the drop-down list.

Progress to

Date

Any notes regarding the progress of the goal.

Outcomes The consequences of work performance that is related to the goal.

Document Contains a View link to open the document that has been

uploaded.

Del Contains a red X which you can select to delete the record. It is only

available to users with an unrestricted Administrator access level,

and only if they are not viewing their own Goals.

5.1.3 Deleting a Goal

As an employee, you can only delete goals that have been denied.

1. Select the goal that you want to delete in the grid.

2. Select Edit at the top of the screen to open the record in edit mode. Alternatively,

you can double-click the goal you want to delete.

3. Select Delete.

4. Select OK to confirm the removal of the goal.

5.1.4 Filtering Goals

The list of goals can be filtered by the Start Date, End Date or Progress.

Use the Progress filter to show only goals that are Incomplete (or any other specific

value).

To view any denied goals, select the Include denied checkbox.



5.2 Significant Events

The significant events section can be used by employees to maintain a record of events

or achievements for future reference.

During a meeting at the completion of a review, the events logged for the appraised

employee can be reviewed.

To add a significant event:

1. Go to Performance > Significant Events.

A screen similar to the following will appear.

2. Complete each of the fields on the screen. A description of each field is shown in

the following table.

3. Select Update. The significant event is added to the grid at the top of the screen.

Field Description

Significant Event A title for the event.

Description A description of the event.

Category The events category. Event categories are created by

Administrators.

Date The date the event occurred.



5.2.1 Editing a Significant Event

To make changes to an event:

1. Click Select for a particular event to display the details of that event in the controls

at the bottom of the screen.

2. Make any necessary changes.

3. Select Update to save the changes you have made.

NOTE

Events can only be edited by the person who created the event.

5.2.2 Deleting a Significant Event

To delete an event:

1. Select Delete adjacent to the event that you want to delete. ConnX shows a

confirmation message.

2. Select Yes.

NOTE

Events can only be deleted by the person who created the event.

5.2.3 Filtering the Significant Events table

The table can be filtered by Start Date, End Date, and Category.

1. Select the Filter icon at the top of the page to display the filter criteria.

2. Set the Start Date, End Date and/or Category fields to the value you want to filter

the events by.

3. Select Apply to filter the table.



6.0 COMPLETING THE REVIEW INSTANCE

6.1 As an Employee

As an employee, you receive a notification from ConnX when you are required to start

completing your review.

1. Upon receiving the notification that you have a performance review for completion,

Open Current Review via Performance > Current Reviews. A screen similar to the


The Current Review page shows each review that you must complete, whether

they are your own reviews, or reviews for other employees which you are a

participant in. In this example, there is only one review that is currently due.

2. Select View for Completion to view the details of the review.



Because you are the employee of this review, you are unable to see the names of

any subordinates or co-workers who are participating in your review.

3. You can make changes to your Job Description when the status of your review is

New. Any changes to this field will be saved when you select Continue.

4. Select Continue to open the review.

6.1.1 Navigation

Once the review form is open you will navigate the review by using the controls in the

footer to move between the pages of the review.

The purpose for each of the buttons is outlined below:

• Return to Start will return you to the first page of the review.

• Previous moves you to the previous section of the review.

• Next moves you to the next section of the review.

• Numbers show you which section you are currently working on, and when

selected will move you to that section of the review.

• Submit displays the summary page for the review.

6.1.2 Goal Review Section Example

There are two different ways in which goals can be reviewed in ConnX Performance

Reviews. The method you see depends on how your review form has been configured.

An example of both methods is shown in the following sections.



6.1.2.1 Method One – Once Per Review

This section lists the goals that were created on your last review of a specified type (set

by HR), and any goals created on the My Goals page.

On this page, you can add any progress notes and change the status of your goals. Any

manager and senior manager participants are also able to review your goals. This section

will only occur one time at the beginning of the review.

Select Next icon or the numbers in the footer of the page to go to the next section of

the review.

6.1.2.2 Method Two – Per Section

If the Per Section method has been selected by HR, the goals of different categories are

displayed in their own section of the review. These sections may not necessarily appear

at the beginning. The following image illustrates an example of one of these goal review

sections.




the review.

6.1.2.3 View Previous Goals Answers and Scores Example

If this feature has been enabled on your review, you can view the previous answers given

to goals on prior reviews. This is useful as you are able to see historical progress for a

goal, and understand any previous activity and comments made during a performance

review.

You are able to see previous answers in two ways:

1. On the review (assuming that this is not the first time you are reviewing the goal).

2. When you open the goal from the Goals page, after the review has been locked.



6.1.3 Question Review Section Example

Any question that is marked by a red asterisk is mandatory. You are able to advance to

the next section of the review; however, you cannot submit your review until you have

answered all mandatory questions.

The summary page of the review shows how many mandatory questions have not been

answered.

At any time, you can select Save Progress to record any answers you have supplied so

far. Selecting Previous will load the previous section, allowing you to check or make

changes to any of your answers.

If you are adding text as part of the review, you can select Spell Check below the text-

box to start the spell checker and make sure that you have entered the text correctly.

Incorrectly spelt words will be identified in the text-box with a red underline.

You can select View Summary or Submit at any time, which will take you to the summary

page of the view. Here you can print the review, see how many questions you have

answered for each section, and see how many of those questions are mandatory. This

section is discussed in more detail shortly in this document.


the review.



6.1.4 Re-submitting a Question Review Section Example

If managers are able to accept or reject your answers, it may be necessary for you to

resubmit your answers. This would occur if an answer was rejected by your manager. The

number of times you are allowed to submit your answers is set by the Performance

Review Administrator and is indicated by the Number of Times Submitted field that is

shown when you open the review form.

If any answers are rejected, you will receive a notification from ConnX and be asked to

resubmit your review. Upon receiving such a message, navigate to the Current Reviews

page via Performance > Current Reviews, and select the appropriate review, as described

earlier.

There are now two buttons, both of which continue to the review. The first, Continue to

all Answers, displays both the accepted and rejected answers, whereas the second

button, Continue to Rejected Answers, only displays those answers which were rejected.

Selecting Continue to Rejected Answers jumps to the first section which has one or

more rejected answers.



Rejected answers and their related question have a red dashed border and a link to the

comments submitted by the manager stating why the answer was rejected.

In the example shown above, only one answer was rejected, so selecting Next will skip

through the other sections and return you to the review details page.

A message is sent to the manager, informing them that the review has been resubmitted.

If the manager rejects the answers again, or decides to reject other answers, you receive

a notification. This cycle will continue until you have submitted your review the maximum

number of allowed times, or the manager accepts the answers.

When either the submission limit is reached, or the manager accepts the review, the

review is available for viewing only.

6.1.5 Positional Skills Review Section Example

If your review form has a Positional Skills Review section, you are able to review the skill

level that you hold for the skills as attached to your position. A description of the skill is

shown under the name of the skill.



On this page, the employee has no skill levels assigned to them (third column), which

means that the skills are not currently on the employee’s skill registry.

As the employee, you can update your skill level by using the Adjust Skill Level column

to select the skill level you believe you have. Select the corresponding Save button to

save the changes.

The screen will update to reflect your changes, as shown below.

If you do not have a skill level for a skill, no action is required.

When you have finished adding and updating your skill levels, select Next to continue

the review,alternatively select View Summary or Submit if this is the last section of your

review form.

NOTE

This function is an excellent way for employees and

managers to populate their employee record with their

skills.



6.1.6 Performance Development Plan Review Section Example

This section enables you to review your Performance Development Plan (PDP) items

within the Performance Review structure.

Employees can be asked to review their PDP items and may also be asked to score their

PDP items. These settings are configured on the review form.

When you have finished reviewing your PDP items, press Next to continue the review, or

select the View Summary if this is the last section of your review form.

6.1.7 Create Performance Development Plan Section Example

This section enables you to create further items on your PDP from within the Performance

Review structure.

This section will display all the qualifications and skills associated with your position and

its importance.

The Status column displays whether you have achieved the qualification or skill (including

if it is at a lower or higher level) or if it is not present on your record.



Employees have the ability to set a due date to obtain the necessary qualification and

skills, by selecting a date and selecting Add to Plan. This will add the selected

qualifications and skills to your PDP which can be accessed on a daily basis by selecting

My Details > Planning > Development Plan.

When you have finished creating your PDP items, press Next to continue the review, or

alternatively select View Summary or Submit if this is the last section of your review

form.

6.1.8 Not Applicable Section Example

This section has no questions for this participant, as it is intended for other participants

of this review form.

Selecting Next will advance to the next section or alternatively select View Summary or

Submit if this is the last section of your review form.

6.1.9 Create Goal Section Example

This section enables you to create new goals for yourself.



To create goals:

1. Enter the title of the goal in the Goal field, select a Category, and enter the Due

Date. Only the Goal and Due Date fields are mandatory.

2. Select the Information icon, between the Due Date and Created By columns to

open a screen which allows you to add all details of the new goal. The screen is

shown below.

3. Select Save & Close to save the goal, close the window, and refresh the Create

Goals section of the review.

4. Select the Ready for Approval checkbox. This will submit the goal for approval

when the review form is saved by clicking Save Progress, moving to the previous

or next sections of the review form.

When you create a new goal it may need to be agreed to by your manager and anyone

else who has been added to the approval sequence. This is indicated by the Pending final

approval text shown in the Approve/Deny column.

Likewise, your agreement may be required when a goal is created for you by your

manager.



Only the goals that are marked as Ready for Approval are submitted for approval when

you select Save Progress or move to the next or previous section of the review form. All

goals are submitted for approval, regardless of whether the goals are marked as Ready

for Approval or not, when the review is submitted.

To agree to the new goal, select the Approve option in the Approve/Deny column.

When you save or submit your review, your approval will also be submitted. You can edit

any of the details of the goal before approving. In doing so, anyone who has already

approved the goal, such as your manager, will be required to re-approve.

If you need to add more than five goals, you can select New Line to refresh the screen

and add a new slot. Selecting Save Progress, Previous or View Summary will save the

created goals.



6.1.10 Summary Section Example

1. Selecting View Summary takes you to the final page of the review where you are

able to see a summary of the review prior to submitting.

2. From the summary screen, you are able to review the score of the review, print the

review, return to the start of the review, or submit the review once it is completed.

As you can see in the above screen, Submit is disabled. It will remain this way until

all mandatory fields have been completed. The Summary Statistics section tells you

where you are still required to complete questions. To go directly to that section,

select the section name link.



Once all questions have been completed, the Performance Review Summary page

will now look similar to the following.

3. Since all mandatory questions have been completed, Submit is now available. To

complete the review, select Submit. To print the review, select Print.



6.2 As a Co-Worker

This section describes the process for completing a review as a co-worker. If you have

been nominated as a co-worker for an employee, you will receive a notification advising

that your participation is required.

1. Upon receiving this notification, go to Performance > Current Reviews. A screen


2. In particular, look at the section titled My participation on other Reviews. This

lists all reviews that you are required to complete. In this example, there are several

reviews that are currently due.

3. Select View for Completion to open Performance Review Details, which contains

a summary of information about the review.



NOTE

Participant types of subordinate and co-worker are

unable to see each other’s names in any part of the

performance review. The names are substituted with

‘XXXXX’.

4. Select Continue to go to the first section of the performance review, shown below.

5. Select Next to go to the next section. The following picture shows a section which

has no questions for a co-worker to answer.



6. Select View Summary or select Submit if you are on the last section, to go to the

final page of the review and you are able to see a summary of the review prior to

submitting.

You can print the review, or return to the start from the summary page, or submit

the review when it is complete.

As you can see in the previous image, the Submit button is disabled. It will remain

this way until all mandatory fields have been completed. The Summary Statistics

section tells you where you are still required to complete questions. You can select

the section name link to go directly to that section.

If you are adding text as part of the review, you can select Spell Check below a

text-box to start the spell checker and make sure that you have entered the text

correctly. Incorrectly spelt words will be identified in the text-box with a red

underline.

7. You can Submit the review when all questions have been completed.

8. As a co-worker, there is only one opportunity to submit your answers. Once

submitted you cannot change any answers. However you may still view the review

form. Select View Answers on the Performance Review Details page will open the

review form.



6.3 As a Subordinate

This section describes the process for completing a review as a subordinate. If you have

been nominated as a subordinate for an employee, you will receive a notification advising

that your participation is required.

1. Upon receiving this notification, go to Performance > Current Reviews. A screen


2. In particular, look at the section titled My participation on other Reviews. This

shows all reviews that you are required to complete. In this example, there are

several reviews that are currently due.

3. Selecting View for Completion will show the following page, which contains a

summary of information about the review.



NOTE

Participant types of subordinate and co-worker are unable to see

each other’s names in any part of the performance review. The

names are substituted with ‘XXXXX’.

4. Select Continue to go to the first section of the performance review, as shown

below.

5. Select Next to go to the next section. The following picture shows a section which

has no questions for a subordinate to answer.



6. Select View Summary or select Submit if you are on the last section, to go to the

final page of the review, where you are able to see a summary of the review prior to

submitting.

From the summary page, you can print the review or return to the start, and also

submit the review once it is completed.

As you can see in the previous screen, the Submit button is disabled. It will remain

this way until all mandatory fields have been completed. The Summary Statistics

section tells you where you are still required to complete questions. To go directly to

that section, select the section name link.

7. Once all questions have been completed, you can Submit the review.

8. As a subordinate, there is only one opportunity to submit your answers. Once

submitted you cannot change any answers. However you may still view the review

form. Select View Answers on the Performance Review Details page to open the

review form.



6.4 As a Manager

This section describes how to review your employee’s performance review and submit

your answers.

When a review is released, you are able to complete the form immediately. However, the

employee and other participants may not have submitted their answers. It is

recommended that you wait until every participant with a level lower than yours has

completed their questions on the review form if you want to see other participants’

responses.

The following steps illustrate how to complete your review, which includes checking that

certain participants have submitted their form.

1. Go to Performance > Current Reviews. A screen similar to the following will appear.

2. This page shows all current reviews which require completing, whether they are your

reviews or reviews on which you are a participant. If you are participating on reviews,

there are several buttons to choose from:

• View for Meeting: Will proceed with the performance review in exactly the same

way as View for Completion. However the names of any co-workers and

subordinates are hidden. This is useful for viewing the form in the employee’s

presence, such as in a review meeting.

• Hide All Answers: Opens the review with all participants’ answers hidden.

• View for Completion: Will proceed to the performance review, showing all

participants names and answers.



3. Select View for Completion to advance to the next step. A screen similar to the


Performance Review Details shows a summary of information regarding the review.

This page enables you to see which participants have submitted their review (looking

at Date Submitted in the table on the right). In this case, only Jessica Phillips

(Subordinate) has submitted their responses. While the review has a status of New,

you can edit the employee's Job Description. Any changes made will be saved when

you select Continue.

4. Select Continue to begin completing the form.



6.4.1 Goal Review Section Example

There are two different ways in which goals can be reviewed in ConnX Performance

Reviews. The method you see is dependent upon how the administrators have

configured the review form. An example of both methods is shown below.

6.4.1.1 Method One – Once Per Review

This method allows you to record progress notes and indicate the current progress of

the goal. This section will only occur once at the beginning of the review.

Add any notes in the Progress to Date field and set the status of the goal.

6.4.1.2 Method Two – Per Section

This method enables you to review and score the employee’s goals.

HR can configure the review form so goals of different categories are displayed on their

own section of the review. These sections may not necessarily appear at the beginning.

The below image illustrates one of these goal review sections.



As can be seen, the employee has already reviewed this goal and given a score of 4.0. In

this case, the review and score fields are mandatory, so you are required to enter a review

and supply a score.

Selecting Next will advance to the next section of the review.

6.4.1.3 View Previous Goals Answers and Scores Example

If this function has been enabled, you can view the answers you and the employee gave

to prior goal reviews. This is useful as you are able to see historical progress for a goal

and understand any previous activity and comments made during a performance review.





6.4.2 Question Review Section Example

Select your answer for each question using the answer controls on the page. Questions

that have a red asterisk are mandatory. You can advance past these questions; however,

you will not be able to submit your review until you have completed them.

The summary page of the review displays how many required questions you still must

complete.

Select Next to advance to the next section. Your answers will be saved when selecting

Next, Previous or Save Progress. Selecting Return to Start will take you to Performance

Review Details but will not save any answers on the current page.

6.4.3 Participant Has Not Answered Section Example

As can be seen in the following section, Sharon Cardwell (employee) has not yet

answered the questions. You are still able to enter your answers and select Next.



6.4.4 Employee Not Required to Answer Section Example

All the questions in the section below are manager only questions. An ‘N/A’ is used to

indicate a question is not available to a participant to answer.

6.4.5 Accepting/Rejecting Employee Answers

You may also be required to accept/reject employee answers.

The employee will have to resubmit their review until you are satisfied with their answers

and have accepted them or if they have reached the maximum number of times, a review

can be resubmitted.

It is also possible to submit comments for each question which can be viewed by the

employee.

6.4.6 Not Applicable Section Example

In the section shown below, there are no questions for the manager to respond to.



6.4.7 Positional Skills Review Section Example

This section enables you to review the Skill Level of any skills attached to the employee’s

position.

1. In the previous screenshot, the employee has updated one of their skills as part of

the review.

2. As the manager, you can change the skill level of any of the skills (including the skills

already adjusted by an employee) by using the Adjust Skill Level column to select

the correct Skill Level. Select Save to save the changes.

3. The screen will update to reflect your changes, as shown below.

4. Repeat the process for all skills that you want to update.



6.4.8 Performance Development Plan Review Section Example

This section allows you to review an employee’s Performance Development Plan (PDP)

items within the Performance Review structure.

You can review the PDP items and score them, depending on configuration options set

within the review form.

6.4.9 Creating Performance Development Plan Section Example

This section allows you to create further items on the employee’s Performance

Development Plan (PDP) from within the Performance Review structure.

This section will display all the qualifications and skills associated with the employee’s

position and its importance.

The Status column displays whether the employee has achieved the qualification or skill

(including if it is at a lower or higher level) or if it is not present on their record.

You can set a Due Date to obtain the necessary qualification and skills. After selecting a

date, select Add to Plan. This will add the selected qualifications and skills to the

employee’s PDP.



6.4.10 Creating a Goal Section Example

1. In this section, you are able to create new goals for the employee. In this example,

the employee has already created a goal. Only goals marked as Ready for

Approval are submitted for approval when the employee selects the Save Progress

button or moves to the next or previous sections of the review form.

2. Your approval is required in order for the goal to be considered ‘agreed upon’. To

approve or deny the goal, select either Approve or Deny in the column on the

right-hand side. Your approval/denial will be confirmed when you select New Line,

Previous, Next, or Submit.

3. Before selecting any of these buttons, you can add other goals for the employee.

After doing so, you can select Submit to approve/deny and create all goals at once.

4. For each new goal you want to create, enter a title, category and due date (both

title and due date are mandatory). Selecting the information icon, located in-

between the Due Date and Created By columns, will open a screen allowing you

to enter all details of the new goal.



5. Selecting Save & Close will save the goal, close the window and refresh the Create

Goals section of the review.

6. As mentioned previously in the Creating Goals for an Employee section, when you

create a new goal, the workflow can be generated allowing the employee to

agree/disagree (approve/deny) the goal. As you are the creator, your approval is

automatic.

7. Once you have approved a goal (in this case automatically), you are unable to make

any further changes for the time being. If someone else changes and then approves

the goal, you will be required to re-approve.

8. If you need to add more than five goals, you can select New Line which will refresh

the screen adding a new slot. Selecting Save Progress, Previous, Next, or Submit

will save the created goals.



6.4.11 Summary Section Example

1. Selecting View Summary will take you to the final page of the review and will enable

you to see a summary of the review prior to submitting.

2. You can print the review, return to the start of the review or go directly to any of the

sections if you want to change your answers, and also submit the review when you

are ready.

3. The Submit button will be disabled until all required fields have been completed.

The Summary Statistics show where on the review form you are still required to

complete questions. To go directly to that section, select the Section title link in the

grid.

You can Submit the review when all mandatory questions have been completed.

6.4.12 Submitting a Review Example

Selecting Submit locks your answers and takes you to the final page of the review, shown

below. If the ability to set a review meeting has been allowed, you are able to perform

the following:

• Set a meeting with the employee to discuss the review or review/change details for

an existing review meeting. This section is only visible if the setting Set a meeting



in the review is set to Yes. This setting is on the Setting Up Reviews accessed via

Performance > Administration >Setting up Reviews.

• Add outcomes and comments (useful for during or after a review meeting).

• Finalise the review (discussed next).



This page is intentionally blank.



7.0 FINALISING A REVIEW (BY MANAGERS)

This section discusses an important part of performance reviews for managers. When

each participant submits their answers, those answers are locked and cannot be changed.

However, as a manager, you are still able to add and modify Outcomes or Manager

Comments. The review is still available but as “read only”.

When a review has been finalised by a manager, the only people who have some form

of control are the Performance Review Administrators.

A performance review can be finalised at any time. However it is most appropriate to

wait until each participant has submitted their answers.

The following steps describe how to finalise a review.

1. Select Performance > Current Reviews.

2. Select the appropriate review.

3. Select the View for Completion.

4. If you want to view answers, select View Answers. As you have already submitted

your review, the Continue button will now appear as View Answers.

5. Alternatively, to go straight to the page where you can add outcomes, set a meeting

or finalise, select Go to last page.

6. Move through the review if you selected View Answers as above.

7. Add/modify any Outcomes or Manager Comments. Finalising the review prevents

any changes to these fields.

8. Select the Finalise this review checkbox and select Finalise. Select Save to confirm

the action. Depending on the settings for this performance review form, when the

form is finalised, notification may be sent to HR.

9. Finalised reviews are not listed in your Current Reviews page. A review that has

been finalised is available via the Past Reviews section of ConnX.






8.0 LOCKING A REVIEW (BY ADMINISTRATORS)

After a review has been submitted or reviewed its status can be changed to Locked by a

Performance Officer or Administrator.

Locking a review finalises an instance, and as a result, no further changes, such as

modifying question weightings or answer points, are able to be made. Locking the review

will also set the date of the next review.

To lock a review, follow the steps below.

1. Go to Performance > Officer > Review Instances.

2. There are several different filters available if you want to use them. Select the

Review Status of Submitted or Reviewed (only reviews with a status of unreleased

cannot be locked).

3. You can lock reviews by selecting the checkbox next to each instance of a review,

or by selecting the checkbox next to one instance and selecting the Apply to all

participants checkbox to lock all instances of that review.

4. You may want to set a Next Due date for this employee’s next review (optional).

5. Select Lock Selected Reviews.






9.0 ADMINISTRATION

9.1 Managing the Review Process

This section discusses the management of each instance for performance reviews. An

instance refers to the user’s copy of the review form template.

The main functionality includes adjusting next due dates, deleting inappropriate or

incorrect review instances, viewing reviews and locking review instances.

1. Go to Performance >Officer > Review Instances. A screen similar to the following

will appear.

2. Select options in the available filter fields as appropriate. The options available in

the Review Status field are discussed below:

Review Status Description

Outstanding

(Overdue)

Groups all reviews that are outstanding and have a due

date prior to today.

You can edit the due date of these reviews and also

print them.

Outstanding

(Not Overdue)

Groups all reviews that are outstanding and have a due

date greater than or equal to today.

You can edit the due date of these reviews and also

print them.

Unreleased The review has not been released to the employee by

their manager yet.

You can edit the due date of these reviews, delete them,

and also print them.



Review Status Description

New The review has been released to the employee by the

manager or the Performance Review Administrator or

Officer.


and also print them. In addition to this, you can change

the status of this review.

Rejected The manager has denied the employee's review answers,

using the Accept/Reject functionality.




Pending The employee has submitted a review with

Accept/Reject functionality, but it has not yet been

accepted or rejected by the manager.




Submitted The review has been submitted successfully.

You can print the review and also change the status of

this review.

Reviewed The review has been finalised by the manager.

You can view the review, edit the due date of these

reviews, and also print them. In addition to this, you can

change the status of this review.

Locked The review has been locked by an Performance Review

Administrator or Officer.

You can view and print the review. In addition to this,

you can change the status of this review.



3. Selecting Edit on a particular row will allow for the Date Due field to be changed,

illustrated below. To save the changes, select Update, or select Cancel to discard.

Selecting Delete will remove the instance.

NOTE

The Edit and Delete functions are only available when

the status is New or Unreleased.

You can export the contents of the grid as a spreadsheet

by selecting the Export to Excel at the bottom of the

screen.

9.1.1 Changing the Status of Reviews

The status of reviews can be changed via Review Instances. The status that you can

change a review to is dependent upon the current status of the review. The following

table explains this in detail.

Current status of the review Available statuses to change the review to

New Unreleased

Submitted New

Reviewed Submitted

Locked Submitted, Reviewed

NOTE

When changing a review from Submitted to New, you can

choose which participants on the review should have the status

of their own instance changed.



To change the status of a review:

1. Find the review(s) you want to change the status of by filtering the list of instances

using the available filter fields at the top of the screen.

2. You can modify the status of all review instances by either selecting the checkbox

next to each instance of a review or selecting the checkbox next to one instance

and selecting the Apply to all participants checkbox to change the status of all

instances of that review.

3. Select the new status for the selected reviews.

4. Select Change Status. The screen will update, and the selected review instances

will have had their status changed.



9.2 Historical Reviews

Performance Reviews move from being current to past, when the manager participant

marks the review as finalised.

9.2.1 As an Employee

As an employee, you are able to view all of your past reviews. The following steps

describe how this can be done.

1. Select Performance > Past Reviews. A screen similar to the following will appear.

2. This page automatically shows all reviews that you have participated on as an

employee.

3. Select View to open a review.

9.2.2 As a Co-Worker or Subordinate

As a co-worker or subordinate, you are able to view all of the past reviews you have

participated on. The following steps describe how this can be done.

1. Select Performance > Past Reviews. A screen similar to the following will appear.

2. This page will automatically show all reviews that you have participated on as an

employee. Change the Role filter option to show Co-worker or Subordinate as

appropriate. You can also enter the employee who the review was for.

3. Select Apply.



4. Select View to open a review.

9.2.3 As a Manager

As a manager, you are able to view any of your employee’s past reviews.

To see any of your employees’ past reviews:

Complete the same procedure for an employee, co-worker or subordinate, but set the

Role filter to Manager. This shows all Past Reviews that you have participated in as a

Manager.

Alternately,

1. Go to My Team > List Employees. A screen similar to the following will appear.

2. Select an employee from the grid.

3. Select Past Reviews under the Performance accordion heading at the right of the

screen. A screen similar to the following will appear.



4. Find the review that you want to view using the filter options at the top of the

screen.

5. Select View to open the review.

9.3 Significant Event Categories

Significant Events are events that occur that either the employee or manager wants to

record. For example, a major project completed on time, or goals met on a certain date.

Like goals, significant events can be categorised, and it is the responsibility of the

Performance Review Administrator to maintain these categories.

The following steps detail how to create, edit and delete categories for significant events.

1. Go to Performance > Administration > Categories - Event. A screen similar to the


2. Enter the category name in the Category text-box.

3. Select who can see/use this category.

Manager Only Description

No – Emp can

also see

This category can be seen and used by all types of

employees.

Yes – only

manager

Only managers can see and use this category. If a

manager creates an event of this category, employees will

be unable to view the event.

4. Select Add. A screen similar to the following will appear.



5. Select Edit adjacent to a category to change the category name and the visibility

of the event. Select Delete to remove the category from the system.



10.0 REPORTING

10.1 Extract Review Answers

Extracting Review Answers enables the Performance Review Officers and Administrators

to easily extract answers to a particular question, on a selected review, for employees.

This is an important part of performance reviews and will assist in searching reviews for

specific purposes.

This tool can be used at any stage of the review process after it has been submitted.

To use the Extract Answers page:

1. Go to Performance > Officer > Extract Review Answers. Select the filter icon, a screen


2. Select your filter options, including, department, employee, date of review, the

status of the review, which participant’s answers you want to view, the review form,

and the specific answer.

NOTE

Any combination of filter options can be selected.

Columns can be moved by dragging them to a new position.

You can export the grid to Microsoft Excel by selecting Export to

Excel.

Selecting the Detail option for the Show field displays the

Employee Code, Employee Name, Section Name, Participant,

Answer/Review Points and Goals Score Answer columns in the

grid.



10.2 ConnX Reports Manager Reports (if applicable)

There are a number of Performance Review reports contained in ConnX Reports

Manager. These reports, listed below, enable reports users to manage the performance

review process with greater ease.

ID Report Description

151 PR Bottom

Performers

List of current employees with the 20 lowest average

scores from their last review.

152 PR Manager

Average Scores

List of current employees by department showing their

average score(s) from their last review.

153 PR Manager List

Scores

List of current employees by department showing their

'raw' score(s) from their last review.

154 PR Overall Profile Employee's report from the most recent review showing

average scores, strengths and areas for improvements

and underestimated and overestimated results.

155 PR Top Performers

by Review

List of current employees with the 20 highest average

scores grouped by review form.

156 PR Top Performers

by Department

List of current employees with the 20 highest average

scores grouped by department.

157 Performance

Review 360

Degree Report

Performance Review results showing summary statistics,

highest and lowest rated questions and individual ratings

per question including comments for each participants

on an employee’s review.

158 Employee Goals

by Department

Lists all employee goals by department.

159 Employee Goals Lists all goals for employees.



ID Report Description

160 Employees

Without Goals

Lists all employees without goals.

161 Employee Goals

Status

Lists all goals regardless of status.

If you do not have access to these reports, please contact your organisation’s ConnX

Administrators.

If your organisation has not purchased this module, please contact your ConnX Support

Representative.






APPENDIX A REVIEW FORMS

A 1 REVIEW FORMS (TEMPLATES) VS. REVIEW INSTANCES

An instance of a Performance Review is an important concept relating to the way ConnX

handles reviews. This section explains the relationship between a Review Form and an

instance of a Review Form. It also details how ConnX creates such instances and knows

when to provide employees with such instances.

The Review Forms created by the Performance Review Administrators can be thought of

as templates. For example, the employees of the Administration department might

receive a different Review Form to the employees of the Operations department. This

would require the Administrators to create two Review Forms, one for Administration

and the other for Operations. These are templates consisting of the various sections,

questions and answer controls. Review Forms do not get answered. When it is time for

the employees of the Administration department to complete their reviews, ConnX

Performance Reviews creates an instance of the Administration Review Form.

The instance is a record of several pieces of information, such as:

• The Review Form, in this case the Administration Review Form.

• The employee(s) who are required to complete this review.

• The employee who this review is for.

• The status of the review (initially New or, Unreleased if the manager must release

the review to the employee).

• Various dates (date created, date reviewed, date locked).

• Scores (the score the employee received, the maximum and minimum scores).

How does ConnX know who requires an instance of a review and what review this person

should receive?

A 2 INITIATING BY SETTING THE NEXT DUE DATE

The Next Due Dates page enables dates to be set for each employee for a particular

type of review. Using the Administration department scenario, on the Next Due Dates

page, the Performance Review Administrator would select the Administration

department, selected the type of review (e.g., ‘Annual’) and set the appropriate date.



ConnX Performance Reviews would then have a record of the date each employee in the

Administration department should receive ‘Annual’ reviews.

ConnX Performance Reviews, now aware that a particular type of a review must be sent

to a certain employee on a certain date, must then determine which review form must

be sent. The system may contain (for example) five different reviews with a type of

‘Annual’.

A 1.1 Assigning Departments to Forms

The Review Form Departments & Participants page enables a link to be established

between the employees and the review form they should receive. This page allows a

particular review form to be assigned to every employee in a department (and sub

departments if desired) or to a single employee. In the administration department

scenario, the Performance Review Administrator would select the Administration Review

Form and assign it to the Administration department.

A 2 DETERMINING WHICH FORM TO CREATE AND WHEN

ConnX Performance Reviews now has knowledge of employees who have been assigned

particular review forms. So, how does the system combine all this information to send

the correct review form to the correct employee on the correct date?

Via the Automated Process Scheduler, the system periodically checks each of these

stored dates to determine if the Days to Complete property of the matching review type

coincides with (or is earlier than) today. For example, if employees were given 10 days to

complete an ‘Annual’ review, the system would check if today’s date was 10 days before

the due date recorded for each employee. If so, ConnX then looks at the information

stored from the Review Form Departments & Participants page. For each

department/employee that has been assigned a review form, if the type matches (in this

case, ‘Annual’) then this employee or the employees in this department will be issued

with this review form today.

An instance of the review form is then created for this employee, which is a record of a

variety of information, as described above. The participants’ information, also stored from

the Review Form Departments & Participants page, is referenced in order to determine

who else requires an instance of this review form. Messages are then sent to the

appropriate users who are informed they have a new review to complete.



Review type is recorded on the review form (template) and on the Next Due Dates screen for

the employee.The type contains the number

of Days to Complete.

Review Forms are assigned to departments (and/or individual employees).

The form is categorised by

type.

Next Due Dates hold the date for each review type for each

employee.

ConnX determines reviews are due and creates the review

instance.






APPENDIX B AMENDING AND RE-RELEASING

This section will outline steps that can be used to assist Performance Review

Administrators in the ongoing releases of ConnX Performance Reviews.

B 1 CREATE NEW TYPE OF REVIEW

1. Open Review Types via Performance Reviews > Administration > Review Types.

2. Enter a New Type into the required field (recommended that you include the year

or a date in the New Type as this will make searching for the review easier).

3. Enter Frequency of 0 unless you want for the review to be automatically

redistributed after a given period of time has elapsed.

4. Enter the number of Days to Complete the given review. If the Days to Complete

is different depending on the Department or Position, then you need to create

multiple Types (e.g., Sales 2013, Manager 2013).

B 2 DUPLICATE PREVIOUS YEARS REVIEWS

Rather than going through and having to rewrite all the reviews, ConnX allows the user

to simply duplicate past reviews.

To do so:

1. Open Review Forms via Performance > Administration > Review Forms.

2. Select the desired review to be duplicated from the drop-down list at the top of the

screen.



3. Select Duplicate Review.

4. Enter the name of the new review when the following prompt is shown.



5. When you have entered the name of the new review, it is available in the drop-

down list at the top of the screen. Select the new review.

6. You need to select the duplicated Appraisal, and change the type to the current

year’s type.

7. Finally, select Update Review at the bottom of the screen.

8. Make sure that the newly duplicated review is linked to the newly created Review

Type.



B 3 TO AMEND THE REVIEW SECTION, QUESTIONS AND ANSWERS

1. To make changes to a section or question, simply select the section/question to be

changed and make the changes on the right-side of the screen.

NOTE

Remember to select the Update button when you have finished, and

that Answers are universal (i.e. If you delete an answer in one Review,

it is not available on the other Reviews).



B 4 UPDATE THE DEPARTMENTS AND PARTICIPANTS PAGE

1. Print the previous year’s Department and Participants page.

2. Re-enter the Departments and Participants using the amended previous years data

as a reference

NOTE

Participant Level will go by how it is set up on this page, regardless of

the Organisational Structure. The Organisational Structure will be used

to determine who Manager 1, Manager 2, etc. are in relation to the

employee being appraised. A Manager, according to the

Organisational Structure, will be required to release the Review.

B 5 NEXT DUE DATES

1. Creating Next Due Dates enables the release date at the same time (Due Date –

Days to Complete).

NOTE: If due dates are created for employees that aren’t required to complete a

Review, the following message is sent to their manager each day: “Cannot

Determine Review to be sent to this Employee”. If this occurs, simply delete the Due

Date for that employee.

2. Once the Due Dates have been entered, a calculation for the following is displayed:

a. Creation Date

b. Due Date

c. Count of the number of employees this will apply to.

3. Check if the dates are correct then select the Save Next Duet Date to set the Due

Date.

4. Then select the Create Review Instances Now button.

5. They are now released to the employee for completion, or otherwise to the

Manager to release them, depending on the Review Form setting.



B 6 REVIEW INSTANCES

1. Review Instances and their progress can be monitored through this page.

2. Past Reviews can also be viewed here, if you want to see how things were done in

a previous year.



APPENDIX C EXAMPLES OF REVIEWING GOALS IN

THE PERFORMANCE REVIEW

The performance review process is a good chance to evaluate goals for employees.

Therefore, ConnX allows Review Participants to review their goals. The review can be

done either on a per category basis or all goals at once.

There are two different ways to review goals in ConnX Performance Reviews. The

available method is dependent upon how HR has configured the review form. An

example of both methods is shown below.

C 1 ONCE PER REVIEW

This method allows you to record progress notes and indicate the current progress of

the goal. This section only occurs once at the beginning of the review.

Participant add any notes in the Progress to Date field and set the status of the goal.



C 2 PER SECTION

This method allows you to review and score the employee’s goals.

HR can configure the review form so goals of different categories are displayed on their

own section of the review. These sections may not necessarily appear in the beginning

of the review.

The following image illustrates one of these goal review sections.

As can be seen, the employee (Bob Barker) has reviewed his goal and given a score of

4.0. In this case, the review and score fields are mandatory, so you are required to enter

a review and supply a score.

Select the Next button to go to the next section of the review.



C 3 VIEW PREVIOUS GOALS ANSWERS AND SCORES EXAMPLE

If this function has been enabled on your review, Managers are able to review responses

for goals that were provided on prior reviews. This will improve accountability and

consistency in your reviewing standards.



APPENDIX D IDENTIFYING TRAINING NEEDS

THROUGH THE REVIEW PROCESS

This section will assist HR Administrators in using ConnX Performance Reviews to identify

training needs through ConnX Review Forms.

A 3 POSITIONAL SKILLS REVIEW SECTION EXAMPLE

As part of the review process the user wants to identify employees that do not meet their

positional requirements. Using the Positional Skill Review tool on the Performance Review

form, the user can easily identify these employees.

This section allows users to review the Skill Level of any skills attached to the employee’s

position.

In the above screen, the employee has updated some of his skills as part of his review.

As a manager, you can change the skill level of any of the skills (including the skills already

adjusted by the employee) by using the Adjust Skill Level column to select the correct

Skill Level. Then click the corresponding Change Level button.

The screen will update to reflect your changes.

When you have finished updating your Skill Levels, press the Next button to continue the

review.



A 4 PERFORMANCE DEVELOPMENT PLAN REVIEW SECTION EXAMPLE

This section allows you to review an employee’s Performance Development Plan (PDP)

items within the Performance Review structure.

Participants can Review the PDP items and Score them as well, depending on

configuration options set within ConnX Performance Reviews on the Review Form.

When you have finished reviewing your PDP items, press the Next button to continue the

review.

A 5 CREATE PERFORMANCE DEVELOPMENT PLAN SECTION EXAMPLE

This section allows you to create further items on the employee’s Performance

Development Plan (PDP) from within the Performance Review structure.

The Status column displays whether the employee has achieved the qualification or skill

(including if it is at a lower or higher level) or if it is not present on their record.

In this example Mike Evans has four items on his performance development plan that are

not present on his employee record. Mike is able to set a due date and select the Add

to Plan button to add these to his Performance Development Plan.

Documents

PERFORMANCE REVIEWS IMPLEMENTATION MANUAL · ConnX Performance Reviews would then have a record of the date each employee in the Administration department should receive ‘Annual’