Performance Score is a single normalized numeric value (0-100) that represents an employee's overall performance rating.
Weighted scoring allows for different weights to be applied to competencies to express their varying impact on an overall performance assessment.
How the Performance score is calculated
For now it is possible to apply Performance Score to Managers review type with competence questions. You can apply various weights to each competency to reflect their importance for overall performance assessment of participants selected for a review.
Note that the sum of the weights for all competencies must be 100. For example: if we evaluate three different competencies and assign the first one a weight of 50% and the second one a weight of 30%, then the last competency must have a weight of 20%.
Formula description
Performance Score is based on each competency’s rating.
Rating is an average score of values assigned by the manager when submitting the review.
Scale normalisation: competencies may have a different rating. The scale in fact is how many options/values/points the participants may get per question. The scale affects the rating. Obtaining 1 on a 3-point scale and a 7-point scale will have a different normalisation outcome and therefore the final performance score will be different. Therefore the normalized decimal score for a competence is calculated by the following formula:
Participants competence rating / Scale (number of values in the scale) = Decimal score
Competency weighted score: the weighted score for each competency is calculated by multiplying the normalized score by the weight assigned to the respective competency:
Competency normalized decimal score * Weight = Competency weight score for the competency
Calculating the overall Performance Score: the partial weighted scores for each competency are summed up to give the final Performance score.
Performance score = competency weight for the first competency + competency weight for the second competence + competency weight for the third competence, etc.
An example of calculation
Imagine we have an employee named Sarah, and we're evaluating her performance in two competencies: Communication and Problem Solving.
Gather ratings:
Communication - average rating = 3.25 (As for this competency we have four competency questions rated: 5, 2, 5, 1)
Problem Solving - average raging = 4 (For this competency we have two competency questions rated: 4, 4)
2. Normalized score:
Communication - 0.7 (3.25 / 5 -> five-point rating scale)
Problem solving - 0.8 (4 / 5 -> five-point rating scale)
3. Applying weights to get weighted scores
Communication - 56 (weight = 80%, 0.7 * 80)
Problem solving - 16 (weight = 20%, 0.8 * 20)
4. Total Performance Score:
72 (56 + 16)
So, Sarah's overall Performance Score is 72 out of 100. This score reflects her performance in these two competencies, taking into account their importance. Higher scores indicate better performance. This way, you can compare employees' overall performance more easily.
Assigning competency weights:
In review creation process there is a new step (tab) - Performance score (Scoring). The Performance score is an optional metric that can be enabled during the review cycle creation process. It is available for Manager-type reviews that include questions related to at least two competencies.
When it's turned on, user can see all competencies found in the selected question template with weights distributed equally by default.
Users can assign their own weights to competencies found in a selected question template during the review cycle creation process.
Here are the key aspects:
Competency weights can be adjusted by users during the review creation process.
Weights must add up to 100%.
If weights do not sum up to 100%, users cannot save and publish the review, but they can save it as a draft. For example, if you use only two competencies for the rewiev, every competency should weigh 50%.
Weights can be edited until the first review is submitted, after which they become locked.
Users can assign a weight of 0%, indicating that the competency's rating will not be factored into the performance score calculation.
Displaying Performance score results:
To make the Performance score accessible and understandable, a Performance score widget is introduced. The previous result is displayed in the widget that makes it easy to compare the employee's performance with past review.
⚠️ Please note that the Performance score widget is intentionally not interactive for Participants' views. The Performance score becomes visible to Hr managers and direct managers once participants submit their review answers.
This widget displays the Performance score value, and when clicked, it provides a sidebar with a list of competencies, their weights, and ratings, explaining how the score is calculated.
Viewing review results:
Managers' View: Managers can easily access the Performance score widget by going to the "Me" tab, selecting "Reviews," and then navigating to the "Write Review" tab.
⚠️ The Performance score becomes visible to Managers once participants submit their review answers.
HR Managers and employees with the access to manage reviews: HR managers and employees with access to manage performance reviews can view the results in Performance tab > Reviews > Competencies. Hr manager can sort the score to see, for example, employees with the lowest or highest score.
⚠️ The Performance score becomes visible to Hr managers once participants submit their review answers.
Employees' View: Once the results of a review are shared with an employee, they receive a notification. By clicking on this notification, employees can directly access their review results. Alternatively, they can go to the "Me" tab, choose "Reviews," and select "Results overview" to view their results.
⚠️ Participants themselves can view the Performance score when the review results are shared with them. Scoring weights are intentionally hidden from participants to prevent bias.
FAQ
Question: What is the visibility of scoring weights during the review process?
Answer: Scoring weights are intentionally hidden from participants to prevent bias. However, managers can view these weights when reviewing results.
Question: Can scoring weights be edited during a review cycle, and if so, when is the deadline for editing?
Answer: Yes, scoring weights can be edited during a review cycle. However, once the first review in the cycle is submitted, editing weights is no longer possible. The review cycle will be locked.
Question: What if a participant has only 1 competence left?
Answer: The performance score will be calculated using this one competence.
Question: What if a participant has no competencies?
Answer: In the rare case that a participant has no competencies assigned, we will display a warning indicating that some participants fall into this category. Furthermore, we will inform that a score cannot be calculated for them. In the results section, specifically within the performance widget, we will replace the score value with "NA" (meaning "not available").