Performance management is an ongoing process that shouldn’t be confined to a certain time of year. Whether your revising goals or kicking off your annual review season, HR leaders should be thinking about performance year-round. In this edition of the UKG Ready Report Rundown, we’re focusing on three reports you can use to help manage your performance process throughout the year.
Here’s the Rundown:
Performance management is not a one-size-fits all approach. Different organizations have unique methods based on what works best for them and their employees. Below are three reports to use throughout the different times in your organization’s performance lifecycle:
- Performance Reviews report
- Performance Development report
- Succession Planning report
Let’s dive in!
Performance Reviews Report
When you think about performance management, what’s the first thing that comes to mind? For many, it’s reviews and the Performance Reviews report is what may you traditionally think of. It’s the standard report used during review season to help admins and managers keep tabs on how the review process is going for the team. It’s customizable based on your needs and personal preference on how you like to view reports (as data, as charts, or as charts and data).
This report gives you a quick overview of:
- Employee
- Rating Value
- Final Rating
- Status of Review (scheduled, in progress, finalized)
- Employee Signed Date
- Reviewer Signed Date
It’s your one-stop shop for keeping up to date with reviews, providing a bird’s eye view of the organization’s progress in one centralized place. You can access this report by navigating to Team > Talent > Performance > Performance Reviews.
Performance Development Report
Goals and development are an essential part of an employee’s growth within your organization. Whether your organization sets quarterly goals, reviews goals on a continuous basis, or has annual goals, the Performance Development report houses it all. In this report, admins and managers can see and add employee goals. Typically, (depending on their security permissions) managers are only able to see/add goals for the employees on their team.
Goals are broken down by company goals and personal goals. How these are determined is up to you and your organization. Personal goals may be developmental, relating to an employee’s growth, or tied to performance.
The Performance Development report should be revisited throughout the year to ensure your employees are staying on track with their goals and performance. You can access this report by navigating to Team > Talent > Performance > Performance Development.
Succession Planning Report
What comes next? Succession planning is a vital part of the performance management process that is often overlooked. If your employee is consistently a high performer, start planning their future within your organization! The Succession Plans report helps identify employees that, down the line, can transition into higher roles and fill vacant positions. Throughout the year, you should be checking in and revisiting your succession plans. That way when it comes time for annual reviews, you have a good idea of an employee’s growth track.
You can access this report by navigating to Team > Talent > Succession Planning > Succession Plans.
Disclaimer: There is a chance that certain security permissions must be turned on to access reports covered in our Report Rundown and organizations must have the Talent module to be able to view.
And that's a wrap on this edition of the UKG Ready Report Rundown. Additionally, don't forget to rely on your fellow admins and experts. If you have questions or want to know if a certain report exists, visit the UKG Ready HR and Marketplace discussion group in the UKG Community™.
We'll see you again next quarter for the next installment of the UKG Ready Report Rundown!