Predefined Performance Management Process

For the appraisal process, you can implement a predefined, clearly structured process in which the majority of the required settings are already found in the standard system. The role executing the application, such as manager or employee, is taken to the initial screen of the SAP Web application intended for that role.

Prerequisites

For the settings not yet made, choose Start of the navigation path Personnel Management Next navigation step Personnel Development Objective Setting and Appraisals Settings for Predefined Performance Management Process End of the navigation path in Customizing.

If you would like to use the compensation display for team calibration, you must have the Enterprise Compensation Management application component live in your system and have made all the Customizing settings. You must have defined either guidelines or eligibilities that are based on the appraisal templates. To do so, in Customizing choose Start of the navigation path Personnel Management Next navigation step Compensation Management End of the navigation path ).

To execute the process, perform the following steps:

Start the transaction Maintain Services SICF.
Choose Execute (F8).
Open the following: /default_host/sap/public/BusinessSuite/TM and the subordinate folder: FlashIslands, Icons, Icons_rtl .
The following structure is opened: Business Suite, Talent Management and the subordinate folder:
Select the item.
Choose Service/Host Activate .

Process

The process comprises the following phases:

Preparation
The administrator performs the following preparatory steps before the actual process begins:
- Create appraisal template
  Since an appraisal template forms the basis of an appraisal document, one appraisal template must be created first in order to use an appraisal document in the predefined Performance Management process. In Customizing for the appraisal template, administrators can edit the criteria groups provided by SAP (examples: Individual Goals, Competency and Development Goals, Team Goals, Corporate Goals, Core Values):
  - Delete
  - Rename
  - Change order
  Administrators can also do the following with customer-specific criteria groups:
  - Add
  - Delete
  - Rename
  - Change order
  Note
  These functions are permitted in the appraisal template as long as the actual appraisal process has not yet begun and no appraisal documents are based on the appraisal template.
  
  End of the note.
  
  In Customizing, administrators can translate the texts required for the template into one or more target languages to make the template available to managers or employees in the desired language. Administrators can also correct and translate template texts after the predefined Performance Management process has already begun.
- Determine time schedule for individual process steps and (if required) determine goal distribution (in percent) for overall appraisal
  In the predefined Performance Management process, you assign one appraisal template, meaning that during the process only those appraisal documents corresponding to the assigned appraisal template are displayed.
  
  The individual steps in a predefined Performance Management process are each role based (manager, employee) and need a name, description, start date, and end date to monitor the timeframe of the individual steps.

Planning
The following steps are performed:
- Talent management specialist: Create corporate goals and core values, cascade them to relevant groups of people
- Manager: Create team goals and cascade them to relevant employees
- Manager and employee: Employees create their individual goals and discuss them with the manager.
- Manager and employee: Complete planning and then approve goals

Note Note

The appraisal document is generated for the employee as follows:

When the manager schedules a meeting with the employee, the system generates the appraisal document (the symbol for the appraisal document is displayed).

When task for scheduling meetings with the employee is not available to the manager, the system generates the appraisal document for the employee automatically (the symbol for the appraisal document is displayed).

End of the note.

Review
If there is a Review phase, the steps are as follows:
- Manager and employee: Check employee goals
  During the review phase, the employee's individual goals are discussed, reviewed, and, if necessary, updated.
- Manager and employee: Complete review and then approve goals

Appraisal
The following steps are performed:
- Employee: Perform self-assessment for defined goals
  Employees assess the extent to which they have fulfilled their individual goals.
- Manager: Appraise employees
  In the appraisal phase, performance, such as that of the employee, is assessed and rated.
- Manager: Calibrate team assessment
  Managers can perform a calibration to compare the performance of employees in their teams and classify the employees accordingly. This is done by dragging and dropping employees into the desired position.
- Manager: Complete appraisal
- Mitarbeiter: Approve appraisal

The following is available to the executing role:

Manager

Employee

Recommendation

If you want to create team goals for the process or corporate goals and core values for the employee, use the SAP Web application Creation and Cascading of Team Goals or Creation and Cascading of Corporate Goals and Core Values. The relevant iView is available to assist you.

End of the recommendation.

More Information

The required iViews are active in the standard system for the predefined Performance Management process. Dazu gehören für die Portalrolle:

Manager
iView: Performance Management (com.sap.pct.erp.mss.14.performance_management)

Employee
iView: Appraisal Document (com.sap.pct.erp.ess.14.documents_ee_pmp)