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Feedback Exchange FY’16 (Annual Appraisee & Discussion Assessment) - Delivery & Enabling User Manual

HCL Technologies Ltd. 2016. All rights reserved.

No part of the document may be copied, reproduced, stored in any retrieval system, or transmitted in any form or by any means, either electronically, mechanically, or otherwise without prior written permission.

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HCL Technologies Ltd.-Confidential

Annual Appraisee Assessment & Discussion Feedback – User Manual

Version No. Date Prepared by / Modified by

1 03/06/2016 Shikha Agnihotri & Ritesh Seth

Revision History

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Legal Disclaimer:

This Program First/iSuccess initiative from HCL (‘Company’) consisting of Performance management, career

management, rewards management, talent management and learning management,

1. May not address every question or every possible circumstance with respect to every employee

situation

2. Should be always read in conjunction with applicable laws of the jurisdiction, and the respective

employment contract (and other applicable employment policies and procedures) pursuant to which

an employee has been hired. In case of any conflict between this document on one side and any

applicable laws of the jurisdiction or employment contract on the other side, the applicable laws of

the jurisdiction or the applicable employment contract, will prevail. Provided that to the extent there

are no such conflicts, Program First/ iSuccess will apply to every employee working for HCL.

3. Nothing in this Program First/iSuccess is designed to interfere with, restrain, or prevent an employee

from exercising statutory rights, wages, hours of work, collective bargaining or other terms and

conditions of employment, which are protected under law. HCL employees have the right to engage

in or refrain from such activities.

4. In the process of implementation of Program First/iSuccess, Company may receive different types of

information about the employee, including: 1) the information the employee chooses to share (such

as locational preference, target roles, etc.); 2) Information others share about the employee (peers ,

managers and others); and 3) Other information the Company receives about the employee

(including additional related data or metadata) such as when the employee looks at another

employee timeline, post a referral or otherwise interact with the Program First/iSuccess platform.

Personal information of any employee that HCL obtains or receives during this process will be held

and used in accordance with applicable data privacy laws and HCL’s policy in this regard. It will be

treated confidentially and shared internally with a limited number of people who have a need to

know or who are responsible for dealing with its implementation. This may, in some cases, include

persons in other countries (including India) where HCL does business or have a back office presence.

The Company will store such information/data for as long as the employee is employed with HCL

and/ or the Company reasonably requires access to such information.

5. Notwithstanding anything contained herein, the Company is authorized to share the aforementioned

data/information, in case the Company receives any specific direction/s for sharing any data or

information regarding an employee from any governmental or judicial or quasi-judicial authority etc.

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Feedback Exchange (Annual Appraisee Assessment & Discussion Feedback)

User Manual

Feedback Exchange……………………...................................................................................................5

To Do…………………..……………………....................................................................................................5

Where do I start? ............................................................................................................................5

Action Items- Appraisee View/Additional Appraiser......................................................................16

Form Section……………………………………….…………………......................................................................12

Action Items….................................................................................................................................13

Form Section…................................................................................................................................22

Key Highlights……………….................................................................................................................27

Get Additional Feedback- Additional Appraiser………………………………………………………………………….30

Annual Appraisee Assessment........................................................................................................33

Annual Discussion Feedback……………………………………………………………………………………………………...36

System Generated Mail Communication…………………………………………………………………………………….40

Channels to reach Support........................................................................................................…...40

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Feedback Exchange

Feedback Exchange is a Performance Review process that involves a formal discussion about an employee’s development and performance. It involves reviewing what has been achieved and what could have been done better to achieve the goals set in the last review period.

The Home page provides users immediate visibility into the review process, what is required, and when is it

required.

To Do Tile:

The “To Do” tile calls out the actionable items in the process, the current review status, and allows

managers to easily drill down to access the details of each review. Tasks related to performance steps are

listed as “To Do” items on the Home page and become active links to the form. This tile would also

represent all the cases that have already been completed and all cases that would be coming in future.

Path (iSuccess Login): MyHCL >> HR Studio >> Perform >> iSuccess >> Home Page >> To Do

Fig1. “To Do” Tile

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Where Do I Start?

Goals will populate from the Appraisee’s Expectation Exchange Worksheet onto the Appraisee’s Feedback

Exchange review form.

Step 1: Login to iSuccess and access the Feedback Exchange (by choosing “Feedback Exchange” from the

“Home” drop down at the top left corner).

Path (iSuccess Login): MyHCL >> HR Studio >> PERFORM >> iSuccess Feedback Exchange

Fig2. Path (iSuccess)

Step 2: My Forms

This Section provides you information regarding the current Assessment process going on such as Form

Title; Employee; Step; Date assigned; Step Due Date; Form Start Date; Form Date end; Form Due Date; Last

modified; Sent From; Action.

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Fig3. My Forms

Notice the heading of the Feedback Exchange Form for Eg: “2015-16 Annual Feedback Exchange Form for

XYZ”.

Form Tile: Every form is provided with the header in Feedback Exchange, is a short descriptor that enables

employees to understand the form details. This header also known as “Form Tile” is visible in the

Performance Inbox and on the open form. Examples:

2015-16 Annual Feedback Exchange Form

2015-16 Annual Sales Feedback Exchange Form

Fig4. Form Tile

Employee: This section provides information about the Employee for whom the Assessment Process has

been initiated. A quick card will be available which will quickly navigate you to various other modules with

Information such as employee’s reporting manager; Direct Subordinates; Team size; Org chart.

Fig5. Employee

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Step: This section displays the current step of the form as per the workflow. For Eg: Annual Appraisee

Assessment; Annual Appraiser Assessment; Annual Reviewer Assessment etc.

Fig6. Step

Date Assigned: This section displays the date the form was sent to Appraisee’s Inbox.

Fig7. Date Assigned

Currently With: This section displays the name of the stakeholder with whom form is currently pending.

Fig8. Currently with

Step Due Date: This section displays the information regarding the date by which the current step must be

completed.

Fig9. Step Due Date

Form Start Date: This section displays the information regarding the date on which form was initiated.

Fig10. Form Start Date

Form End Date/Form Due Date: This section displays the information regarding the date on which form

must be submitted.

Fig11. Form End Date/ Form Due Date

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Last modified: This section displays information regarding the date of the most recent change made to the

form.

Fig12. Last Modified

Sent From: This section displays the name of the stakeholder from where the form has been sent.

Fig13. Sent From

Action: This Action Item helps you provide the overall information about the current Feedback Exchange

From. This section display information related to all the step owners as per the route map. For example

Appraiser would be mapped against Annual Appraiser Assessment.

**Click to open a separate window that displays more details and the routing history of the form.

Fig14. Action

There are various sections in “My Forms” such as All forms; In Progress; Completed; Form Status.

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Add to Outlook:

This Action Item helps in creating a meeting request your Manager and it also integrate the same with the

Outlook. As soon as you click the below display Action Item in the screenshot, it will automatically create a

meeting appointment with the existing Feedback Form with your Manager.

Fig15. Outlook Action

**Click to create a meeting invite with the existing Feedback Form with your Manager.

Fig16. Add To Outlook

All Forms: This section displays all the assessment forms for an employee irrespective of the review period.

The All Forms page displays all of your current and archived forms. By default, the forms are listed in the

order in which they were due, from oldest to most recent.

Fig17. All Forms

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You can view no of records as per you convenience by using “Items per Page” dropdown. You can view

maximum 250 and minimum 10 records at one point of time on one page.

In Progress: “In Progress forms” are forms that are currently being used in a review period. Generally,

during a review period, forms move from person to person based on the route map sequence. There are

two different “In Progress” views: Inbox and En Route

Fig18. In Progress

Inbox: The Inbox stores all the forms that you'll be working on. The forms will remain in this folder

until you send it to someone else. When you're finished with the form and send it to the next

stakeholder on the routing sequence, the form automatically moves out of the Inbox and moves into

the En Route folder.

When it is your turn to receive a form, you'll get the form in your Inbox. Forms in your Inbox are

waiting for action from you. This section displays forms where the Appraisee/Appraiser/Reviewer

needs to take the action.

En-Route: The En Route folder stores copies of all the forms you've worked on and sent to other

stakeholders. A copy of each of these sent forms is automatically added to the En Route folder. The

forms remain in the En Route folder until the review period is completed. This makes it easy for you

to track the progress of any form because you can always see who currently has the form. The forms

are in read-only format so you can no longer make changes to them, and you can't see any changes

made by the person who currently has the form. Once the review period is complete, the forms are

automatically moved out of the En Route folder and into the Completed folder.

Completed: This section displays the following options i.e. “Create a New Folder” & “Un-Filed”. The

Completed page uses folders to help you organize your forms.

https://performancemanager4.successfactors.com/doc/roboHelp/07a-Working_With_Completed_Forms/ph_about_complforms123.htm

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Fig19. Completed

Create a New Folder/Un-filed: All Completed forms are initially stored in the default Un-Filed main

folder. When you create new folders of your own, you can move them out of the Un-Filed folder,

but you can never delete this default folder.

Form Status: The Form Status pages allow you to track the progress of forms as they make their way

through the established workflow sequence. If you're an appraiser, you'll see the status of the forms for

yourself, your entire team, meaning your direct reports and their direct reports.

Fig20. Form Status

You can track forms from two different views: Individual and Aggregate.

Individual: Shows what step in the workflow sequence each individual form is currently in.

Aggregate: Shows the total number of forms that are in each step in the workflow sequence. Forms include a workflow sequence that outlines all the steps the form must go through in order to complete the review process. The Form Status report allows you to track the how many forms are currently in a particular step in the workflow sequence.

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If you're a manager, you'll see the status for your entire team, meaning your direct reports, and their direct reports. If you're an individual contributor, you'll see the status of your own forms.

Determining which forms to display:

The Search area at the top of the Form Status page allows you to choose which forms you want to display

on the page. You can search for forms by process or by form name (Such as 2014-15 Performance

Assessment etc).

To search by process:

1. In the Process Type field, select the process you want to use. For example, Annual Review.

2. In the Date Range field, do one of the following:

To choose a general date, select the All Time Periods option, then select Current Period or Previous Period.

To choose a specific date range, select the blank date fields option. In the first date field, enter or select from the calendar, the start date of the review period. In the second date field, enter or select from the calendar, the end date of the review period.

3. Click Search. The page expands and lists all matching forms.

Form status:

The Form Status page displays each form in a separate section. Each section is a separate report. If you're

reporting on more than one form, each form section will be listed one after the other down the page. The

data in each form section applies only to the form named on the form section header.

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1. Name of the form being reported on. In the above screenshot, the form name is displayed

as 2014-2015 Feedback Exchange Form.

2. The Employee column displays the names of the people who are using the form.

If you're an individual contributor, you'll only see one name: yours.

If you're a manager, your name is listed first, followed by all of your direct reports. If

your direct reports have direct reports of their own, you can drill down to see their

team statuses.

The person whose team you're currently viewing.

In the example graphic, you're seeing the form status for Barbara A. Director's immediate-level team.

Shows that this person has additional direct reports of their own. Click the icon to drill down to that person's team to see form status at that level.

In the example graphic, both Fiona Mgr. Ford and Eric D. Manager have direct reports.

3. People: This column shows the number of people being reported on in each row.

If you're an individual contributor, this column will always display a 1. If you have direct reports, this column will reflect the number of direct reports on your team.

# Of Forms: This column shows the total number of forms being reported on in each row.

4. Each of these rows corresponds to a listed name and shows the percentage of forms that

are in each workflow sequence stage.

The top two rows display the due dates and names of the stages.

Names such as Mid-year Appraisee Assessment, Annual Appraisee Assessment etc

with their corresponding due dates listed above them.

The following rows display progress bars that show the percentage of forms in the

specified stage.

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The progress bars are color-coded to visually show completion thresholds. The colors

are intended to draw your attention to areas you might want to monitor.

Green Shows that an acceptable number of forms have completed this stage.

Yellow Shows that a fair number of forms have completed this stage.

Red Shows that an undesirably low number of forms have completed this stage.

5. Direct Reportees: The Direct Reports row shows the total number of immediate-level direct

reports being reported on and the number of forms used by the immediate-level direct

reports. And of these forms, the percentage of forms in each stage.

6. Team Total: The Team Total row shows the total number of people in the manager's entire

team (meaning the manager's immediate-level direct reports, and their direct reports), and

the number of forms used by the team. And of these forms, the percentage of forms in each

stage.

Step 3: Annual Performance Assessment Form:

Get familiar with the flow of this page

Fig21. 2015-16 Annual Feedback Exchange Form

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Back to Inbox: This feature will route you back to “All Forms” section.

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Action Items- Appraisee/Additional Appraiser View

In order to explore more details on each Action Items, Employee needs to click on each action item to drill-

down for more details.

Profile View: This section provides information about the Employee for whom the Assessment Process has

been initiated. A quick card will be available which will quickly navigate you to various other modules with

Information such as employee’s reporting manager; Direct Subordinates; Team size; Org chart. This feature

is viewable at all stages.

Fig22. Profile View

Incomplete Items: This feature highlights the incomplete section in the Appraisal form which requires

current stakeholder’s action. This feature is viewable at all stages.

Fig23. Incomplete Items

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Supporting: Any Additional document such as client appreciation etc can be attached directly for

Appraiser/Reviewer Reference. Additional Appraiser/Reviewer will only be able to view the documents.

Fig24. Supporting Document

In order to explore more details on each Action Items, Employee needs to hovers over a step with their

mouse, an arrow displays on the right-hand side to drill-down for more details.

Fig25. Action Items

Various Action items such as View Full Form, View Form by Section, and View Form by Item, Spell Check,

Legal Scan, Print Preview, and Print to HTML or PDF, Save, Info, Add to Outlook can be used as per the

employee’s convenience.

Spell Check: This Action Item helps you to do Spell Check of review Form. Spell Check checks the spelling of

words in a text document. Textual spelling errors can be easily corrected by using spell check.

http://www.webopedia.com/TERM/T/text.html

http://www.webopedia.com/TERM/D/document.html

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Fig26. Spell Check

Legal Scan: This Action Item helps you to do Legal Scan of review Form. The Legal Scan checks for

potentially improper or discriminatory language in comment sections of forms. Legal Scan works much like

a spell-checker. Legal Scan automatically reviews the selected text and displays any words that are

potentially improper and suggests changes.

Fig27. Legal Scan

Info about the Form: This Action Item helps you to provide the overall information about the Feedback

Exchange From. This section display information related to the step owners as per the route map. For

example Appraiser would be mapped against Annual Appraiser Assessment.

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Fig28. Info about the Form

Add to Outlook: This Action Item helps in creating a meeting request your Manager and it also integrate the

same with the Outlook. As soon as you click the below display Action Item in the screenshot, it will

automatically create a meeting appointment with the existing Feedback Form with your Manager.

Fig29. Add to Outlook

Performance Form History: This Action Item helps you to view and search for previous Performance forms.

You can view the previous performance forms period wise.

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Fig30. Performance Form History

Print: This Action Item helps you to print the review form; this can be used while having discussions with

your Appraisers/Reviewers.

Fig31. Print

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Save: This Action Item helps you to save the form.

Fig32. Save

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Form Sections

Each form contains sections that display information about the review process and specific input fields that

need to be filled by the stakeholders.

Fig33. Form Section

Route Map:

The Route Map specifies stage wise movement of the Performance Review form and details the role

of the stakeholder. If an individual clicks on the information icon over a stage, it will display

information regarding these steps. You will be able to see the timelines with respect to each stage

on the route map.

Fig34. Route Map

Instruction for Annual Assessment: This Section provides you information regarding the current

Assessment process.

User Manuals and FAQs links are available in this section for your reference.

Fig35. Instruction for Annual Assessment

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**Please follow the below mention path to change/Correct the Appraiser mapping

MyHCL >> ESS >> My Information- Employment >> Appraiser

Fig36. Appraiser Mapping

Employee Information: This section displays information about your Personal Details such as First

Name; Last Name; Designation; Location; Band; Job etc. Information related to your Appraiser,

Reviewer and L4 Head will also be visible here.

Fig37. Employee Information

Employee Information: Quick Links- This Section displays quick links to Appraisee’s Employee

Profile portlets such as “Progression within HCL”, “Special Assignment”, “Ideapreneurship” etc.

You can directly update the information in any of these portlets through the available links in the

Appraisal Form. As an Appraiser/Reviewer you can update and view the information present in the

portlets.

Once you click on any Quick Links, It will display a quick glance of the information already present in

the portlets. Please note that only few links are editable. You can add/delete any information

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available in the portlets. For instance data in “Progression within HCL” displays information

regarding your last promotion action. This section is non editable as the data directly flows from

SAP.

Fig38. Employee Information- Quick Links

Goal Assessment: This section is to evaluate achievement against Goals. Each goal must be self-

scored and sum of weights in this section should be 100%.

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This section displays information related to your Goals such as Goal Name, Goal Category, Goal

Description, Work Area Level, Work Area Code, Target, Status, Start Date, Due Date etc.

Fig39. Goal Assessment

There are Action Buttons through which you can choose the display of the Goal Assessment Section.

You will be able to view all the details regarding each goal in one go by using “More Detail” option

such as Goal metric; Work Area Level; % complete; Comments etc.

You can also edit/delete your existing Goals as per the discussion with your Manager.


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Successor Identification: This section is identifying and nominating successor candidates for most-

critical roles. This is Mandatory for E4+ employees. Please mention the Name and Ecode within your

team or any other peer who can be a possible successor.

Fig41. Successor Identification

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Key Highlights

Goals (Add/Edit/Delete): Goals can be added in the Feedback Exchange Form by using two options:

Fig42. Goals (Add)

Add a Goal: One can add new Goals by using option of “Add a Goal” at rightmost corner in the Feedback Exchange Form. On clicking the option “Add a Goal” you will find two options:

o Personal Goals- Personal Goals allow you to make your own Goals and assign any metrics you want.

o Library Goals- Library Goals are selected from an organized library with suggested metrics.

Fig43. Add Goals

From XYZ’s Goal Plan: This option is used to add goals that are available on your Expectation Exchange Worksheet but not a part of Feedback Exchange Form.

Fig44. From XYZ’s Goal Plan

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Goals (Edit/Delete): Goals are editable only at the Appraisee/Appraiser stage. You can edit a

particular goal by using the edit option in Feedback exchange Form. You can also delete a particular

goal by using delete button.

Fig45. Goals (Edit/Delete)

Visibility: You have the flexibility to change visibility of Goal as appropriate. The default setting is

Private i.e. the Goal name and description can be viewed by those in upward hierarchy (Capability

Development Manager & Project Reporting Manager Hierarchy) along with mapped HR.

You can change the visibility setting to Public to make it known to those in your downward hierarchy

too.

Category: Your performance is viewed from multiple perspectives and your Goals are aligned

accordingly. Goals are categorized as Financial; Delivery; People; Customer; Operational & others.

Make an appropriate choice based on how your Goals align with given categories.

Goal Name: Point out the list of the Goal.

Goal Description: Explain what needs to be accomplished.

Weight: Assign appropriate weight to each Goal, based on the effort investment. This can be in

relation to other goals during the period.

Work Area Level: Specify the level at which you will take target against this goal. For example, if you

are a Delivery Unit Head (DUH) select L4 org unit as the work area level. Similarly, if you manage

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project delivery select Project as the work area level.

Make an appropriate selection out of the identified 6 work area levels - L1 org unit, L2 org unit, L3

org unit, L4 org unit, Customer, Project and Individual.

Work Area Code: Mention the code of the work area you manage/are assigned to. This should be

obviously in line with the work area level selection. For example, if you are the DUH for following L4

org unit ERS-SEG-Microsoft-CS the corresponding L4 code - 54014740 should be mentioned.

Status: Update the status to showcase your progress towards the Goal. Select from following status

options – Not Started, On Track, Lagging and Complete.

Sub-Goal/Milestone: You can split a Goal into multiple sub Goals or logical milestones. Provide a

brief description, start and end dates and status for each of them. This is a non-mandatory field.

% Complete: Mention how much has been accomplished. Represent completion in percentage

terms.

Target: Identify a target or expected outcome for each Goal. Typically, a numeric value.

Target Description: Describe the expected outcome.

Actual: Identify the achievement versus expected outcome/target. Typically, in numeric terms.

Key Results Achieved: Describe the results achieved versus a target.

Probability of Success: Express the likelihood of achieving a Goal. You can select High, Medium or

Low as probability of success. However, by default it is set as high.

Unit of Measurement: Identify a yardstick or standard of measurement. Depending on the Goal you

can select Rating, Numeric, Percentage, Hours, days, Currency-INR, Currency-USD as unit of

measurement.

Comments: This is a free text input field. Use it to record your comments, action plan or pointers for

discussion.

** Please refer to the Expectation Exchange User Manual for more details.

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Get Additional feedback (Additional Appraiser)

Get Additional Feedback provides you an option to get feedback from any additional appraiser such as last reporting manager, peer or any other individual with whom the incumbent has worked closely. You have leverage to seek feedback from as many additional appraisers by using “Get Additional Feedback” button in Feedback Exchange Form.

Once this form is clicked, the complete form would move to the additional appraiser and you would not be able to make any changes till the time Additional Appraiser does not send the form back to you. If you wish to recall this form from the Additional Appraiser, “Recall Form” button can be used.

Fig46. Get Additional Feedback/Recall Feedback

Please note: You can add only one additional appraiser at one point of time. Once the first additional

appraiser sends the form back to your post his/her comments you would be able to send this form to the

second additional appraiser.

Procedure to Add Additional Appraiser:

In order to add Additional Appraiser in Feedback Exchange follow the below mention steps:

On Feedback Exchange Form click on “Get Additional Feedback” button. A search box will appear. Enter the desired information in various filters. For Eg: Use the field “Username” to enter Additional Appraiser’s Employee code in this field and search.

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Fig47. Add Additional Appraiser

You will be able to view the Additional Appraiser details under the search criteria, select the desired Additional Appraiser and submit.

Role of Additional Appraiser:

Additional Appraiser is able to view and not edit the goals.

Additional Appraiser is able to view Employee Information such as First Name; Last Name;

Designation; Location; Band; Job etc. Information related to Appraiser, Reviewer and L4 Head will

also be visible here.

Additional Appraiser is able to view any supporting documents in the "Supporting” pod.

Additional Appraiser is able to add "Comments" against each Goal. This comments box is

mandatory.

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Additional Appraiser is able to send the form back to the Appraisee by clicking Button "Send to XYZ”

or by “Finalise Form” option.

Fig48. Additional Appraiser

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Annual Appraisee Assessment

Route Map to Annual Performance Assessment

In this stage Appraisee fills key achievements against the Goals set.

Fig49. Route Map

During the launch of Annual Assessment Form Goals auto populates from the Expectation Exchange

Goalsheet onto the Feedback Exchange review form. In the Annual Appraisee Assessment Stage,

Appraisee is able to Add/edit and view Goals flowing from "Expectation Exchange".

Appraiser/Reviewer Mapping:

**For Non Apps & SI the Appraiser mapped would be RM (Reporting Manager) & Reviewer would

be Appraiser’s Appraiser.

**For APPS & SI the Appraiser mapped would be PRM (Project Reporting Manager) & Reviewer

would be Appraiser’s Appraiser.

Goal Assessment:

This section is for evaluating achievement against the Goals:

Appraisee is able to add "Appraisee Comments" against each Goal. This comments box is

mandatory.

Appraisee is able to provide "Appraisee Score" against each Goal flowing from Expectation Exchange

on the value of 1 to 10, 10 being the highest. The Default value for this drop down would be "Select

Value" and is Mandatory.

Additional Appraiser comments will be available in “Other’s Rating” section.

Appraisee is able to view "Additional Appraiser Feedback" Comments on the form. You will be able

to view all the details regarding each goal in one go by using “Goal Detail” option such as Goal

metric; Work Area Level; % complete; Comments etc. Details related to Subgoal/milestone will

displayed under “other Details” category.

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Comments from Project Reporting Managers against each goal will be visible under comment

section.

Fig51. Comments

Annual Overall Comments:

Under "Annual Overall Comments" Section a mandatory comment box for Appraisee is available where

the Appraisee fills overall comments for the review. Button to send the form to the next stage is

available and is called "Send to Appraiser".

Fig52. Annual Overall Comments

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Send to Appraiser:

Appraisee is able to send the form to them Appraiser by clicking Button "Send to Appraiser”.

Fig53. Send to Appraiser

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Annual Discussion Assessment

In this stage Appraisee rates the quality of Annual Discussion Assessment. This stage is prior to

Annual Appraiser Assessment stage.

Fig54. Annual Discussion Assessment Route Map

During the launch of Annual Assessment Form Goals populates from the Expectation Exchange

Goalsheet onto the Feedback Exchange review form. Appraiser is able to edit and view Goals flowing

from the "Expectations Exchange”.

Employee Document Repository for Reference:

Appraiser/Appraisee is able to view any supporting documents in the "Employee Document

Repository for Reference" section. Appraisee/Appraiser is able to add any supporting documents in

this section. This section is synced with the porlet with the same name in the "Employee

Information" on iSuccess.

Goal Assessment:

Appraisee/Appraiser is able to view and not edit the Appraisee and Appraiser Scores and comments.

Appraisee/Appraiser is able to view and not edit the "Additional Appraiser Feedback" Comments.


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Successor Identification:

Appraisee/Appraiser is able to view and not edit the 2 Successors nominated by Appraisee in this

section. Information displays the Name and Ecode of the nominated Successors.

Fig56. Successor Identification

Annual Performance Discussion Feedback:

Appraisee is able to provide discussion satisfaction scores in the “Annual Performance Discussion

Feedback Section” from a scale of 1 to 5 i.e. 5 being the highest. Appraisee needs to select

“Feedback Discussion” as “Satisfied/Not Satisfied”. Appraisee is able to provide overall discussion

feedback comments in the Annual Performance Feedback Section.

This section is mandatory for the Appraisee.

Fig57. Annual Discussion Feedback

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Overall Summary:

Appraisee/Appraiser is able to see an Overall Form Score and a Snap shot of all the Scores against

each Goal is available in the "Overall Summary" Section.

Fig58. Overall Summary

Annual Overall Comments:

Appraisee/Appraiser is able to view and not edit the summary of the overall feedback for the Annual

assessment in “Annual Overall Comments”.

Fig59. Annual Overall Comments

Annual Discussion Date and Time:

This section displays the information related to Date and Time set for the Discussion between the

Appraisee and the Appraiser for “Annual Discussion”. This information is filled by the Appraiser and

is visible to the Appraisee and is not editable.

Fig60. Annual Discussion Date and Time

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Send to Reviewer:

Appraisee is able to send the form to the Reviewer by clicking Button "Send to Reviewer” or have an

option to refer back to Appraiser as “send to XYZ” or Appraisee can use dropdown available in Route

map to send form either to “Send to XYZ” or “Send to Reviewer”.

Fig61. Send to Reviewer

**An Email is triggered to the stakeholder to whom the form is being sent.

Annual Reviewer Calibration: In this step, reviewer conducts relative peer comparison for all Appraisees in their span. Calibration: In this step, L4 Head conducts relative peer assessment for all Appraisees in their span. Talent Administrator Review: In this step, Talent Administrator ensures all talent decisions are aligned with the organizational guidelines and policies. Completed: In this step, Appraisee can view the overall Feedback from Appraiser and Reviewer as well as the Final Relative Rating.

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System Generated Mail Communication:

• Form at Appraisee’s Inbox: System will trigger a mail to Appraisee that form is now available in

Feedback Exchange Inbox and pending for Appraisee’s Action.

• Appraisee Submission to Additional Appraiser: System will trigger a mail to Additional Appraiser

once the form is send to Additional Appraiser for Feedback.

• Additional Appraiser submission to Appraisee: System will trigger a mail to Appraisee post

submission from Additional Appraiser’s end.

• Appraisee Submission to Appraiser: System will trigger a mail to appraiser once the form is

submitted from Appraisee’s end.

• Appraisee Submission to Reviewer: System will trigger a mail to Reviewer once the form is

submitted from Appraisee’s end.

• Refer back by Appraiser/Reviewer to Appraisee: System will trigger a mail once the form is referred

back by the respective stakeholders.

Channels to Reach Support

Smart Service Desk (SSD): We have identified dedicated support on the SSD to respond to queries related to process, access to system and on issues that you may face with respect to the system. Meme: We have a dedicated page for iSuccess on MEME where all the tutorials/Help Documents are available. To access the tutorial page on Meme, please click on http://meme.hcl.com/pages/tutorials/482

Fig62. Channels to Reach Support

http://meme.hcl.com/pages/tutorials/482