Administrators or HRs can access not only reviews they participate in (from the Me > Review tab) but can manage all reviews within the company if they have the following permissions:
Access to performance reviews
Create review cycles
Manage all review cycles
If the Manage all review cycles option is not selected for the user, they can only see reviews created by themselves.
Reviews tab
To access all reviews, you must navigate to Performance > Reviews. All reviews are divided into Active and drafting, Scheduled and Finished.
You can only change the name for active reviews, some settings for reviewers and deadlines for peer selection, review submission and cycle finish. However, for Scheduled cycles, all parameters are editable. To do it, click the 3 dots next to the required review and select Edit. In this menu, it is also possible to copy or delete a review.
In the Review tab, only general progress is displayed. You can click the required review for detailed statistics.
Overview section
In this section, you can get detailed statistics on the number of reviews submitted by each party compared to the expected number.
The Review Participants section provides a list of employees under review, their reviewers and their progress during the review. By clicking +Add participants, new users can be added to the review if they join the company or team after the review cycle has started.
🪄 If the review cycle progress is at a standstill, you can send a reminder to all participants by clicking the Nudge All button or using the individual Nudge button next to each participant.
It's easy to manage each participant from the opened menu after clicking the progress bar in the Submitted reviews column. Here, you can complete the following actions:
check reviewers and whether they submitted the review;
delete reviewers;
remind users to submit a review;
nominate peer reviewers;
ℹ️ You can delete and assign new reviewers even if an employee has already done it according to the review settings.
If a reviewer from a manager or upwards party is removed, they are impossible to be added again.
By clicking the corresponding user, it is possible to view submitted reviews.
Also, you can request a revision of the submitted review if any corrections are needed. In this case, the reviewer must complete the review once again. All results remain unchanged until the revised version is submitted. To ask for a revision, click the Request revision button next to a required reviewer in the Review participants section.
Competencies section
When all reviews are submitted, you can proceed to the results analysis. For each employee and all participants in total, you can find the following indicators:
Competency diagram
Table of competencies scores in percentage
Average score for each employee from each reviewer side
Performance score
Competency diagram
The Competency diagram is based on all competencies assessed during the review (from the question template used for the cycle). The results are shown as a diagram with the names of the competencies and the average score of each reviewer side.
Table of competencies scores
The table contains the list of competencies assessed during the review. Next, you can see the average score of all reviewers for each competency. Value columns represent the ratings from 1 point to 5 used for a competency evaluation. These columns show the percentage of reviewers who selected the option from the scale. The highest result is highlighted in blue.
The average score for each participant from each reviewer's side
The table displays each participant's average rate for competencies given by review parties. The table also contains a GAP that shows the difference between how the employees rated themselves and the average value of how other parties rated the same indicators. It is calculated by the formula:
GAP = Self - ((Managers+Peers+Upwards)/3)
The >3-5 is a critical gap and has a red colour. The >1-3 gap has a yellow colour as its moderate value. The 0-1 result is coloured green and stands for an insignificant gap.
This table helps you to understand how the employees see themselves, how others see the employee performance, and how different these opinions are.
Performance score
Performance Score is a single normalized numeric value (0-100) that represents an employee's overall performance rating. It is calculated from the manager's evaluation only of their employee's competencies.
Insights section
This tab contains an N-box matrix where you can now compare answers for any 2 questions related to the competencies from the review. You can switch between the questions in the Question 1 and Question 2 fields, and the grid will display all the employees' answers.
On the "Y" axis, there is a rating for one of the selected questions; on the "X" axis, there is another. The saturation of bubbles depends on the number of answers: the more answers, the stronger the color.
Sharing results
Sharing review results with managers and employees is one of the final steps of the review cycle. It helps to provide feedback on performance, set future goals, and recognize achievements.
To share results, the admin or HR can open Performance > Reviews > Overview and click the 'Share all' button to send the results to all participants.
To send results only to specific participants, the user can click the 3 dots next to the required employee and select Share.
It is also possible to click the required employee from the 'Review participants' section and send them the results using the 'Share results' button.
❗It is impossible to submit a review after the results are shared. We recommend sharing the results when all reviews are completed.
Export
The admin or HR can easily export review results by clicking the 3 dots in the upper right corner of the Overview tab and selecting the Export to Excel option. The link to download export will be sent to the user's email.
