| Term | Definition |
| User Management | |
| Employees | An “employee” is someone who works within the company structure and will need performance reviews created for them, but is not necessarily a user. |
| Power User | A Power User has the highest level of access to all companies and functionality within the system. The system administrator is set up with this role. This role has access to every feature and module, including access to all employee data, the set-up, and maintenance of review templates, review periods, and other features. |
| Supervisor | This role has subordinates reporting to their position and may be identified as a manager or team lead among other titles in the Org. |
| Communication Email | The email address that will be used for all future communications for this user. |
| Configuration Components | |
| Code | A unique number must be given to every job title entered into the system. |
| Competencies | Contained within the system, there is a list of standard competencies from industry best practices. These standards cannot be edited or changed, but you can view their factors to determine whether the competency is applicable. |
| Competency Factors | These are the abilities needed to perform the tasks in a role or job. For each competency, there will be a set of competency factors. |
| Review Template | The review template will provide specific details that govern what the final review form will look like. One can set up as many review templates as needed for each company. |
| Rating | Ratings will define how the rating system is set up for a review template (e.g. 1-4, 1-5, etc.) |
| Weighting | Weightings will identify how weight is distributed among the sections of a review. One or more of those sections must be on the review template in order to set weightings here. Total weightings must equal 100%. |
| Performance Groups | Groups enable the system administrator to group employees together so that one can easily assign a specific review template to all employees belonging to the group. |
| Review Section Properties | |
| Current Goals | Employee’s goals that have end dates falling within the review period beginning and end date. |
| Future Goals | Employee’s goals that have end dates falling after the review period end date. |
| Development Plan | The Development Plan section will, at review time, display selected coaching ideas based on choices made when rating performance competencies. |
| Summary | Reviewers can enter free-form text information on the review form to summarize the overall rating. |
| Employee Post-Review Feedback | This section, when included on a review, is only editable by the employee at the end of the review process (Employee Self-Review option must be in used in order to edit online). |
| Review Period Management | |
| Review Period | The period of time over which employees will be reviewed. |
| On-demand reviews | A “real-time” review that can be created at any time for employees for which the logged-in user is a supervisor (appraiser). |
| Anniversary Review | A review period that is automatically kicked off for each employee based on hiring date. The review dates for an anniversary review are the employee’s hire date to the day prior to the employee’s hire date of each year. |
| Custom Review | A review period in which the system administrator chooses the dates of the review period. |
| Review Cycle Workflow | The type of workflow chosen to execute the review (e.g. employee self-review). For example, if your organization does not have the Employee Self-Review option, your review cycles will not include the employee in the process. |
| Review cycle start and end date | When the review cycle starts in relation to the review period. The review cycle triggers when reviews start and completion notifications should be issued. |
| Kick-off (a review cycle) | Start or launch a review cycle process. |
| Appraiser | A supervisor or manager that will complete the employee’s review. This is defined as the employee’s assigned supervisor. |
| Endorser | A 2nd level reviewer after the supervisor. This is defined as the employee’s assigned supervisor’s assigned supervisor. |
Performance Management glossary of terms
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