⚠️On the platform, only users with an Administrator profile are allowed to make changes to records.
The Performance Evaluation is an essential tool for monitoring the progress of employees and achieving important goals in companies. Over time, it has become more strategic and analytical, being fundamental for decisions such as promotions, development and even dismissals.
Step by step
To be able to edit the advanced settings of your performance evaluation, you must click on 'Performance', in the left side menu, then click on 'Manage reviews'.
Select which evaluation you want to edit and click on the three dots on the side and then on 'Edit'.
With your performance evaluation open, click on the '4 | Settings' tab, scroll down until you find the 'Advanced settings' option and click on it to expand and view all possibilities.
Impact of advanced settings on performance evaluation:
Each advanced performance evaluation setting has an impact on your process. Below, we list all the possibilities to help you identify which advanced settings you will use, and which ones do not make sense for your performance evaluation.
1. Final result
These settings directly impact the final result of the performance evaluation, which is the same as that delivered to managers and employees.
1.1. Display comments and feedback by criterion:
Description: when enabled, the final result of the performance evaluation will show the comments (feedback) for all the evaluated criteria, only for the selected profiles (for employees, managers and/or other evaluators).
1.2. Display evaluator identification for administrators:
Description: when enabled, it will display the identity (name) of the evaluators in the situations of feedback comments and/or grades, in the final results of the performance evaluation. This way, the people who are Administrators in Feedz will know who applied a specific grade or comment.
2. Participants
These settings directly impact the evaluation participants (person being evaluated/collaborator).
2.1. Limit access to only the final grade they received:
Description: when enabled, this does not provide participants with access to detailed grades. In other words, instead of the people being evaluated receiving the grade from each evaluator, they will only receive the final grade for each criterion.
2.2. Hide criteria in the final result:
Description: when enabled, this hides all criteria for the selected axes (X and/or Y), in the respective boxes, in the final result of the performance evaluation. Therefore, the person being evaluated will only receive the grades in their final result, without the corresponding nomenclature.
2.3. Display the names of other evaluators on the self-evaluation page:
Description: when enabled, this will show in the self-evaluation of the person being evaluated who the other people are who will evaluate them, in addition to themselves, i.e. Leaders, Peers, etc.
⚠️ This setting does not apply these details to the final result and the display of grades given, it is restricted only to the self-assessment page.
3. Managers | Managers in this assessment
These settings directly impact the usability and powers of a manager in a specific performance assessment.
3.1. Allow the final result to be delivered to participants:
Description: when active, allows the final result to be delivered by the person managing the cycle, and not only by platform administrators.
3.2. Allow the participant criteria to be calibrated:
Description: when active, allows the people managing the cycle to calibrate the scores of those being evaluated. In the result of the person being evaluated, there will be a button where it will be possible to calibrate this score up or down.
3.3. Also display direct and indirect subordinates, in addition to the subordinates of this assessment:
Description: when active, allows the people managing the cycle to see the results of people who are under their leadership outside the assessment cycle and also people who are under the leadership of their subordinates.
3.4. Show other evaluators of the participants:
Description: when enabled, allows viewing of the identification of the other evaluators in the cycle. In other words, when the person managing the cycle evaluates a person they are leading, it will show who else will evaluate them.
⚠️ This setting does not apply these details to the final result or to the display of the grades given; it is restricted to the evaluation page of the person managing the cycle.
3.5. Allow access to the 9box report:
Description: when enabled, viewing the 9box will be available to people who played the role of managing evaluator in the cycle. Each managing evaluator will only have access to the 9box of the people evaluated, and not of the entire company.
⚠️ If the "Allow access to the data of your indirect subordinates" feature is enabled, all indirect subordinates will appear in the 9box, along with the direct subordinates.
4. Managers | Indirect managers
These settings directly impact the usability and powers of an indirect manager in a specific performance evaluation.
⚠️ This option is only available in evaluations of companies that follow the platform management model by the employee's direct manager, instead of the managed department.
4.1. Allow access to data from your indirect subordinates:
Description: when enabled, allows the person managing the cycle to also have access to the results of the subordinates of the people under their leadership.
Example: with this setting enabled, Paulo, as Maria's manager, will be able to access the data of Maria (his direct subordinate) and Pedro (Paulo's indirect subordinate, since Maria is his manager). This allows Paulo to have a complete view of his team's performance, including both direct and indirect evaluations.
5. Weights and criteria
These settings directly impact the calculation of grades.
5.1. Replace the result criteria with the results obtained in the objectives/goals defined in Feedz:
Description: this setting links the objectives (from the objectives module) of each employee, on the horizontal result axis in 9Box. It is possible to consider public and/or private objectives, according to what is selected in the configuration box.
⚠️ It is important that the person is the owner/responsible or contributor to an objective, the period of the objective must be the same period to be evaluated in the performance evaluation.
5.2. Automatically distribute the weights between the types of evaluation while any of them are pending response:
Description: when the option is enabled, the system will automatically distribute the evaluation weight if any evaluator fails to respond.
Example: imagine that you are about to perform an evaluation, with the evaluation of the manager worth 50% and the self-evaluation also worth 50%. If, for some reason, the self-assessment is not completed, with the setting enabled, the 50% weight that would be assigned to the self-assessment will be automatically redistributed to the assessment of the manager. This will make the assessment of the manager worth 100%, ensuring that the assessment is not affected by the absence of one of the parties.
5.3. Automatically distribute the weights between types of Other Evaluators while any of them are pending a response:
Description: when the option is enabled, the system will automatically distribute the weight of the assessment if any other evaluator (Lead, Peer or Internal Customer) fails to respond.
Example: suppose you are conducting an assessment and have defined that the weights for the Lead, Peer and Internal Customer assessments are, respectively, 30%, 30% and 40%. If the Lead evaluator has not yet completed his/her evaluation, with the option enabled, the 30% weight of the Lead evaluation will be redistributed equally between the Peer and Internal Client evaluations. Thus, the Peer evaluation will have 45% weight, and the Internal Client evaluation, 55%. This ensures that incomplete evaluations do not compromise the distribution of weights, maintaining equity in the overall evaluation.
6. Calibration committee
This setting impacts the calibration committee.
6.1. Allow the facilitator to access the results screen of the evaluated individuals, linked to the committees in which he/she plays this role.
Description: The facilitator's access to the results screen follows the settings defined for the manager. The "Schedule 1:1", "Create IDP", "Deliver result" and "Calibrate" buttons are hidden for the facilitator.
Example: the facilitator designated by the calibration committee will have access to the results of the person being assessed, where they will be able to view the graphs and answers, and the notes with the possibility of editing.