Evaluation & Performance Module Overview

What is this page about?

This page introduces the Evaluation Module within the GFoundry platform, designed to streamline performance management and assessments in an organization.

The module offers three core functionalities:

Performance Tracking: Provides tools for setting goals and monitoring progress.
Collaboration: Facilitates interactions between managers and employees for criteria definition, evaluations, and feedback sharing.
Talent Identification: Helps pinpoint high-potential employees and assists in succession planning.

The module aims to boost performance, foster employee development, and align individual goals with organizational objectives.

It supports the evaluation of both goals and skills, and enables the creation of multiple assessment models to measure employee performance:

Self-assessment

Top-Down Evaluation

360º Evaluation

Goal Evaluation

On this page you can:

GFoundry simplifies talent management for your organization.

Easily monitor employee performance, assess their potential, and predict attrition risks. Make informed decisions faster.

Our Dashboard offers a snapshot of key metrics, including evaluation cycles and overall user performance.

You can easily verify the status of the cycles as well as export reports in this page:

Evaluation cycles

Evaluation cycles refer to specific periods or timeframes during which performance evaluations and assessments take place.

These cycles define the duration and frequency of evaluating employee performance within the platform.

How can I create a new Evaluation Cycle?

To create a new evaluation cycle go to the Evaluation Cycle page then you just have to press the "New Cycle" button:

You will then have several fields to fill in:

Name: We recommend something simple like "2023 Evaluation")
Description: Describe what this evaluation is about)
Cycle Start/End Date: The start and end date of the period the evaluation refers to
Start/End Date: The dates interval in which the users will be able to fill the evaluation form
Evaluations Weight: Is the percentage of importance given in the evaluation between Smart Goals and skills
Has eligibility items? An additional evaluation of eligibility through true/false questions. This feature does not directly impact the evaluation itself but serves as a mean for organisations to control eligibility criteria, especially for accessing rewards or benefits.
Ask for text justification when the highest score is selected? If this item is selected the employee and his/her manager are required to enter a text justification when choosing the highest score.
Ask for text justification when the lowest score is selected? If this item is selected the employee and his/her manager are required to enter a text justification when choosing the lowest score.
Show users self evaluation to managers? If this option is on, employee can only start being evaluated by the manager when their self-assessment is complete.
If this option is off, managers can evaluate the employee immediately.
Is this a 360º evaluation? 360º Degree evaluation is a form of feedback about an employee's performance from many different people within the company. Feedback is gathered from multiple perspectives, based on the relationship between the parties. Feedback can be given from subordinates, peers, supervisors and oneself.

Performance & Potencial Dashboard

After creating you new cycle you will be redirected to the cycle page were you will find a dashboard with the current data about the evaluation:

(IDP stands for Individual Development Plan.)

You can also apply filters in the dashboard and export data directly from this page. It's important to know that information in this exported reports is influenced by the filters used in the Dashboard.

Can I import in bulk IDP’s and Goals?

Yes! Under Actions you will be able to edit the evaluation, import cycle IDPs and cycle goals as well as future IDPs and future goals.

To simplify this procedure we provide templates for each one available by clicking in the "Download Template" buttons.

Here you an also see the users, their current status and even access their evaluation details.

To create a new evaluation for a user, just select the "Actions" option and click "New evaluation", as soon as the cycle is open the user will be able to fill their self-evaluation and submit to the manager.

It's important to know that, for the creation of a new evaluation, that the user has to have a manager and a career configured. If any of this are missing you won't be able to create the evaluation.

How can I get an user Evaluation details?

For that you can choose a user under Actions select details. This option will bring you the a overview of the user evaluation.

There will be data regarding the Managers Evaluation, the Next Cycle Goals definition progress and the next cycles IPDs definition progress.

On the right side you will also have a detailed view of the evaluation status.

Under this detailed view you will have the actions menu.

This is also a dynamic menu, meaning that the options presented adapt in relation to the status of the evaluation.

For exemple the "Add delegation" option will only be available as long as the current evaluation status is "Manager Evaluation".

Preview - Lets you preview the evaluation.

Add delegation - Lets you delegate the evaluation to a different manager (This is particularly useful if the current manager isn't available).

Update Job Category - Lets you change the user Career and Job Category (Available Career and Job Categories are created in the "Career settings" page).

Sync Evaluation - Syncing the evaluation is used to update and refresh the evaluation in case of changes to the evaluation structure. For example if a user changes his manager.

Future Preparation (Goals & IDP’s)

Under the future preparation tab you will be able to see the current pending, approved and canceled Goals and Cycles IDPs (To select the IDP's press the "Next Cycle IDP'S" on the top right) as well as edit them.

Future Goals are defined by the user and approved by the manager but are only evaluated in the new cycle of evaluation.

In the Status Dashboard on the bottom right you will be able to see the total number of eligible goals, team goals and individual goals related to the user.

In the Actions section you will also be able to create new Future Goals and IDPs or import a file with them.

Cycle Goals

Under the tab Cycle goals you will be able to view the users Goals their current status, the type of goal, the progress and also edit the goals.

In the Actions menu, you can add new goals and import or export a file with with cycle goals.

Cycle IDP’s

Under the tab Cycle IDP'S you will be able to view the users IDPs their current status, the type of IDP, the progress and also edit the IDP.

In the Actions menu, you can add new IDPs and/or import a file with with cycle IDPs.

The PDIs are divided by 3 types (10, 20 and 70):

10 - IDP based on individual learning based on day to day experience on the workplace.

20 - IDP based on social learning focused on observation, interaction and feedback.

70 - IDP based on formal learning focused on courses, conferences, workshops, certifications, readings

How to Set Up a 360-Degree Evaluation?

When creating a new cycle you can chose a 360º Evaluation.

To initiate a 360-degree evaluation, start by creating a new evaluation cycle.

This type of evaluation collects feedback on an employee's performance from various individuals within the organization, including subordinates, peers, and supervisors, as well as self-assessment.

Once you've selected the 360-degree evaluation option, you'll need to specify the weight of peer feedback in the final evaluation score.

To select the peers that will participate in the evaluation you need to navigate to the "Evaluation cycle" page, chose the cycle and under the option "Action" in the respective user you can select the option "Manage Peers".

The user being evaluated will not have access to this information, he or she will only be able to see the final result.

The Talent Dashboard

The Talent Dashboard is designed to help managers effectively oversee both the performance and career development of their team members.

With a personalized, streamlined view, managers can easily assess an employee's potential within the organization.

Managers can use various filtering options to analyze data based on specific criteria. These filters are powerful tools for zeroing in on key performance indicators or other variables that matter to the team.

Additionally, the dashboard allows for quick data export in the .xlsx format, making it convenient for further analysis or reporting.

By centralizing all these functionalities, the Talent Dashboard enables managers to make well-informed decisions, thus enhancing both individual and team success.

To simplify data analysis, our system displays key metrics in easy-to-read graphs. Managers can quickly gain insights from these visual summaries.

For instance, one such graph shows the total number of users a manager oversees, the percentage of users still awaiting evaluations, and the current status of those evaluations:

User Potential grid Overview

The User Potential Grid offers managers a visual tool to evaluate their team's potential in an interactive way. In this grid, clicking on specific categories reveals key metrics about team members.

For instance - in this example - clicking on the "Future Leaders" category directs the manager to a list of 45 employees identified as high-potential and high-performing:

The 9-Box Grid

The 9-Box Grid is a tool designed to evaluate team members by mapping their performance and potential on a matrix.

This visual representation categorizes individuals into different areas, providing a quick overview of their current abilities and future promise.

By using this grid, managers can efficiently allocate resources, identify high-potential team members, and align current performance with future expectations:

Detailed view of an employee

By clicking in a specific user inside the grid you will be able to see the user summary, here you can have a more detailed view of the users current status.

Some of the types of information displayed in this summary are:

Managers Evaluation
Users Exit Risk
Users Team
Approved Smart Goals
User Expectation
User Archetype
Others

Components Average Grades Graph

Besides the graphs we've already discussed, we offer the "Average Grades for Team Goals and Skills Graph."

This graph gives you a straightforward snapshot of your team's performance. It shows the average grades for both team goals and skill levels, helping you quickly assess how well your team is meeting objectives and excelling in their skills:

Skills Average Grades Graph Overview

This graph gives you a clear overview of your team's average performance in various skill categories, including task management, team leadership, and more.

By examining this data, you can easily identify your team's strengths and areas for improvement.

This insight allows you to make well-informed choices about training and skill development:

Percentage of Users by Archetype Graph

This graph displays the proportion of team members in various archetype categories.

It helps you understand your team's personality diversity and enables you to manage them more effectively.

Archetypes. What is an Archetype?

With the result of the competency assessment, each employee can receive feedback and internal positioning based on an archetype.

The archetype is a behavioral profile that reflects an employee's strongest competencies, as determined by annual assessments.

These profiles are tailored to each client's specific competency model and aim to facilitate personal development.

Each archetype contains:

* An image

* Motto

* Description

* Characteristics

* Points to consider

* Development tips

They provide employees with a comprehensive view of their strengths and suggest targeted development tips for improvement.

Each year, employees can access their updated archetype following their performance evaluation. This profile may change or stay the same, depending on the employee's progress in various competencies.

To establish these archetypes, it's essential for the client and the integrator to collaborate.

This ensures that the archetype algorithm is well-aligned with the company's specific needs and realities.

Here is an example of an archetype with the name "Navigator":