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USE

Performance & Talent Management

Version 27

USE Performance & Talent Management © Sage 2019 2

© Sage 2019. All rights reserved.

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Sage takes care to ensure that the information in this document is accurate, but Sage does not guarantee the

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Nothing in this document alters the legal obligations, responsibilities or relationship between you and Sage as

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This document may contain screenshots captured from a standard Sage system populated with fictional

characters and using licensed personal images. Any resemblance to real people is coincidental and

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All trademarks and service marks mentioned in this document belong to their corresponding owners.

SP-P&T-XXX-UG-201910--R027.00

Contents


Contents

About this Guide 7

Related Guides 8

Feedback 8

Using WX 9

Introduction 10

Browser Compatibility 12

Logging in to Sage People 14

For the First Time 14

After You Have Changed Your Password 15

Login with Single Sign-On 15

Administration, Help, and Logout 16

Skills 17

Viewing Your Skills 17

Viewing Skills for a Team Member 24

New Skill 25

Skill Search 27

Objectives 31

Viewing Your Objectives 32

Viewing Objectives for a Team Member 36

Viewing Objectives for Your Team 37

New Objective 39

Using Milestones 44

Copying an Objective 46

Reviewing Objective Weightings 49

Creating a PDF Version of Objectives 51

Delete Draft Objectives 52

Objective Setting Overview 52

Manager Prepare Status 53

Team Member Prepare Status 53

Manager Draft Status 53

Team Member Draft Status 54

Rejected Draft Status 54

Active Status 54

Closed Status 54

Reviewing Objectives 55

Contents


Targets 58

Viewing Your Targets 59

Viewing Targets for a Team Member 62

Viewing Targets for Your Team 64

New Target 66

Confirming a Draft Target 69

Reviewing Your Active Targets 71

Reviewing Active Targets for a Team Member 73

Editing a Target 77

Entering Actuals 79

Recognition 80

Viewing Your Recognition Awards 81

Viewing Recognition for a Team Member 84

Making a Recognition Award 85

Metrics Review 87

Viewing Your Metrics Review 88

Viewing a Metrics Review for a Team Member 90

New Metrics Review 93

Performance Overview 98

Viewing Your Performance Overview 99

Viewing a Performance Overview for a Team Member 102

Viewing Objectives 103

Reviewing Objectives 104

Editing Objectives 104

Creating a Performance Review 105

Viewing a Performance Review 106

Editing a Performance Review 107

Executing Performance Review Actions 108

Viewing, Editing, and Adding Continuous Feedback 109

Creating a Performance Overview PDF 110

Contents


Performance Review 111

Viewing Your Performance Review 112

Viewing a Performance Review for a Team Member 115

New Performance Review 116

Adding Continuous Feedback to a Performance Review 119

Annual Average Scores 120

Draft Performance Review 121

Approval of Performance Review 121

Approved Performance Review 121

Self Performance Review 122

Draft Self Performance Review 124

Revealed Self Performance Review 125

Revealed Performance Review 126

Performance Review Meeting 128

Completed Self Performance Review 128

Completed Performance Review 128

Competency Assessment 129

New Competency Assessment 130

Starting a Competency Assessment 136

Completing a Competency Assessment 137

Conditions 139

Anonymity Protection 140

Competency Assessment Results 141

Creating a PDF Version of Competency Assessment 145

Competency Assessment Scores 147

Viewing Competencies for Your Team 148

Competencies 150

Indicators 150

Indicator Comments 151

Development Plan 152

Viewing Your Development Plan 152

Viewing a Development Plan for a Team Member 156

New Development Need 158

New Competency Development Need 160

New Skill Development Need 163

New Development Objective 165

Editing Development Needs for Team Members 167

Confirming Development Needs for Team Members 168

Contents


Training 172

Viewing Your Training Activities 172

Viewing Training for a Team Member 174

New Training Request for Yourself 175

New Training Request for a Team Member 180

Approving Team Member Training Requests 185

Confirming Team Member Training Requests 186

Manager Notes 188

New Manager Note 189

Submitting a Manager Note for Approval 191

Approving Manager Notes 192

Talent Plan 193

Viewing Talent Plans for Team Members 194

Talent Plan Org Chart View 195

Talent Plan 9 Box Grid View 197

New Talent Plan 202

Edit Talent Plan 204

Talent Plan Grid Displays 206

Score Normalization Process 207

Succession Plan 208

Viewing the Succession Plan for Your Team 209

New Successor 211

Edit Successor 214

Delete Successor 216

Glossary of Terms 218

Index 220

Appendix 222

Your WX 222

Displaying in Your Local Language 223

Finding People in WX 224

Viewing Groups in WX 226

Displaying an Organization Chart 228

Actions and the Actions Digest 238

Finding Services and Processes 243

Updating Your Work Details 245

Updating Your Personal Details 246


About this Guide

This Performance & Talent Management: Guide for Users provides a comprehensive description of

Performance & Talent Management features for users of Sage People.

This guide covers all the Performance & Talent Management features and includes extensive how to...

guidance supported with screenshots.

Sage People can be easily configured to meet the needs of your organization - this can include switching

processes on or off, naming services and processes to meet your requirements, and changing the names of

fields, where, and even if those fields appear on the screen. So bear in mind:

• Some processes covered in this guide may not be available to you. If you want to use a described process

that you cannot see on your system, talk to your HR team to find out if that process can be made available.

• Service and process names are representative - your system is likely to use names that are meaningful in

your organization.

• Screenshots show default settings captured from a standard Sage People system. Your own

implementation may vary.

Enhancements in this release are shown:

indicates a completely new feature.

indicates a significantly enhanced feature for this release.

Highlighted text indicates a significant enhancement.

About this Guide Related Guides


Related Guides

Performance & Talent Management Configuration Guide

Coverage summary

How to set up, manage, and maintain Performance & Talent Management features in Sage People system.

Includes detailed configuration information.

Typical target audience

You have overall responsibility for the content of the Sage People system within your organization and provide

first line support for HR Managers.

Performance & Talent Management: Guide for HR Managers

Coverage summary

How to use the Sage People HR Manager's Portal and WX to enter and maintain information related to

Performance & Talent Management. How to use the libraries supplied with HCM, and how to use reports and

dashboards to extract and view information held in the system.


You have responsibility for the HR records of a number of employees and provide first line support on the HR

system for them.

WX: Guide for Users

Coverage summary

How to use Sage People WX for all day to day HR processes, such as booking vacation and recording

absence, setting and checking objectives, and recording changes to your personal circumstances.


You are an employee with no special HR duties, though you may run a team and have operational

responsibility for them. You want quick and easy self service access to the information your organization asks

you to maintain about yourself and your direct reports.

Feedback

Feedback from you on our products and on our documentation is important to us. We seek to incorporate your

ideas in future enhancements to our products, and only by understanding your requirements can we hope to

meet or exceed your expectations.

• To provide comments and suggestions on any aspect of Sage People please email us:

[email protected]

• To provide specific feedback on our documentation please email our documentation team:

[email protected]

Thank you!

About this Guide Using WX


Using WX

This Guide focuses on the Performance & Talent Management features in WX. The Your WX (see page 222)

section provides information on how to use common WX features, such as viewing groups, updating your

details and finding services and processes.

For more information about using WX, see WX: Guide for Users.

Introduction Using WX


Introduction

You can access the full range of your company's Performance and Talent Management processes in WX. This

guide provides information about all the available Performance & Talent Management processes, but what you

see in WX depends on the configuration of your organization. Your organization may have chosen only some

of the processes and customized the labels.

Performance & Talent Management processes enable you, your Manager and your HR Department to track

and review your performance in your role, assess your skills and competencies and record objectives and

targets.

If you run a team, you have access to team tools to manage your team's performance and make talent and

succession plans.

Sage People standard Performance & Talent Management processes include:

Process Description

Skills (see page 17) Enables Team Members' skills (technical abilities or knowledge required to perform a job) to be recorded for use in career planning and succession planning. Skills are defined in the Skill Library by the HR Manager. Team Members and managers set the level of ability of team members against skills selected from the Skill Library.

Objectives (see page 31) Enables a manager and a Team Member to agree, record and review Objectives.

Targets (see page 58) Financial targets for a Team Member to achieve in a given time period. Typically used to set revenue generation targets for sales staff and aligned with an organization's financial year, targets are broken down into quarterly amounts. Actuals can be recorded against each quarter, and managers can record status and comments as the year progresses.

Recognition (see page 80) A type of WX Process enabling you to use social performance management within your organization. Team members use Recognition to provide immediate positive feedback to others on tasks, events, or actions that demonstrate core values or competencies. Feedback takes the form of a Recognition award recorded on the system and visible to Team Members through WX.

Also known as Shout Outs, Badging, Crowdsourced Performance Review.

Metrics Review (see page 87) A simplified form of a performance review in which a Team Member's performance is assessed against a number of measurable indicators. A Metrics Review produces a set of scores and levels of achievement which can be used for comparison with other Team Members.

Typically used for helping to assess Team Member performance of repetitive tasks against a set of standardized measures.

Performance Overview (see page

98)

Provides a consolidated view of a Team Member's performance by bringing together Objectives, Performance Overview and Continuous Feedback information in a single screen.

Performance Review (see page 111) Enables managers to review a Team Member's performance during the organization's performance review cycle and team members to comment on their performance and fill in a self performance review. Performance Reviews can include Continuous Feedback.

Introduction Using WX


Process Description

Competency Assessment (see

page 129)

A means of assessing a team member's job-relevant knowledge and skills, as demonstrated through the work they do. Each item to be assessed - knowledge, skill, behavior, or indicator - is stored as a competency in a competency library. Stored competencies are used to build a job profile, and team members can then be assessed against a relevant profile. Results can contribute to employee development and succession planning.

Development Plan (see page 152) A group of development needs for a Team Member, comprising some combination of skills, competencies and objectives. Each development need has an action plan and a target date.

Training (see page 172) The Training process enables activities associated with answering development needs to be identified, tracked, recorded, assigned to Team Members and tracked. Training options can be populated from the Training Library or requested manually.

Manager Notes (see page 188) An informal record of an interaction between a manager and a team member, not covered or required by any of the more formal HR processes. A manager note can be used to contribute to a formal HR process such as a performance or metrics review, a competency assessment, or a development plan. Manager notes include records of notable achievements, coaching sessions, or counseling sessions.

Talent Plan (see page 193) An assessment of a Team Member comprising their current performance, potential, risk of leaving, and the impact on your organization if they leave. Typically entered by a manager and not disclosed to the Team Member.

Succession Plan (see page 208) Identifying potential successors within your organization for a Team Member, along with an indication of the readiness of each potential successor. A succession plan is good business practice for all key roles, enabling you to develop individuals to take on larger or different roles in the future and providing a measure of security if a key team member should leave. Succession Plans are typically entered by a manager or HR and not disclosed to the Team Members.

Introduction Browser Compatibility


Browser Compatibility

WX supports the following browsers:

Sage People tests all software releases against the latest commercially available and stable versions of all

listed browsers.

Where testing reveals non-critical anomalies in feature support that cannot be resolved before release, we add

a note describing the issue next to the description of the feature.

To optimize security and ensure the best possible level of technical support from your browser supplier, always

run the latest available, fully supported version.

Apple Safari Google Chrome

Microsoft Edge

Microsoft Internet Explorer

Mozilla Firefox

Desktop Latest (Mac only)

Latest Latest IE 11

End of Life Spring '20.

See note below.

Latest

Mobile

Sage People supplies dedicated Android and iOS mobile applications.

Using Sage People through mobile browsers, although possible, is not supported.

Microsoft Internet Explorer

• Microsoft now recommends Edge in preference to Internet Explorer.

• Salesforce has identified significant performance issues for Internet Explorer version 11 (IE11) in Lightning

Experience and stopped supporting IE11 for access to Lightning Experience from their Summer '16

release. Refer to the Salesforce Support site for more information

https://help.salesforce.com/articleView?id=getstart_browsers_sfx.htm&type=5.

• Sage People continues to support Internet Explorer version 11 until our Spring 2020 release, currently

scheduled for end February 2020.

• Internet Explorer version 11 will not be supported by Sage People after the Spring 2020 release.

Salesforce One Mobile App

Not supported.

Salesforce Lightning Experience on iPad Browsers

Not supported.

https://help.salesforce.com/articleView?id=getstart_browsers_sfx.htm&type=5

Introduction Browser Compatibility


Firefox

Version 69 introduced default security features impacting some functionality in Sage People. To maintain full

functionality:

1. Select Show Site Information on the address bar:

2. Select Turn off Blocking for This Site:

Firefox displays a revised icon on the address bar:


Logging in to Sage People

For the First Time

As part of Sage People implementation you are sent a welcome email containing:

• A link to your Sage People site.

• Your unique user name.

• A temporary password.

To login for the first time:

1. Select the link in the welcome email.

Sage People displays the Change Password page:

2. Enter a new password. Your password must contain at least 8 characters and include a combination of letters and numbers.

3. Choose a security question from the picklist and provide your answer. You will be asked for the answer to the security question if you forget your password.

4. Select Save.

You are now ready to login to Sage People using your unique user name and password combination.

Logging in to Sage People After You Have Changed Your Password


After You Have Changed Your Password

1. Go to the Sage People login page:

https://fs.cloudforce.com/

Sage People displays the customer login page:

2. Enter your unique user name and password.

3. Select Login.

Sage People takes you straight to your Sage People system.

Login with Single Sign-On

If your organization uses single sign-on technology your login process is:

1. Go to the web address provided by your organization.

2. Use your company provided single sign-on credentials to get access to Sage People.

Your browser may need additional configuration so that you can take full advantage of single sign-on. Refer to

your System Administrator or HR representative for more information.

When you have successfully logged in you are redirected to the Home Page.

https://fs.cloudforce.com/

Logging in to Sage People Administration, Help, and Logout


Administration, Help, and Logout

To access the options available to you, select your name at the right of the

masthead:

Displayed options depend on your permissions.

• Administration: access the HR Manager Portal.

• Help: access the Sage People Support Site

• Logout: close Sage People


Skills

The Skills process enables team member's skills to be recorded for use in career planning and succession

planning. Skills within Sage People are the technical abilities or knowledge required to perform a job; this

covers a broad area and will vary significantly from company to company. The skills required by a company are

defined in the Skill Library by the HR manager. Managers and team members set the level of ability of team

members against skills selected from the Skill Library.

Viewing Your Skills

To view a summary of your Skills:

In the Navigation Bar select the Service hosting the Skills Process:

The Skills Tile summarizes your current Skills:

Total number of skills recorded:

Number of skills you are working to improve:

Skills showing the highest level of proficiency:

Skills Viewing Your Skills


To view Skills detail:

In the Navigation Bar, select the Skills Process:

OR

On the Skills Tile, select View Details:



WX displays the Skills Detail view:



The tabs show:

• Required Skills Profile

Your current skill levels in relation to your Job Profile and Development Needs.

If you do not have a Job Profile allocated, the Required Skills Profile tab displays None.

To display full details for a single Skill, select View Details:



• Other Skills

Your recorded skills, not related to your Job Profile:



To view more information about a Skill, including current level, required level, and others with the same skill,

select View Details.



• Additional Details

o The relationship between your skills and those required by other Job Profiles.

The bars show how closely your skills match the skills required by the other profiles.

o Other Team Members with skills matching those required by the Job Profile assigned to you.

The bars show how closely the skills held by the listed Team Members match the skills required by the

Job Profile assigned to you.

In both cases longer bars indicate a closer match.

Skills Viewing Skills for a Team Member


Viewing Skills for a Team Member

1. In the People Bar, select the Team

Member:

2. In the Service Bar, select the Service

hosting the Skills Process:

The Skills Tile summarizes the current Skills position for the Team Member:

Select View Details to display the Detail view of Skills for the Team Member:

Skills New Skill


New Skill

To add a new skill for a Team Member:

1. Go to the Skill Detail view for the

Team Member (see page 24) and

select New:

WX displays the New Skill view:

2. In the Skill section use the picklists to select a skill from the Skill Library.

Skills New Skill


3. In the Current Level section enter the following details:

Level Select the Team Member's current level of skill. WX displays picklist options relevant for the Skill you have chosen.

Expiry Date A future date when the Team Member will need to refresh the skill. The Team Member's manager is sent an alert in their Actions Digest on the skill expiry date.

Experience A text description summarizing the experience that the Team Member has with this skill.

Required Level section

Needs Development Checkbox. If checked, WX displays a Required Level picklist for you to select the level of skill you want the Team Member to achieve.

Attachment section

Add New Select to attach a file with content relevant to this skill. For example, a certificate as evidence of the level of skill, a training document for the Team Member to use.

4. To save the skill select Save.

Skills Skill Search


Skill Search

You can use WX to search for holders of a specific skill or for a set of skills matching a skills profile. To use Skill

Search:

1. In the Navigation Bar, select Search:

WX displays the Search page:

2. Use the Area and Skill picklists to

build the skills profile you want to

search for:

o Select Area to display the list of top level skill classifications available in your org, then choose the skill area you want to add to the Skill Profile:

o Select Skill to display the list of available skills within the Area you selected, then choose the Skill you want to add to the Skill Profile:

Skills Skill Search


WX displays the Area and Skill:

3. Select Add to add this Skill to the Skill

Profile and to execute the initial

search.

Results are returned immediately below the Skill Profile specification, showing all Team Members who hold the skill, with those holding the highest score at the top of the list:

If you have permission to view Team Member's skills across your organization - including those held by your manager and colleagues - Team Members with the skills you are looking for are categorized as follows:

o Manager and All Below

o Immediate Team and Colleagues

o Cross-Company Individuals can be included in more than one category.

Select the tabs to view each category.

Skills Skill Search


4. Repeat the steps to add other skills to the Skills Profile and refine your search.

o Each time you select Add, the new Skill is added to the Profile and the search executed.

o The search results table is coded to represent each skill with a different color.

o Total scores are the sums of the scores awarded to a team member for the level they hold for each skill. Scores are controlled by the scale rating associated with the skill; higher skill levels earn higher scores.

o Team Members with the highest total scores are displayed at the top of the list.

o To remove unwanted skills from the Skills Profile, select Delete:

WX removes the skill from the profile, repeats the skill search, and displays the amended results.

o Hover over a skill bar to display more detail:

Skills Skill Search


o Select a Team Member to display the Skills Detail view for that person:


Objectives

The Objectives process enables a manager and a team member to agree, record, and then review one or more

activities or tasks that the team member strives to accomplish. Good objectives are SMART: Specific,

Measurable, Achievable, Relevant and Time bound. Sage People enables you to agree SMART objectives,

monitor progress and review how well they have been achieved.

An objective that has a purely financial goal, for example sell $1M worth of product, is better entered as a target

(see page 58).

Best practice for objective setting depends on your organization, and HR may dictate a minimum number of

annual objectives. Sage People enables you to enter objectives for any time span that best relates to the task

in hand, and to assign any number of objectives to each Team Member. Typically, a Team Member will have

between two and six objectives to be achieved over the course of a year, but some job types, such as those

which are project based, might have quite different norms. Sage People enables you to use whatever is most

appropriate for the job.

Each objective can have one or more milestones associated with it, and progress against each milestone can

be separately tracked.

Actions shows team members without any current objectives and objectives due for review.

Objectives Viewing Your Objectives


Viewing Your Objectives

To view a summary of your Objectives:

In the Navigation Bar select the Service hosting the Objectives Process:

The Objectives Tile summarizes your current Objectives position:

The progress bar uses colors to show the proportion of objectives that are:

• Below track

• On track

• Above track



To view Objectives detail:

In the Navigation Bar, select the Objectives Process:

OR

On the Objectives Tile, select View Details:



WX displays the Objectives Detail view with the Objectives categorized as Draft, Active, or Closed, and defaulting to the Active view:

Closed Objectives are those which have been closed in the last business year.

You can use the buttons to:

• Create a PDF version of your Objectives (see page 51).

• Review the relative weightings for each of your Objectives (see page 49).

• Create a New Objective (see page 39).

To display full detail on a single Objective:

Select View Details:



WX displays the detail for the Objective you selected:

Objectives Viewing Objectives for a Team Member


Viewing Objectives for a Team Member


Member:

2. In the Service Bar, select the WX

Service hosting the Objectives

Process:

The Objectives Tile summarizes the current Objectives position for the Team Member:

Select View Details to display the Detail view of Objectives for the Team Member:

Objectives Viewing Objectives for Your Team


Viewing Objectives for Your Team

To display all current objectives for your team:

In the Navigation Bar go to the Team section and select the Objectives

Process:

WX displays the Objectives Team Detail view with tabs for you and your team. The Team tab includes a badge showing the total number of outstanding Objective-related actions for your Team Members:

Objectives Viewing Objectives for Your Team


Select the Team tab. WX displays your team. Team Members with outstanding actions for their Objectives display badges indicating the number of actions:

Select View Details for a Team Member to see their Objectives. You can select multiple Team Member Details to view Objectives for all or part of your team in one display.

The Detail display for each Team Member includes outstanding actions

and the Clone option:

Objectives New Objective


New Objective

Managers or team members can create a new objective. To add a new objective:

1. In the Navigation Bar, select the

Objectives Process:

2. In the Objectives Detail view, select New:



WX displays the New Objective view:



3. Enter the details for the objective. The content of the page can be tailored to meet your company's requirements, but details typically include:

Description section

Objective Name Text. A short description/name of the objective.

Description Text. A longer and specific description of what is to be achieved. Use SMART objectives: Specific, Measurable, Achievable, Realistic, and Time bound.

Measure Text. How performance against the objective is to be assessed. How will manager and team member know that the objective has been achieved? Use a measure that leaves little or no room for uncertainty.

Contribution to Business section

Strategic Goal Picklist. Displayed if your organization uses strategic objectives, where Team Members' objectives contribute to overall organizational objectives. Select the strategic goal for this objective.

Contributes To Picklist. Displayed if your organization uses chained objectives, where Team Members' objectives contribute to a manager's. Select the manager’s objective for this objective.

Selecting a Contributes To objective displays the Description and Measure:



Key Dates section

Start Date Date field with calendar lookup and picklist for start-of-quarter selection. The date the Team Member is to start work on the objective. Do not enter a past date unless the team member was fully aware of all aspects of the objective from the date you specify.

Start date defaults to the start of your company's current financial year, or the start of the next financial year if today's date is within a given number of months of the current year end. Default values can be set by your administrator by changing a Policy setting.

Select the date field to use calendar lookup or select the picklist to choose a start-of-quarter date for the year to which the objective applies.

End Date Date field with calendar lookup and picklist for end-of-quarter selection. The target date for achieving the objective. This is also the date for the final objective review.

End Date defaults to 12 months after the default Start Date. For example:

• Default Start Date 1 January 2013: default End Date 31 December 2013.

• Default Start Date 15 June 2013: default End Date 14 June 2014.

Select the date field to use calendar lookup or select the picklist to choose an end-of-quarter date for the current year.

Next Review Date Date field with calendar lookup and picklist for end-of-quarter selection. The next date the objective is to be reviewed.

Next Review Date defaults to three months after the default Start Date. For example:

• Default Start Date 1 January 2013: default Next Review Date 31 March 2013.

• Default Start Date 15 June 2013: default Next Review Date 14 September 2013

Select the date field to use calendar lookup or select the picklist to choose an end-of-quarter date for the current year.

Attributes section

Weight Percentage. The weighting assigned to this objective. Displayed if Use Objective Weight is selected as a configuration option on the Policy. Objectives regarded as more difficult or more important carry a higher weighting than those which are easier or of lower importance.

If you use objective weighting, the total weight of all weighted objectives must be 100.

Weightings, when used, are shown on the PDF version of Objectives (see page 51).

If performance against this objective is part of a bonus calculation, the weighting is used when determining the bonus payment.

To assign relative importance to objectives, use either objective weighting (this field) or Priority, not both.

Priority Picklist. The relative importance assigned to this objective. Displayed if Use Objective Priority is selected as a configuration option on the Policy. Select High, Medium or Low. Use Low for stretch or development objectives.

Priority, when used, is shown on the PDF version of Objectives (see page 51).

To assign relative importance to objectives, use either Priority or Weight, not both.

Required for Bonus Yes/No checkbox. Displayed if Use Objective Bonus is selected as a configuration option on the Policy. If checked Yes, performance against this objective is to be considered when calculating an annual performance bonus.

If checked No, performance against this objective is ignored when calculating an annual performance bonus.



Visibility section

Is Private Yes/No checkbox. If checked Yes, the objective is visible to the team member and upward management chain only.

If checked No, the objective is visible to the team member, upward management chain, and colleagues.

Depending on the way your Sage People system has been set up, Is Private can be important to ensure the privacy of the objective. Check with your HR Administrator if you are unsure.

4. Select:

o Save to save the objective as a draft.

• If the manager creates the objective it is saved as a draft and set to Manager Prepare status. The objective is not visible to the Team Member and the manager can continue to edit the draft objective until it is ready to reveal to the Team Member, or the manager decides to delete it if policy settings allow.

• If the Team Member creates the objective it is saved as a draft and set to Team Member Prepare status. The objective is not visible to the Team Member's manager and the Team Member can continue to edit the draft until it is ready to reveal to the manager, or, if policy settings allow, the Team Member decides to delete it.

• When creating a new objective, the manager can alternatively select Activate Without Confirm, in which case the objective is set to Active status without confirmation by the Team Member.

• If the team member creates the objective it is set to Team Member Draft status and an action is raised for the manager to approve or edit it.

• If the team member is not a Sage People registered user, then the objective status is set directly to Active.

o Reveal to save the objective as a draft and immediately make it visible.

• If the manager creates the objective it is saved as a draft and set to Manager Draft status. The objective is visible to the Team Member and the Team Member receives an action to review it.

• If the Team Member creates the objective it is saved as a draft and set to Team Member Draft status. The objective is visible to the Team Member's manager and the manager receives an action to review it.

o Activate Without Confirm to make the objective active immediately.

Activate Without Confirm is not available to Team Members.

o Cancel to discard your changes. You are asked to confirm. Select OK to confirm the cancel request and return to the Objectives Detail view.

Objectives Using Milestones


Using Milestones

You can specify milestones for an objective, effectively breaking the objective down into a number of

sub-tasks. Each milestone can be separately tracked through to completion. Larger, longer term objectives

often benefit from clear milestones by increasing focus and emphasizing the importance and urgency of each

step that needs to be completed.

Milestones can be added by a Team Member or the Team Member's manager.

To add milestones to an objective:

1. In the Objectives Detail view, select

View Details on the Objective to

which you want to add a Milestone:

2. On the Detail view for the Objective,

against Milestones, select New:

WX displays the New Milestones view:

Objectives Using Milestones


3. Complete the fields as follows:

Name A name for the milestone as you want it displayed in the Objective Detail view.

Description A brief description of the milestone.

Start Date The date you want the Team Member to start work on the Milestone. On or after the start date for the Objective.

End Date The target date for completing work on the Milestone. Before or on the end date for the Objective.

Progress An estimate of the percentage of the Milestone that has been completed. Displayed as a slider bar on the Objective Detail view.

4. Select Save to save and close the

Milestone view.

Milestones are displayed as part of the Objective Detail view:

• Maintain milestones by entering percentage complete values in the progress field.

• You can also edit a milestone to change its name, description, start or end dates by selecting Edit.

Objectives Copying an Objective


Copying an Objective

Draft, Active and Closed objectives can be copied by the objective owner or their manager. Copying an

objective copies all details of the original objective apart from Milestones. You can copy:

• From one Team Member to another, typically when setting up team or shared objectives.

• Within a Team Member's objectives, typically to carry an objective from one period to another, preserving or

changing the original start, end, and next review dates and copying any associated milestones for the

source objective.

To copy an objective for yourself as a Team Member:

Select the Detail View of the Objective you want to copy and select Clone:

WX displays the Clone Objective view:

Select the Team Member you want to provide with the copied objective. If you

are not a Manager, your name is the only one on the list:

Review the key dates and change those you need to be different in the copied

objective:

Select:

• Save to save the Objective as Draft without revealing it to your Manager.

• Reveal to save the Objective and reveal it to your Manager.



The objective is copied to you.

• If you selected Save, you can select the new objective to edit any details you need to change.

• If you selected Reveal, WX asks you to confirm and displays a message saying that the reveal process is in progress. Select OK. It may take a moment before the Objective is available to view.

To copy an Objective to multiple people:

Select the Detail View of the Objective you want to copy and select Clone:

WX displays the Clone Objective view:

Select the Team Members you want to provide with the copied objective:

Review the key dates and change those you need to be different in the copied

objective:

Select:

• Save to save the Objective as Draft without revealing it to the Team Members.

• Reveal to save the Objective and reveal it to the selected Team Members. When you use this option, you do not need to navigate to selected Team Members' Objectives separately to reveal the copied Objective.



The objective is copied to the selected Team Members.

• If you selected Save, you can select the Team Member and navigate to the new objective to edit any details you need to change.

• If you selected Reveal, WX asks you to confirm and then displays a message saying that the reveal process is in progress. Select OK.

It may take a while for the Objective to be revealed to all selected Team Members. If the reveal process encounters problems, an email with the details is sent to your System Administrator.

Objectives Reviewing Objective Weightings


Reviewing Objective Weightings

An Objective can carry a weighting as a percentage score to indicate relative importance - Objectives regarded

as more difficult or more important can carry a higher weighting score than those which are easier or of lower

importance. Objective weightings are set when creating a new Objective (see page 39), and can be viewed for

a single Objective on the Objective Details view.

To see all the weightings given to your own Objectives on a single view, or to view and edit weightings for one

of your Team Members:

In the Objective Detail view, select Review Weightings:

For your own Objectives, WX displays a read-only view:

Objectives Reviewing Objective Weightings


For your Team Members' Objectives, the view is editable:

Adjust the weights using the spin buttons or by entering a new value:

Total must be less than or equal to 100% - if it is more, a warning message is

displayed and you cannot Save.

If a new Objective is added which takes the Total weighting for one of your Team

Members over 100%, you receive an action to review the weightings and the

Review Weightings button displays a badge:

Objectives Creating a PDF Version of Objectives


Creating a PDF Version of Objectives

You can create an Acrobat PDF version of your objectives, or of objectives for one of your team members. The

PDF includes current objectives in Draft or Active status as well as objectives closed in the last year.

In the Objectives Detail view, select Create Adobe PDF version:

WX generates the PDF preview:

Objectives Delete Draft Objectives


Delete Draft Objectives

As a Team Member you can delete a draft Objective you have created before it has been approved by your

manager.

As a manager you can delete a draft Objective you have created for one of your Team Members before it has

been confirmed by the Team Member.

Both options enable you to remove Objectives you might have created experimentally or in error.

Objective Setting Overview

The Objectives process includes flexible set up, enabling your organization to select options most closely

matching requirements. Key options control the actions available to managers and Team Members:

Manager Options Team Member Options

1 2 3 4 5 1 2 3 4

Edit Draft

Delete Draft

Edit All

Delete All

All Objectives follow the same overall process:

1. Creation by manager or Team Member.

Status can be:

o Manager Prepare (see page 53)

o Team Member Prepare (see page 53)

o Manager Draft (see page 53)

o Team Member Draft (see page 54)

2. Revealing to manager or Team Member.

Status can be:

o Manager Draft (see page 53)

o Team Member Draft (see page 54)

o Rejected Draft (see page 54)

3. Activation.

Status is Active (see page 54).

4. Closure.

Status is Closed (see page 54).

Objectives Objective Setting Overview


Objectives can be deleted, depending on set up, throughout the process.

As an Objective goes through its lifecycle, its status changes. Status is displayed on the Objectives Detail view:

Manager Prepare Status

When a manager creates a new objective and saves it, the objective is saved as a draft and set to Manager

Prepare status. The objective is not visible to the Team Member and the manager can continue to edit the draft

until the manager is ready to reveal it to the Team Member. A configuration setting can also enable managers

to delete draft objectives before they have been revealed.

Team Member Prepare Status

When a Team Member creates a new objective and saves it, the objective is saved as a draft and set to Team

Member Prepare status. The objective is not visible to the Team Member's manager and the Team Member

can continue to edit the draft until the Team Member is ready to reveal it to the manager. A configuration

setting can also enable Team Members to delete draft objectives before they have been revealed.

Manager Draft Status

An Objective in Manager Draft status has been:

• Prepared and revealed by the manager.

Or

• Prepared and revealed by the Team Member and then edited by the manager.

Manager Draft Objectives are waiting for the team member to look at them. The Team Member can:

• Accept the objective as entered or amended by the manager. Select Confirm on the objective detail view.

The objective changes to Active status (see page 54)

Or

• Make amendments to the objective. Select Edit on the objective detail view, make the change, and select

Save. The objective changes to Team Member Draft status (see page 54).

The manager can also intervene by:

• Deciding that the objective is non-negotiable by the Team Member. Select Save without Confirm on the

objective detail view. The objective changes to Active status (see page 54).

Objectives Objective Setting Overview


Team Member Draft Status

An Objectives in Team Member Draft status has been:

• Prepared and revealed by the Team Member.

Or

• Prepared and revealed by the manager and then edited by the Team Member.

Team Member Draft Objectives are waiting for the manager to look at them. The manager can:

• Accept the Objective as entered or amended by the team member. Select Approve on the Objective detail

view. On the Approve or Reject Objective view, enter a comment if required and select Approve again.

The Objective changes to Active status (see page 54).

Or

• Reject the Objective as entered or amended by the Team Member. Select Approve on the Objective detail

view. On the Approve or Reject Objective view, enter a comment to activate the Reject button, then

select Reject. The Objective changes to Rejected Draft status and is visible to the Team Member for

amendment,

Or

• Make amendments to the Objective. Select Edit on the Objective detail view, make the change, and select

Save. The Objective changes to Manager Draft status (see page 53).

Rejected Draft Status

When a manager rejects a draft Objective revealed by the Team Member, the Objective is set to Rejected Draft

status. The Objective remains a draft and can be edited by the Team Member to return it to Team Member

Draft status.

Active Status

Objectives in Active status have been agreed by the manager and team member or required by the manager.

Active objectives cannot be edited, except as part of the Objectives review (see page 55).

Closed Status

Once an objective is closed by the manager it cannot be reopened. It remains so it can be considered as part

of an overall Performance Review (see page 111).

To repeat an objective, select Clone on the closed objective detail view. This creates a new objective with the

same initial details as the previous objective.

Objectives Reviewing Objectives


Reviewing Objectives

On the Next Review Date, objectives are flagged as requiring a review. A Review button is displayed for the

Objective on the Detail view for both the Manager and the Team Member:

The reviewing manager also has an Action raised for them. The action appears on their Actions list and is also

mailed to them on their regular Actions Digest.

Objectives can also be reviewed before the Next Review Date is reached.

To review an Objective:

Manager Team Member

Select Review for the Objective on the Detail view:



Sage People displays the Manager's Review Objective view:

Sage People displays the Team Member's Review Objective view:

Expand Description to show a fixed set of fields:

Expand Attributes to display additional information that contributes to the review:

Attributes displays the fields included in the Objectives, Additional Attributes Field Set.



Review of Progress includes the following fields:

• Progress - mandatory. Select the picklist and choose the appropriate value:

For continuing objectives:

o Ongoing: Above Track

o Ongoing: On Track

o Ongoing: Below Track

For closed or completed objectives:

o Closed: Exceeded

o Closed: Achieved

o Closed: Not Achieved

o Closed: Canceled

• Manager Comments - optional. A text field for comments on progress the Team Member has made towards achieving the Objective.

For closed or completed objectives, indicate the final progress achieved.

• Achievement - mandatory if displayed. Available as a policy option.

Enter a percentage to indicate how much progress the Team Member has made towards achieving the objective. Enter a value in the field or drag the slider to the value you want.

Useful for closing objectives, when the percentage achievement score can be used as part of a bonus calculation.

• Next Review Date - mandatory. For continuing objectives:

The date of the next review of this objective.

If the Next Review Date is after the End Date for the objective, the objective is extended to the new date.

For closed or completed objectives:

The date is ignored and on saving the objective is marked as Closed.

Objective Review includes a text box for the Team Member to enter their comments on progress towards achieving the Objective.

Expand History to display previous comments entered for this Objective:

Select Save to close the objective review and save the values you have entered.


Targets

The Targets process records financial targets or quotas set by a manager for a team member to achieve over

a specified period. The Targets process includes setting targets, monitoring actuals during the active period,

and recording comments by managers and team members on the level of success achieved.

Setting and maintaining Targets follows this sequence:

1. A new Target is set by the Team Member's manager (see page 66). The Target is set to Draft status.

2. The Team Member is prompted to confirm the Draft Target (see page 69). When confirmed the Target is Active.

o Team Members can review Active Targets and enter comments (see page 71).

o Managers can edit Draft or Active Targets for their Team Members (see page 77). Editing an Active

Target returns it to Draft status for confirmation by the Team Member.

3. Managers review Targets for progress, adding actuals, a progress rating, and any comments (see page 73). Progress ratings indicate On Track, Above Track, or Below Track.

4. When a Target has been achieved, or no more progress can be made towards it, the manager reviews the Target and sets the status to Closed (see page 73).

Targets are typically positive values applied to profit centers within your organization. You can also create

positive value Targets to apply as cost savings to cost centers; this release does not support negative values

as Target amounts.

Actual values can be entered by a Team Member's manager as part of a Target review or edit

Targets Viewing Your Targets


Viewing Your Targets

In the Navigation Bar select the Service hosting the Targets process:

The Targets Tile summarizes your Active Targets:

To view Targets detail, select View Details:

WX displays the Targets Detail view, defaulting to the Draft Targets tab:



Select the Active or Closed tabs to display Targets in those categories:

To display full detail for a Target, select View Details:



WX displays further detail:

You can Review your active Targets (see page 71).

Targets Viewing Targets for a Team Member


Viewing Targets for a Team Member

1. Select the Team Member.

o Use the People Bar:

OR

o Use the Team Member Selector on the Service Bar:

2. In the Service Bar select the Service

hosting Targets then select the

Targets Process:

WX displays the Targets Detail view, defaulting to the Draft Targets tab. Select the Active or Closed tabs to display Targets in those categories:

Targets Viewing Targets for a Team Member


To display full detail for a Target, select View Details:

WX displays further detail:

You can:

o Review Active Targets (see page 73).

o Edit Draft or Active Targets (see page 77).

Targets Viewing Targets for Your Team


Viewing Targets for Your Team

To display all current targets for your team:

In the Navigation Bar go to the Team section and select the Service hosting the

Targets process:

WX displays the Team Targets Tile:

Annual Target Count: the total number of current, active Targets held by your

Team Members

Annual Target Total: the total financial value of all current, active targets held by

your Team Members.

When Team Member Targets are set in more than one currency, Annual Target Total is shown in the reporting currency

for your organization.

Achieved YTD, %: the current total achieved in the financial year to date as a

percentage of the annual total.

To see more detail, select View Details:

Targets Viewing Targets for Your Team


WX displays the Team Targets Detail view for your team, with Draft, Active, and Closed tabs:

To drill down to display the targets for each Team Member, select the Team Member name.

Targets New Target


New Target

Managers can create new targets for their Team Members.



OR




Targets Process:

WX displays the Targets Detail view:

Targets New Target


3. Select New:

WX displays the New Target view:

Targets New Target


4. Enter the details for the Target.

o You must make entries in all fields.

o If one or more target periods have nil targets, enter zero in each nil target field.

Target section

Target A name or short description for the Target. Enter up to 80 characters.

Start Date The date you want the Team Member to start working towards this target. Defaults to the start of the current Target period.

Select the picklist and choose the date you want.

Is Private Controls who can see the Target.

Select Yes to make the Target Private to the Team Member, their Manager and the upward reporting chain.

Select No to switch off privacy. The Target is then visible to all, including colleagues, direct reports, and their teams.

Target Amounts section

Target frequency can be Monthly, Quarterly, or Annual depending on the requirements of your organization.

Currency The currency you want to use for the Target. Currency can be the local currency of the Team Member, your organization's reporting currency, or any other currency available to your organization.

Select the picklist and choose the currency you want.

Target Amount

(for Annual Targets)

Target Amount 1 to 4

(for Quarterly Targets)

Target Amount 1 to 12

(for Monthly Targets)

The amount(s) to be achieved by the end of each target period.

5. Select Save. The Target is set to Draft status and displayed on the Targets Detail view.

If the Team Member is not a Sage People registered user the Target is set to Active status.

Targets Confirming a Draft Target


Confirming a Draft Target

When a Target has been set for you by your Manager it is set to Draft status, ready for you to confirm. The

Targets process in the WX Navigation Bar displays a badge indicating how many Targets you have to confirm:

To confirm a draft Target:

In the Navigation Bar, select the Targets process:

WX displays the Targets Detail view with the Draft Target:

To view the details of the Target before confirming, select View Details:

Targets Confirming a Draft Target


WX displays the period by period detail:

To confirm the Draft, select Confirm Draft:

You are prompted to confirm:

Select OK.

The Target status changes from Draft to Active.

Targets Reviewing Your Active Targets


Reviewing Your Active Targets

As a Team Member you can review and add comments to Targets that have been assigned to you and

activated. You cannot edit the details.


Targets process:

WX displays the Targets Detail view, with the Draft tab selected by default.

2. Select the Active tab:

3. For the Target you want to review,

select Review:

Targets Reviewing Your Active Targets


WX displays the Review Target view:

You can enter comments in the Review of Progress section, New Team

Member Comments.

The most recently entered previous comments are displayed under Last

Team Member Comments:

4. Select Save.

The Target remains in Active status.

Targets Reviewing Active Targets for a Team Member


Reviewing Active Targets for a Team Member

As a manager you can review active targets for your Team Members to:

• Enter or amend actuals.

• Record progress using a picklist of ratings.

• Enter comments.

You can review a Target as many times as you need to record progress through the Target period.

Reviewing an active Target does not enable you to edit the underlying details of the Target - to change Target

amounts, start date and other settings use the Edit option (see page 77).

To review an Active Target for a Team Member:



OR




Targets Process:

WX displays the Targets Detail view.



3. Select the Active tab. WX displays all Active Targets for the Team Member:

4. Select Review for the Target you want to review. WX displays the Review Target view:



5. Enter the details you want in the

available fields:

Target Amounts section

Target frequency can be Monthly, Quarterly, or Annual depending on the requirements of your organization.

Actual Amount

(for Annual Targets)

Actual Amount 1 to 4

(for Quarterly Targets)

Actual Amount 1 to 12

(for Monthly Targets)

The amount(s) you want to record as achieved for each target period. You can return to review the Target as many times as you need, typically maintaining actuals as deals are closed through each target period.

Review of Progress section

Progress An indication of the progress made towards the Target. Select the picklist and choose from:

• Ongoing: Above Track

• Ongoing: On Track

• Ongoing: Below Track

• Closed: Exceeded

• Closed: Achieved

• Closed: Not Achieved

• Closed: Canceled

New Manager Comments Text comments you wish to add to the record of this Target, typically to expand on a Progress rating.



6. Select Save. WX displays the Targets Detail view with your changes added.

If you entered a value for an Actual Amount the percentage bar indicates progress and the Targets detail table includes the amount:

Targets Editing a Target


Editing a Target

As a manager you can edit Targets in Draft or Active status. You can revise entered details and enter new or

revised actuals.

To edit a Target:



OR




Targets Process:

WX displays the Targets Detail view.

Targets Editing a Target


3. Select the tab - Draft or Active - holding the Target you want to edit. WX displays all Targets of that status:

o Draft Targets can be edited.

o Active Targets can be edited and reviewed. Editing an Active Target returns it to Draft status for confirmation by the Team Member.

Reviewing a Target as a manager enables you to enter or amend actuals, rate and record progress, and enter comments (see page 73).

Targets Entering Actuals


4. Select Edit for the Target you want to change. WX displays the Edit Target view:

5. Edit the values you want to change,

including revising the actuals.

6. Select Save.

Entering Actuals

Actuals are the actual amounts made by the team member in pursuit of a target:

• Entered actuals, entered by the manager or HR manager. If configured, they can also be imported

automatically from a linked finance system. Entered actuals are definitive amounts made by the team

member, used for bar charts on the target home page, team member summary and in reports.


Recognition

Recognition - also known as Shout Outs, Badging, Crowdsourced Performance Review - enables you to use

social performance management across your organization, giving all Team Members the ability to give visible

and immediate positive feedback awards to others.

Awards are given by you to another Team Member, in recognition of a particular achievement, task well done,

outstanding contribution to a team effort, and so on. You cannot use Recognition to award yourself.

Recognition Viewing Your Recognition Awards


Viewing Your Recognition Awards

To view your latest Recognition award:

In the Navigation Bar, select the Service hosting the Recognition Process. In the example, Recognition is labeled Shout

Outs:

The Recognition Tile summarizes your latest award:



To view Recognition detail:

In the Navigation Bar, select the Recognition Process:

OR

On the Recognition Tile, select View Details:

WX displays the Recognition Detail view:



To display full detail on an award:

Select View Details:

WX displays the detail for the Recognition award you selected:

Recognition Viewing Recognition for a Team Member


Viewing Recognition for a Team Member


Member:

2. To view the Recognition Tile with the latest award received by the Team Member: in the Service Bar, select the WX

Service hosting the Recognition Process:

The Recognition Tile summarizes the latest award received by the Team Member:

To display the Detail view of Recognition for the Team Member, select View Details:

Recognition Making a Recognition Award


Making a Recognition Award


Member:

2. In the Service Bar, select the Service

hosting the Recognition Process:

3. On the Recognition Tile, select View

Details:

Recognition Making a Recognition Award


4. On the Recognition Detail view, select

New:

WX displays the New Recognition view:

5. Use the picklist to select the

competency you want to use.:

6. Add the reason for making the award.

7. Select Save.


Metrics Review

The Metrics Review process is a review of Team Member performance conducted by the Team Member's

manager or by a member of the HR team. Performance is measured against a set of metrics, which are stored

in the Metrics Library. You can use Metrics Review:

• Where a Team Member is performing the same work indefinitely, and where their performance can be

assessed against some standardized measures.

• Where a more complex Performance Review is not appropriate.

• Where objectives have not been set, or where it is not practical to set them.

• As an addition to a full Performance Review.

A Metrics Review produces a set of scores and levels of achievement which can be used for comparison with

other Team Members. You can use the results of the Metrics Review to help in deciding how to allocate a

salary review or bonus pot.

Metrics Review Viewing Your Metrics Review


Viewing Your Metrics Review

In the Navigation Bar, select the Service hosting Metrics Review:

WX displays the Metrics Review Tile for your most recent review:

To see the detail of the review, select View Details:

Metrics Review Viewing Your Metrics Review


To display the full review, select View Details.

Metrics Review Viewing a Metrics Review for a Team Member


Viewing a Metrics Review for a Team Member

In the People Bar, select the Team Member:

In the Service Bar, select the Service hosting Metrics Review:

WX displays the Metrics Review Tile including:

The name of the Job Profile assigned to the Team Member:

The number of metrics assessed in the latest review:

The date of the latest review:

The earliest date set to follow up the results of the assessment with the Team

Member:

To see the detail of the review, select View Details:

The Metrics Review Tile for one of your Team Members with no completed review displays the assigned Job Profile and None in the other fields:



Metrics Reviews for your Team Members are displayed in the Active tab until they are signed off. Configuration options can require sign off by the manager alone, or by the Team Member as well as the manager.

Signed reviews are displayed in the Signed tab:


Signed reviews with follow up dates and action plans for any of the metrics remain

open for managers to edit - enter an action outcome, or edit the follow up date

or action plan.

Select to open the metric view for inline editing:



WX opens the Follow Up Date, Action Plan, and Action Outcome for editing:

For Action Outcome, select the picklist and choose from:

Achieved

Partially Achieved

Not Achieved

Cancelled

Make the changes you want and select Save:

When saved, the metric is closed for editing.

Metrics Review New Metrics Review


New Metrics Review

Before you can start to use the Metrics Review process, the metrics you plan to use must be defined and

stored in the Metrics Library.

You can create a Metrics Review for any of your direct reports with Job Profiles. A Job Profile is defined in

terms of the needs of the job, and each Job Profile is linked to the metrics used for the Metrics Review through

a specific type of Job Need called a Metrics Need.

When metrics are defined and linked to a Job Profile you are ready to run a Metrics Review for any of your

direct reports with the linked Job Profile:


Member:

2. In the Service Bar, select Metrics

Review:

WX displays the Metrics Review Detail View:



3. Select New:

WX displays the first page of the New Metrics Review:

Work through the fields giving your assessment:

Enter a Follow Up Date and Action Plan for this metric if necessary. You cannot enter one without the other:

o You can set different dates for each metric.

If the Review has multiple pages, when you have completed this page, select Next:

Select Previous to return to an earlier page.

The Overall Comment and Attachment sections are displayed throughout the Review. You can edit your comments as you work through.

Each Metrics Review can have a single file attachment.

4. When you have completed all pages

of the Review, select Save:



WX displays the draft Metrics Review for you to sign:



5. Check the review to make sure it is

complete and accurate. Signing the Metrics Review means that you can no longer edit it and makes the review visible to the Team Member.

o To re-open the review and make changes, select Edit: WX opens the Metrics Review at the first page for you to make the changes you want.

6. When you are ready to sign the

review, select Sign:

You are prompted to confirm.

7. Select OK:

If Metrics Reviews are configured to require sign off by the Team Member:

• The review is made visible to the Team Member in their Metrics Review Active tab, with a Sign button.

• The review remains in the manager's Active tab until signed off by the Team Member.

• When the Team Member signs the review, it moves to the Metrics Review Signed tab for both manager and Team Member.

If Metrics Reviews are not configured to require sign off by the Team Member:

• The review is displayed to the Team Member in their Metrics Review Signed tab.

• The review moves to the manager's Metrics Review Signed tab.



Signed Metrics Reviews are displayed in summary, with the Review Date:



Performance Overview

The Performance Overview process provides a consolidated view of a Team Member's performance by

bringing together Objectives, Performance Review, and Continuous Feedback information in a single display.

Performance Overview supports the full Performance Review process and is fully compatible with

Performance Review Templates - your org must be set up to use Performance Review Templates if you want

to use Performance Overview.

The enhancements in the Serenity release enable you to use Performance Overview to complete current

Performance Reviews and to view previous Performance Reviews without the need to enable the Performance

Review process in WX.

When you select an action related to Performance Reviews, either from your Actions or from Actions Digest,

the action takes you directly to Performance Overview.

Performance Overview Viewing Your Performance Overview


Viewing Your Performance Overview

To view a summary of your Performance Overview:

In the Service Bar, select the WX Service hosting the Performance Overview

process:

The Performance Overview Tile summarizes the current position of your

Performance Overview:

To view Performance Overview Detail:

In the Service Bar select the Service hosting the Performance Overview, then

select the Performance Overview process:

OR

On the Performance Overview Tile, select View Details:



WX displays the Performance Overview Detail view. Configuration depends on how the process has been set up, but can include sections for:

• Details Such as Name, Division, Function, Number of direct reports.

• Objectives All Objectives applying to the current review period. You can review Objectives in the Performance Overview and link to the Objectives process to execute actions.

If there are no Objectives applying to the current Performance Review period, the Objectives section is not displayed.

• Performance Review The current Performance Review. Not displayed for Performance Review Templates that only contain Continuous Feedback.

• Continuous Feedback With an option to add feedback.

Sections are displayed if there is content. If there is no current Performance Review and no Objectives or Continuous Feedback, Performance Overview displays Details and the Performance Review sections and enables you to create a new Review.

The initial view has the Performance Review section expanded by default and other sections closed. To open a section

and display detail, select the title:



WX opens the section:

Your view of Performance Overview includes buttons, links, and actions relevant to you and the current status of the sections displayed:

Performance Overview Viewing a Performance Overview for a Team Member


Viewing a Performance Overview for a Team Member


Member:


Service hosting the Performance

Overview process:

The Performance Overview Tile summarizes the current position for the

Team Member:

Select View Details to display the Detail view of the Performance Overview:

Performance Overview Viewing Objectives


Viewing Objectives

In Performance Overview, select the Objectives section:

WX displays current Objectives:

To view more detail on an Objective, select >:

WX displays full detail for the Objective you selected:

Performance Overview Reviewing Objectives


Reviewing Objectives

On the full detail for the Objective, select Review:

WX displays a Comments field:

Enter your review comments and select Save:

Editing Objectives

If you have Edit access to Objectives, you can use Performance Overview to display and edit.

On the Performance Overview Detail page, select Objectives Page:

WX displays the Objectives Detail page. You can then select Edit for any

Objectives where you have edit access.

Performance Overview Creating a Performance Review


Creating a Performance Review

If there is no current Performance Review and you have the necessary permissions, you can create one

through Performance Overview.

1. In the People Bar select the Team

Member.

2. On the Service Bar, select the Service

hosting the Performance Overview,

then select the Performance Overview

process:

3. Performance Overview displays a

prompt to select a Performance

Review Template:

4. In the Performance Review section,

select the Template picklist and

choose a Template, then select Save:

Performance Overview Viewing a Performance Review


Viewing a Performance Review

In the Performance Overview, scroll to the Performance Review section, which is expanded by default.

Otherwise, select > to expand the Review.

Performance Overview Editing a Performance Review


Editing a Performance Review

You can edit a current, ongoing Performance Review through Performance Overview when you have the

necessary permissions and the Edit icon is displayed.

On the Performance Overview Detail view, select the Edit icon:

WX opens the current Performance Review in Performance Overview with the

relevant fields open for editing:

Make the changes you want.

To add attachments select Upload Files and use the dialog to find and select the

file(s), or drag and drop into the Attachments field:

Outlook .msg files are not currently supported as attachments.

When you have made your changes, select Save Draft:

Performance Overview Executing Performance Review Actions


Executing Performance Review Actions

Performance Overview Detail view includes Performance Review action buttons and icons in the Performance

Review section and the Create PDF button at the top of the page.

Actions can be:

• Reveal to Manager

For a completed draft Self Review.

• Reveal to Team Member For a completed draft Manager Review.

• Submit If your review process includes approval by HR.

• Approve For HR approval, if required by your review process.

• Sign For a Team Member's completed Self Review or for the manager's completed review after the Team Member's self review has been signed.

Performance Overview Viewing, Editing, and Adding Continuous Feedback


Viewing, Editing, and Adding Continuous Feedback

In the Performance Overview, scroll to the Continuous Feedback section.

Select Continuous Feedback to expand the section:

WX displays existing Continuous Feedback and enables you to refine it or add more:

Performance Overview Creating a Performance Overview PDF


Creating a Performance Overview PDF

Performance Overview Detail view includes a Create PDF button at the top of the page.

Select Create PDF WX produces a composite PDF including:

• Previous Objectives. Objectives closed in the previous review period.

• Competencies Identifying:

o Agreed strengths

o Unrealised strengths

o Agreed development areas

o Potential blindspots

o Indicators for each competency

• Additional details Such as competency and objective scores

• Manager and Self Comments on the Performance Review

• Continuous Feedback Provided through the review period.

• Current Objectives

• Current Competency development goals

• Current skill development goals


Performance Review

The Performance Review process implements a performance review of a team member by the team member's

manager, with contributions by the team member. Traditionally completed annually, reviews are now typically

completed more frequently and can include continuous feedback. You can also dispense with the formal

review and build a performance record solely through continuous feedback. Each review is a summary of the

overall performance of a team member through the review period.

A Performance Review that occurs outside the Performance Review window, which is 45 days before and after

the start date of the working year defined in the Policy is called a Mid Year Review.

A key output is the performance rating for the team member. The rating is used in other processes such as

talent management and succession planning. It is also used for pay and bonus planning.

With a formal, periodic review, the review meeting between manager and team member is key. Each part of

the performance review of a team member:

• Preparation

• Approval by HR

• Comments after the meeting

...is recorded in the system by the manager. The team member can enter comments, and the review can also

include a self performance review entered by the team member about themselves. A self performance review

can only be created as part of a performance review. A review can include attachments added by the manager

to the manager's review or by the Team Member to the Self Performance Review.

You can produce a PDF of the Performance Review at each stage of the process - select

on the Performance Review Detail view. Typically, a PDF is produced and

used as an attachment to an email at the end of the process.

The Performance Overview process (see page 98) includes Objectives, Performance Review, and Continuous

Feedback.

Performance Review Viewing Your Performance Review


Viewing Your Performance Review

To view a summary of your Performance Review:

In the Navigation Bar, select the Service hosting the Performance Review

Process:

The Performance Review Tile summarizes your current Review:



To view Performance Review detail:

In the Navigation Bar, select the Performance Review Process:

OR

On the Performance Review Tile, select View Details:



WX displays the Performance Review Detail view with the Reviews categorized as Current and Previous:

• The Performance Review Detail view includes buttons enabling you to edit an uncompleted Review or progress it to the next stage.

• Select View Details to drill down. Additional Details section is only available for current Performance Reviews. It is not displayed for your previous reviews.

• Select Create Adobe PDF version to produce a PDF version of the Performance Review. The PDF includes objectives for the Team Member - current objectives and those closed within the last business year.

Performance Review Viewing a Performance Review for a Team Member


Viewing a Performance Review for a Team Member

You can view the Performance Reviews for your direct reports:


Member:

2. In the Service Bar, select the WX Service hosting the Performance Review Process:

The Performance Review Tile summarizes the current position for the Team Member:

Select View Details to display the Detail view of the Performance Review for the Team Member:

Performance Review New Performance Review


New Performance Review

A manager can create a new performance review for one of their direct reports if there is no ongoing review.

Team Members can have only one active Performance Review at one time.


Member:


Service hosting the Performance

Review Process, and then

Performance Review:

3. On the Performance Review Details

view, select New:

If the team member has a performance review already entered in Draft, Approved, or Revealed status you cannot create another review, and WX displays the current performance review. A team member cannot have more than one performance review ongoing at the same time.



4. If your organization is using

Performance Review Templates, use

the picklist to select a Template:

Performance Review Templates can be set up to support:

o Formal reviews

o Continuous feedback reviews

o Formal reviews with continuous feedback

The picklist includes just the Templates supporting the type of review configured for the Team Member, and defaults to the Template selected by your Administrator on the Policy assigned to the Team Member.

5. On the Edit Performance Review view, enter the details for the performance review. Mandatory fields are marked with

a red asterisk. Options can vary depending on your company's requirements, but details typically include:

Rating The overall performance rating for this team member. This will take into account all objectives, targets, personal development etc achieved by that team member during the year.

Training The manager's review of any training activities undertaken by the Team Member during the period.

Review A written description expanding on the performance rating.

Strengths The strengths displayed by the Team Member in the period.

Development Needs Any development needs for the Team Member.

Career Aspirations How the Team Member wants their career to develop.

Mandatory fields are marked with a red asterisk:



6. To add an attachment to the Review

you can:

o Select the Update or Drag and Drop field at the bottom of the view, find and select the file.

OR

o Drag and drop the file into the field.

7. Select:

o Save to save the review as a draft, enabling you to make further changes before you reveal the review to the Team Member.

o Reveal to Team Member if you have completed your part of the review and want the Team Member to see it.

o Cancel to discard your changes and display the Performance Review Detail view.



Adding Continuous Feedback to a Performance Review

When set up to use Continuous Feedback, the Detail view of an ongoing

Performance Review displays the Add Feedback link.

Select Add Feedback:

WX displays the Add Feedback view:

Add your comment. Use the formatting options as necessary:

Add any Actions related to the comment:

Select Save:

The feedback is added to the Detail view with the date and originator:

Entries are listed in reverse date and time order, with the most recent at the top of

the list.



You can continue to use Add Feedback as long as the Performance Review is

ongoing.

To edit the most recent feedback, select Edit Latest Feedback:

WX displays the Edit Latest Feedback view:

Make the changes you want and select Save.

Annual Average Scores

Compute and display average scores based on all reviews since the last annual review:

• Annual Average Competency Score

• Annual Average Objective Score

The averages are calculated from all scores by all reviewers, including self review scores. They provide a

useful reference when conducting a Performance Review for a Team Member, enabling comparison with the

scoring awarded by other reviewers across your organization.

Scores are displayed in the Performance Review Detail view, in the Additional Details section.

Additional details can be displayed for both mid-year and annual performance reviews.

Performance Review Draft Performance Review


Draft Performance Review

Performance reviews in Draft status have been newly entered by the manager. The team member cannot yet

see what has been entered - the performance review must first be revealed. There may be a requirement for

the performance review to be approved by HR before it can be revealed to the team member - this requirement

is set by the HR manager in the Policy for the department.

Depending on the approval requirement, the manager can take one of two actions:

Submit the performance review for HR approval:

• On the Performance Review detail view, select Submit. The performance review remains in Draft status until set by the HR manager to Approved (see page 121) status.

OR Reveal the performance review to the team member:

• On the Performance Review detail view, select Reveal.

Typically, the manager cannot edit the performance review after it has been submitted or revealed. If your

organization needs to edit reviews after they have been revealed, your HR manager or administrator has

access to a policy setting to enable editing after revealing.

Approval of Performance Review

Settings in your Policy control if performance reviews must be approved before revealing to team members. If

approval is not required, reviews can progress directly to Reveal status.

For approval, HR Managers or managers included in the approval process review the rating and review

comments. The approval process managers can then:

Approve the performance review, with or without altering the performance rating and review comments. The performance review is set to Approved status.

OR Reject the performance review. The performance review passes back to the manager for amendment before being resubmitted. It remains in Draft status.

Approved Performance Review

Performance reviews in Approved status have been entered by the manager and approved by a manager in

the approval process. They are ready to be revealed to the team member.

The manager can reveal the performance review to the team member as soon as it is approved. The manager

might wait for the performance review meeting (see page 128) with the team member. This would be

appropriate if, for example, the review contained bad news. If in doubt consult your HR manager.

To reveal the performance review to the team member:

• On the Performance Review detail view, select Reveal. The status changes to Revealed.

Performance Review Self Performance Review


Self Performance Review

A self performance review is created by the team member as part of a performance review. It is an opportunity

for the team member to comment on their own performance during the year.

To display the Self Performance Review Details Edit view:


Performance Review Process:

The self performance review starts in Draft status, and is only accessible when your manager has started the Review process.

2. On the Performance Review Detail view, select Edit:

Performance Review Self Performance Review


3. Enter the details for your self review. To add an attachment to the Review you can:

o Select the Update or Drag and Drop field at the bottom of the view, find and select the file.

OR

o Drag and drop the file into the field.

4. Select:

o Save to save the review as a draft, enabling you to make further changes before you reveal the review to your manager.

o Reveal to Manager if you have completed your part of the review and want your manager to see it.

o Cancel to discard your changes and display the Performance Review Detail view.

Performance Review Draft Self Performance Review


Draft Self Performance Review

A self performance review in Draft status is ready for a team member to enter their self review, or once

entered, ready to be revealed by the team member to the manager.

To enter the self performance review:

1. On the Performance Review Detail

view, select Edit.

WX displays the Edit Performance Review view:

2. Enter the self performance review as text, taking into account all objectives, targets, personal development and other

related activities you have worked on during the review period. You can save and return to the Self Performance Review as many times as you need.

When you have entered the self performance review it is ready to be revealed. You can delay revealing until during or after the performance review meeting.

3. When you are ready to reveal the self

review to your manager, select

Reveal to Manager on the Edit

Performance Review view. The self performance review moves to Revealed (see page 128) status.

Performance Review Revealed Self Performance Review


Revealed Self Performance Review

A self performance review in Revealed status is one that has been entered and revealed by the team member.

Typically, the team member cannot edit a self performance review after it has been revealed. If your

organization wants to allow self performance reviews to be edited after they have been revealed, your HR

manager or administrator has access to a policy setting to enable edit after reveal.

As the team member, you are now ready for the performance review meeting (see page 128) with your

manager. The review meeting is the most important part of the performance review process. By making your

own notes you will be well prepared for it.

After the meeting you must sign the performance review before the manager can sign. You are not necessarily

signing that you agree with your manager, although that is preferable. You are signing to acknowledge that the

performance review has taken place. You do have an opportunity to add a final comment before you sign. The

manager cannot add any further comments to the performance review.

To sign the performance review:

1. On the Performance Review Detail

view, select Sign:

You are asked to make a final comment on the review; the comment can be anything that you want to be taken into account in the review that has not already been entered by you or your manager:

2. When you have entered your final comment, select Sign. The Performance Review goes to Completed status

Performance Review Revealed Performance Review


Revealed Performance Review

Performance reviews in Revealed status have been entered by the manager, sent for approval by HR if that is

a requirement in your organization, and revealed to the team member.

Typically, the manager cannot edit a performance review after it has been revealed. Your HR manager or

administrator has access to a policy setting to enable editing after reveal, if required by your organization.

The manager now holds the performance review meeting (see page 128) with the team member. After the

meeting the performance review is signed by the manager. If there is a self performance review then the

performance review cannot be signed by the manager until:

1. The self performance review has been revealed to the manager

2. The self performance review has been signed by the team member.

When these conditions are met the manager can sign the performance review:

The manager receives an action to sign the review:

Performance Review Revealed Performance Review


Select Sign Performance Review to display the detail of the review for

signature:

To complete the review, select Sign:

The review status changes to Completed without further confirmation.

Alternatively, you can navigate to the Detail View by selecting the Performance

Review process for the Team Member, then select Sign. You are asked to

confirm:

Select OK.

The review status changes to Completed.

Performance Review Performance Review Meeting


Performance Review Meeting

The manager is now ready to hold the performance review meeting with the team member. If the team member

has a self performance review the meeting includes discussion of both the manager and team member

reviews. Allow time for the team member to write their self performance review before meeting.

The manager and team member do not have to reveal their comments or the rating before the meeting but it is

typically better if they both do so. The meeting will not work well as an "ambush". An exception should be made

if the comments carry bad news; such information is always best delivered face-to-face.

The performance review meeting is the most important part of the performance review process. The rest of the

performance review process is simply a preparation for the meeting.

Completed Self Performance Review

A self performance review in Completed status is one that has been entered, revealed and signed by the team

member. This releases the linked performance review for signing by the manager.

A Completed Performance Review cannot be edited by anyone.

Completed Performance Review

A performance review in Completed status is one that has been entered, revealed and signed by the

manager. If a self performance review was included then this must have been completed too.

A Completed Performance Review cannot be edited by anyone.


Competency Assessment

The Competency Assessment process enables team members to be assessed against a list of competencies

and behaviors. The assessment is carried out by the manager as a training need analysis, or by the manager,

team member, peers and the team member’s team members as full multi-rate 360 feedback. You can also

nominate external assessors. The main purpose is to focus on the behavioral side of work performance and

drive development planning.

Before you run an assessment, the team member needs a set of competencies and behaviors on which to be

assessed:

• The competencies and behaviors are listed in a competency library.

• A job profile is created combining a selection of competencies, typically by your HR Team.

• A manager or HR administrator selects a job profile with the competencies appropriate for each team

member.

Assessors complete a questionnaire for the role being assessed. The manager is always one of the

assessors, and if the team member is not a registered user the manager is the only assessor. If the team

member is a registered user, they can make a self assessment. They can also ask other registered users to act

as assessors. The other assessors are grouped into colleagues, direct reports or others. There must be a

minimum of 3 registered users in each of those assessor groups. The system will not show results until the

requisite number have responded.

Assessors provide feedback by completing a questionnaire. Their responses to the questionnaire are only

available when all questions have been answered. The team member, manager and HR administrator can see

who has and has not completed their questionnaires.

When a request for assessment is made a date is set by which completion is required. Any time after that date

the assessment request can be canceled. The assessor is informed.

An assessment can be closed if there are no outstanding assessment requests. On closing, the system

enforces anonymity as follows:

1. All assessor groups, other than self and manager, must have three or more assessors.

2. Any assessments in groups that do not have three assessors are converted into the group Other.

3. If the group Other does not have three assessors then the group with the fewest assessors is converted to Other. This conversion excludes self and manager assessments.

4. If, after all assessments excluding self and manager assessments, are converted to Other there are fewer than three assessments in Other, Other is disregarded in the results.

5. After automated scoring, the original raw responses are deleted to protect assessors’ anonymity. Additional results cannot be added after scoring and deletion of raw results.

Competency Assessment New Competency Assessment


New Competency Assessment

The Competency Assessment process can be set up so that Team Members, Managers, or HR can start a

new assessment. The setting controls who can see the New button on the Competency Assessment. This

section assumes a new assessment is going to be started by the Team Member's manager.


Member:


Service hosting the Competency

Assessment Process and then the

Process:

WX displays the Competency Assessment detail view for the Team Member. Note that you can only have one active competency assessment for each team member.

3. Select New:



WX displays the New Competency Assessment view:

4. In the Job Profile picklist select the

Job Profile holding the competencies

you want to assess for the Team

Member:

5. In End Date, select the date by which people are asked to complete feedback. Set this a few days before the Close

Date to give time to chase stragglers. The Sage People configurable workflow can send reminders before and immediately after that day.

6. In Close Date, select the date after which the competency assessment may be completed and outstanding feedback

requests canceled. Set Close Date shortly after End Date, creating a period for completing feedback. The Close Date is typically not revealed to assessors but it is the date up to which you will wait for feedback.

You cannot cancel assessments to reveal results until the Close Date, but you can see the results before the Close Date if all assessments are complete.

7. Select Save.



Sage People creates a new Draft competency assessment with two assessors:

• The Team Member being assessed, enabling self assessment.

• The Team Member's manager, enabling manager assessment.

You must add any other assessors you want to contribute before starting the competency assessment.

Use the buttons to add other assessors:



Add From Your Team

Select the Team Member picklist to choose the person you want:



Add From Organization

WX searches across your organization using the fields in the Team Member

Find Field Set to identify matches.

Ask your HR Administrator if you want to change the fields to search.

Use Search to find the person you want:

Then select the Reporting Relationship:



Add External

Enter the Name, Email address, and select the Reporting Relationship.

Repeat to select all the assessors you want to contribute to the assessment.

Competency Assessment Starting a Competency Assessment


Starting a Competency Assessment

1. On the Competency Assessment Detail view, Select Start:

You are asked to confirm:

2. Select OK.

The assessors are informed that you have requested them to complete an assessment. They will now be able

to start entering those assessments.

Note that various rules might be set by your HR manager for the assessments. These might include:

• A requirement for a self and/or manager assessment.

• A minimum number of assessors.

You will not be able to start the competency assessment until all these conditions are met. When you select

Start you will be informed of any conditions outstanding:

Competency Assessment Completing a Competency Assessment


Completing a Competency Assessment

Each internal assessor you have nominated receives an Action with a link to complete the assessment:

In addition, the Team Member and Manager have Assess buttons added to the Competency Assessment

Detail view:

External assessors receive an email with a link to complete the assessment.



Select Assess, or the link in the Action or email, to open the Competency Assessment questionnaire:

The questionnaire can use vertical or horizontal radio buttons, picklists, checkboxes, or sliders to present

response options. WX displays up to four horizontal radio buttons side by side across the questionnaire, with

additional options wrapped to the next line. Longer lists of options are typically displayed as vertical radio

buttons or picklists. In mobile view, horizontal radio buttons are automatically converted to display as vertical

radio buttons.

Work through the assessment, ensuring you respond to all the mandatory - red starred - questions (making a

question mandatory is a configuration option available for administrators). While working through, you can use:

• Previous to return to previous questions to edit your response.

• Next to move on, if a question is not mandatory and you have no response.

• Save and Continue to save your progress. You can then close the questionnaire and return to it later.



On the final page of the assessment when you have finished, select Complete:

When all assessments have been submitted the competency assessment is marked as completed. This

processes the assessments and prepares the results for viewing.

To complete the competency assessment, the team member, manager or HR manager selects Complete on

the competency assessment view page. Sage People can also be set up to complete the assessment

automatically when all assessments are complete.

If there are any assessments that are not yet completed then they are canceled. Assessments cannot be

requested or completed after the competency assessment has been completed. The process of completing

the competency assessment cannot be reversed.

Conditions

The competency assessment must meet a series of configurable conditions before it can be marked as

completed. For example:

1. A self assessment has been completed.

2. A manager assessment has been completed.

3. A minimum number of other assessors have completed an assessment.

4. Either all the assessors who have been asked to give feedback have completed it, or that the competency assessment Close Date has past and you no longer wish to wait for the feedback to be completed.

Conditions 1 to 3 are controlled by the Policy settings for an HR department.

If a competency assessment fails any of these conditions the system will refuse to allow completion and

displays a message giving the reasons.



Anonymity Protection

A policy option enables you to hide all assessor names - including your manager's - in competency

assessment results. If this option is selected in your Sage People implementation, the results of each

assessment are identified only by the differently colored bars.

Alternatively, the system gives anonymity to assessors by hiding the identity of all assessors (other than self

and manager). To give this protection the completion process ensures that there are no fewer than three

assessors in any one assessor group (other than self and manager). If there are less than three completed

assessments in any such group then groups will be merged. The steps that are taken to merge groups are:

1. All groups with less than 3 assessors are added to the group other. If other does not exist it is created.

2. If the other group does not have three completed assessments, the smallest group with three or more assessors is added to the other group. If two groups tie for minimum number of assessors then the first one in the following order is used:

a. Colleague

b. Direct report

c. Customer.

3. If there are still less than three completed assessments other than self and manager then only the self and manager results are used in the results. The other assessments will not be counted. Note that this will not occur if at least three assessments are required in condition 3 above.

After combining groups and scoring the questionnaire the individual responses are deleted. This further

protects the anonymity of assessors in countries where computer information held on an individual may be

liable to be revealed to that person on request. The deletion also significantly reduces the data storage

requirements of multi-rater feedback.

Competency Assessment Competency Assessment Results


Competency Assessment Results

For completed assessments, results are displayed on the Team Members Competency Assessment Process

Detail view:



Competency results • Competencies used for the assessment, ranked in descending order by overall average score of all assessments except the self assessment.

• Scores for:

o Self

o Manager

o The average for Other assessors

o The Average for Manager and Other, excluding the Self score.

• Response frequency. Shows the frequency of scoring for the indicators underlying each competency. Excludes scoring on the Self Assessment. For example, for the competency Initiative:

o There are three indicators, each of which can be scored from 1 to 5.

o The Response frequency column shows 0-2-2-6-1, with each number showing the total number of responses for each possible score.

o 0 indicates no responses for that score, so none of the three indicators were scored 1 by any of the assessors.

o 2 indicates that across four assessors and three indicators, 2 were scored 2, 2 were scored 3,

o 6 indicates that across four assessors and three indicators, 6 were scored 4.

o 1 indicates that across four assessors and three indicators, 1 was scored 5.

Calculation of:

Agreed Strengths

Unrealised Strengths

Agreed Development Areas

Potential Blindspots

Sage People calculates:

• The average self score across all indicators.

• The average score by manager and others across all indicators.

• The mid-points of the two averages, for self and others.

• The positions of all scores for self and others above and below their respective mid-points.

• The magnitude of the difference between each score and the mid-point.

The five scores that are furthest from the averages, both above and below, are then compared, self to other. This enables classification into one of four groups:

• High:High Self and Other scores are both above their respective mid-points. These are Agreed Strengths.

• Low:High Self score is below the self mid-point, Other score is above the Other mid-point. These are Unrealised Strengths.

• Low:Low Self and Other scores are both below their respective mid-points. These are Agreed Development Areas.

• High:Low Self score is above the self mid-point, Other score is below the Other mid-point. These are Potential Blindspots.



• Results display up to five Indicators and their associated Competencies for each of the four groups.

• Depending on the distribution of the results, up to two groups may be empty.

• Results are calculated and presented for each Team Member - it is not valid to compare strengths and

development areas for different Team Members.



Agreed Strengths • High scored indicators for which there is good correlation between the self score and the average score by all other assessors. Ranked in descending order by overall average score of all assessments except the self assessment.

• Competencies to which the indicators contribute.

Unrealised Strengths • Indicators for which the self score is well below the average score by all other assessors. Ranked in descending order by overall average score of all assessments except the self assessment.


Agreed Development Areas

• Low scored indicators for which there is good correlation between the self score and the average score by all other assessors. Ranked in descending order by overall average score of all assessments except the self assessment.


Potential Blindspots • Indicators for which the self score is well above the average score by all other assessors. Ranked in ascending order by overall average score of all assessments except the self assessment.


Competency Assessment Creating a PDF Version of Competency Assessment


Creating a PDF Version of Competency Assessment

You can create an Acrobat PDF version of:

• Your own, completed Competency Assessment.

• A completed Competency Assessment for one of your Team Members.

On the Detail view, select Create Adobe PDF version:

Competency Assessment Creating a PDF Version of Competency Assessment


WX displays the PDF in a separate window for you to view, download, or print:

Competency Assessment Competency Assessment Scores


Competency Assessment Scores

Average Score Where displayed

WX Competency Assessment Detail View, PDF version, Team competency scores section. Displayed for each Competency.

Calculation

The sum of the average scores for the Competency from the most recent Competency Assessment for all assessed people in the team, divided by the number of assessed people. The team includes:

• The subject of the Assessment.

• The subject's manager.

• The subject's direct reports.

• The subject's cross reports.

• The subject's colleagues. Colleagues are people reporting to the subject's manager.

All Average Where displayed

WX Competency Assessment Detail View, PDF version, Team competency scores section. Displayed for each Competency.

All Average is displayed when there are Competency Assessments in the team created within the past year. If there are no Competency Assessments created in the past year the column head and values are not displayed.

Calculation

The sum of the average scores for the Competency for all assessed people in the team, for all assessments created in the past year, divided by the number of assessments.

The past year is calculated with an end date of today and a start date 12 months ago. For example if today is 25 July 2019, the past year runs from 26 July 2018.

The team includes:

• The subject of the Assessment.

• The subject's manager.

• The subject's direct reports.

• The subject's cross reports.

• The subject's colleagues. Colleagues are people reporting to the subject's manager.

Competency Assessment Viewing Competencies for Your Team


Viewing Competencies for Your Team

To display team competencies:

In the Navigation Bar go to the Team sections and select the Service hosting the Competency Assessment process:

WX displays the Competency Assessment Tile for your team:

The Tile shows the three highest scoring competencies across your team:

To display more detail for your team, select View Details:

Competency Assessment Viewing Competencies for Your Team


WX displays the Team Detail view of Competency Assessment:

The Team Detail view shows those competencies and indicators with the

highest and lowest average scores. Averages are calculated by taking the

scores for each Team Member and dividing by the number of Team

Members:

• The top five competencies, ranked by overall score.

• The top five indicators.

• The bottom five indicators.

Competency Assessment Competencies


To display the Team Members included in the team assessment, select the Team tab:

The display of included team members can also be configured to exclude manager, or manager and colleagues.

Competencies

Competencies are factors of behaviors or personal values assessed during a competency assessment. A

competency assessment typically looks at between three and a dozen competencies. Each competency is, in

turn, made up of a number of indicators (see page 150). The competency questionnaire presents the indicators

for all the competencies and asks the assessors to rate the employee for each indicator. Each competency

normally has between three and a dozen indicators.

When a competency assessment is scored the individual indicator scores within each competency are

averaged to give a score for that competency.

Indicators

Indicators are the individual aspects of behavior or personal value that make up a competency (see page 150).

They are the questions used in the online questionnaire.

When a competency assessment is scored the assessors scores for each indicator are averaged, with the self

score kept separate.

Competency Assessment Indicator Comments


Indicator Comments

Indicator comments are optional text comments given by assessors to explain their assessment of that

indicator (see page 150). Indicator comments are included in the results without identifying who entered them,

although the type of assessor is given. Bear in mind that the comment itself sometimes identifies who gave it.


Development Plan

The Development Plan process enables a team member and their manager to flag a list of areas that need

development. These can be:

• A skill need, from the skills process.

• A competency need, from the competency assessment process.

• A development objective defined as a specific item, and typically identified outside the skills or competency

assessment processes. You can subsequently link the item to a competency or skill.

Against each identified item you can record an action plan and a target date, and for skills development you

can also record current and required levels.

Viewing Your Development Plan

In the Navigation Bar, select the Service hosting the Development Plan process:

Development Plan Viewing Your Development Plan


The Development Plan tile summarizes your current Plan, showing the numbers

of:

Competency needs

Skill needs

Development Objectives

To view Development Plan detail:

In the Navigation Bar, select the Development Plan Process:

OR

On the Development Plan tile, select View Details:



WX displays the Development Plan Detail view with your Development Needs categorized as Competency, Skill, or Development Objective:



• Select Competency Development, Skill Development, or Development Objectives tabs to view Development Needs in those categories.

• To see more information about a Development Need, select View Details:

Development Plan Viewing a Development Plan for a Team Member


Viewing a Development Plan for a Team Member


To view the Development Plan Tile: in the Service Bar, select the WX Service hosting the Development Plan Process:

The Development Plan Tile shows summary information for the Team

Member's current plan:

To view plan details, select View Details:

Development Plan Viewing a Development Plan for a Team Member


The detail view lists the items in each category and includes buttons to:

• Create a new item (see page 158).

• Edit an item (see page 167)

• Execute any outstanding actions, such as approve a recently added need (see page 168).

Development Plan New Development Need


New Development Need

You can enter new development needs for skills or competencies that have been assessed for that team

member, or as separately identified development needs outside the skills or competency assessment

processes. You can use the Development Plan process to enter all development needs for your Team

Members. You can also:

• Use the Skills Process to enter a new skill and identify it as a development need. The skill is then added to

Team Member's Development Plan.

• Use the latest Competency Assessment and identify a competency as a development need. The

competency is then added to the Team Member's Development Plan.

If permitted by your policy, both Team Members and their managers can enter new development needs from

the Development Plan, with Team Members restricted to Skills and Development Objectives. Needs entered

by the Team Member must be approved by the manager before they become active.

To add a new Development Need directly to your own Development Plan:

In the Navigation Bar, select the Development Plan Process:

On the Development Plan Detail view select the tab for the type of Need you want to add:

• Skill Development (see page 163)

• Development Objective (see page 165)



To add a new Development Need to a Development Plan for a Team Member:


In the Service Bar, select the Development Plan Process:

On the Development Plan Detail view select the tab for the type of Need you want to add:

• Competency Development (see page 160)

• Skill Development (see page 163)

• Development Objective (see page 165)



New Competency Development Need

For New Competency Development Need, on the Development Plan Process Detail view select the

Competency Development tab.

Select New:

• New is not displayed for Competency Development if:

o There is an Active Competency Assessment in progress. OR

o All available Competencies have already been added as Development Needs.

WX displays the New Competency Development view:



• Select the Competency picklist and choose the Competency you want to add as a Development Need. WX displays the indicators for the Competency with the scores awarded in the most recent Competency Assessment:



• In the Development Need section select Yes for Needs Development. WX displays additional fields for completion:

Fields can be tailored to meet your company's requirements, but typically include:

Target Date The date when you expect to see good progress towards meeting the Development Need.

Agreed Action The action plan to work towards meeting the Development Need.

Progress Completed actions contributing to the Development Need.

Required For Objective

If this Development Need contributes to a defined objective, select the picklist and choose the objective.

• For a new Competency Development Need you can ignore the Outcome section. Use the Progress and Outcome fields when updating.

Select Save to save the Competency as a Development Need and return to the Development Plan. If your

organization requires manager confirmation for adding Development Needs:

• Your manager receives an Action to confirm the Development Need.

• You can edit the Development Need detail until it is confirmed.



New Skill Development Need

For New Skill Development Need, on the Development Plan Process Detail view select the Skill Development

tab.

1. Select New:

WX displays the New Skill Development view:




Area A higher level classification for the Skill, such as Business Law, Languages, or Management Skills.

Select the picklist and choose the Area.

Skill The Skill you want to add as a Development Need. The picklist shows the Skills from the Area that have not yet been added as Development Needs - you cannot add the same Skill twice.

Select the picklist and choose the Skill.

Current Level The level of the skill currently held, such as Beginner, Intermediate, Fully Skilled, or Expert.

Select the picklist and choose the Level.

Expiry Date The date the current level of the Skill expires - relevant for Skills that are certificated and time limited such as those related to financial compliance, air safety regulation, or membership of professional bodies.

Select the field to display a calendar, then select the date.

Experience A summary of the current level of experience.

Development Need Section

Needs Development Select Yes to display Required Level, Target Date, Agreed Action, Progress, and Required For Objective fields.

Required Level The level of the Skill you want to achieve. The scale displayed is the same as that used for Current Level. Select the picklist and choose the level.

Target Date Displayed when you select Yes for Needs Development. The date you want to achieve the Required Level in the Skill.


Agreed Action A summary of the actions you plan to take to achieve the Required Level in the Skill by the Target Date.

Progress A summary of any steps taken toward achieving the Required Level in the Skill.


If this Skill contributes to achieving an Objective, select the picklist and choose the Objective. The picklist shows assigned objectives.

Select Save to register this Skill as requiring development and to add it as a Development Need. WX returns

you to the Development Plan. If your organization requires manager confirmation for adding skills:

• Your manager receives an Action to confirm the Development Need.

• If the Skill is new for you, your manager also receives an action to confirm the skill.

• You can edit the Development Need detail until it is confirmed.



New Development Objective

Setup options control who can add new Development Objectives - Team Members, Managers, or HR. When

permitted, to add a new Development Objective, on the Development Plan Process Detail view select the

Development Objectives tab.

1. Select New:

WX displays the New Development Objectives view:




Area Being Developed section

Item The name of the Objective.

Development Need Section

Target Date The date you want the Objective completed.


Agreed Action A summary of the actions you plan to take to achieve the Objective by the Target Date.

Progress A summary of any steps taken toward achieving the Objective.


If this Development Objective contributes to achieving another Objective, select the picklist and choose the overall Objective. The picklist shows assigned objectives.

Select Save to save the Development Objective as a Development Need and return to the Development Plan.

If your organization requires manager confirmation for adding Development Objectives:

• Your manager receives an Action to approve the Development Need.

• You can edit the Development Need detail until it is approved.

Development Plan Editing Development Needs for Team Members


Editing Development Needs for Team Members

You can edit current Development Needs:

• For all Development Needs - From the Team Member's Development Plan:

a. In the People Bar select the Team Member.

a. In the Service Bar select the Development Plan process.

b. On the Development Plan Detail view select the relevant tab - Competency Development, Skill Development, or

Development Objectives.

c. Select Edit for the Development Need you want to change.

d. Make the changes.

e. Select Save.

• For Skill Development Needs - from the Skills process:


b. In the Service Bar select the Skills process.

c. On the Skills Detail view select the relevant tab - Required Skills Profile, or Other Skills

d. Select Edit Development Need

for the Skill you want to change:

e. Make the changes.

f. Select Save.

• For Competency Development Needs - from the Competency Assessment process:


b. In the Service Bar select the Competency Assessment process.

c. On the Competency Assessment Detail view select View Details for the Assessment holding the Competency

you want to change.

d. Scroll down to the Competency

Results section and select the

Competency:

e. Make the changes.

f. Select Save.

Development Plan Confirming Development Needs for Team Members


Confirming Development Needs for Team Members

If the Development Plan process is set up to require manager confirmation for Development Needs, the

manager receives an Action for each Development Need.

The manager can:

• Confirm the Development Need immediately

• View the Development Need in context before confirming.

To confirm a Development Need immediately:

1. In the Navigation Bar, select Actions:

WX displays your Actions detail view.

2. Scroll to the Development Plan section:

WX displays Development Needs that need confirmation for your Team Members.

3. Select Approve Development Needs:



WX displays the Approve view for the type of Development Need you selected, in this case a Competency Need:



4. You can change or add details,

including progress notes and an

outcome, for example if the

Development Need is being added

retrospectively

5. To confirm the Development Need,

select Approve.

To view the Development Need in context:



2. Scroll to the Development Plan section:

WX displays Development Needs that need confirmation for your Team Members.

3. Select the Team Member:



WX displays the Development Plan for the Team Member with the appropriate tab selected:

Badges mark the Development Needs waiting for your confirmation.

4. Select:

o View Details to display more information about the Development Need. You cannot edit the details in this view.

o Edit to display the details of the Development Need in editable form. You can Approve from the Edit view.

o Approve to display the details and approve; you can edit details in the Approve view.


Training

The Training process enables the range of activities associated with answering development needs to be

identified, recorded, assigned to employees and tracked. Training can include courses. events, activities, and

books. Training can result in acquiring a new skill or competency, in improving an existing one, or in making

progress towards a specific objective. Training options for selection are stored in the Training Library and

categorized by selectable area, but training not yet added to the library can also be requested.

Training can be requested by a Team Member for themselves, by a Team Member's Manager for the Team

Member, or by HR. A training request can follow an approval process.

Viewing Your Training Activities

To view a summary of your Training activities:

In the Navigation Bar, select the Service hosting the Training Process:

The Training Tile summarizes your current Training activities:

Training Viewing Your Training Activities


To view Training detail:

In the Navigation Bar, select the Training Process:

OR

On the Training Tile, select View Details:

WX displays the Training Detail view with training activities categorized as Draft, Active, or Completed:

• Select Draft, Active, or Completed tabs to view training activities in each of those categories.

• To add a new training activity:

o Select New Training From Library to choose from those stored in your organization's Training Library.

o Select New to add an activity that is not stored in your organization's Training Library.

• To change details, select Edit on a training activity.

• To remove a training activity, select Delete. You are asked to confirm.

Training Viewing Training for a Team Member


Viewing Training for a Team Member


Member:

2. To view the Training Tile: in the Service Bar, select the WX Service hosting the Training Process:

The Training Tile shows summary information for the Team Member:

o Completed training with the latest end date.

o The number of training activities in Draft status.

To display the Detail view of Training for the Team Member, select View Details:

WX displays the Training Detail view with Draft, Active, or Completed activities, defaulting to the Active view:

Training New Training Request for Yourself


New Training Request for Yourself

If Sage People has been configured to enable you to request your own training activities:


Training Process:

WX displays the Training Detail view.

o To book an activity from your organization's Training Library, select New Training From Library:

WX displays the New Training From Library view:



Fields displayed can be tailored to meet your company's requirements but typically include:

Area The training category, such as Finance, Languages, Management. Use the picklist to select the category. Activities listed in Training Name depend on the category you select.

Training Name The name of the training activity. Use the picklist to select from those available. Activities listed depend on the Area you selected. When Training Name is selected the view displays the Type of training and the stored Description:

Start Date The date you want to start the training.

Rationale Justification for the training. A brief description of why the training activity is important to you and your organization. Include enough detail to enable approval if your organization requires approval for training.

Development Need

An associated Development Need, already identified for the Team Member. Use the picklist to select the Development Need.

Approver The person who is to approve this Training request. If your organization requires approval for training and Approver is not specified, Training requests are sent to your manager for approval.



o To book an activity that is not listed on your organization's Training Library, select New:

WX displays the New Training view:




Training Name The name of the training activity.


End Date The date you expect the training activity to finish.

Description A summary of the training activity. If confirmation or approval is required by your organization, include enough detail for the approver.

Rationale Justification for the training. A brief description of why the training activity is important to you and your organization. Include enough detail to enable your manager to confirm or approve the activity if confirmation or approval is required by your organization.

Currency The currency unit used to specify cost. Select the picklist and choose from the currencies available in your organization. You must specify a currency if Cost is completed.

Cost The cost of the training activity. If you specify a cost, Currency must be completed.

Approver The person who is to approve this Training request. If your organization requires approval for training and Approver is not specified, Training requests are sent to your manager for approval.



2. Complete the fields you need and select Save. The Training Request is created and displayed in the Draft view.

If Training requests require approval, the new request includes a Submit button with a badge to indicate that action is required:

• To submit the request for approval, select Submit. WX displays the Training Name for confirmation with buttons:

o Select Cancel to return to the Draft view of Training Requests without taking action.

o Select Save to return to the Active view of Training without taking action on the draft request.

o Select Submit to complete the submission. An action to approve the Training request is sent to the designated Approver, or if Approver is not specified, to your manager. The Training request changes to Pending Status and remains as a draft until approved.

After submitting the request for approval you can delete it but you cannot edit it.

• To make changes to the request, select Edit.

• To delete the request without submitting it, select Delete. You are asked to confirm:

Select OK.

The Training request is deleted.

If Training requests require manager confirmation, the new request is saved as a Draft and an Action is raised for your manager to confirm the Training request.

The Training request remains as a draft until it is confirmed. The request includes buttons:

• To make changes to the request, select Edit.

• To delete the request and remove it from your manager's Action list, select Delete.

Training New Training Request for a Team Member


New Training Request for a Team Member

If Sage People has been configured to enable you to book training activities for your Team Members:


In the Service Bar, select the Training process:



WX displays the Training Detail view.

o To book an activity from your organization's Training Library, select New Training From Library:

WX displays the New Training From Library view:




Area

The training category, such as Finance, Languages, Management. Use the picklist to select the category. Activities listed in Training Name depend on the category you select.

Training Name The name of the training activity. Use the picklist to select from those available. Activities listed depend on the Area you selected. When Training Name is selected the view displays the Type of training and the stored Description:


Rationale Justification for the training. A brief description of why the training activity is important to you and your organization. Include enough detail to enable approval if your organization requires approval for training.

Development Need

An associated Development Need, already identified for the Team Member. Use the picklist to select the Development Need.

Approver The person approving this Training request - relevant if your organization requires approval for training.



o To book an activity that is not listed on your organization's Training Library, select New:

WX displays the New Training view:


Training Name The name of the training activity.


End Date The date you expect the training activity to finish.

Description A summary of the training activity. If confirmation or approval is required by your organization, include enough detail for the approver.

Rationale Justification for the training. A brief description of why the training activity is important to you and your organization. Include enough detail to enable your manager to confirm or approve the activity if confirmation or approval is required by your organization.

Currency The currency unit used to specify cost. Select the picklist and choose from the currencies available to your organization. You must specify a currency if Cost is completed.

Cost The cost of the training activity. If you specify a cost, Currency must be completed.

Approver The person approving this Training request. If your organization requires approval for training and Approver is not specified, requests are sent to your manager for approval..



3. Complete the fields you need and select Save. The Training Request is created and displayed in the Draft view.

If training requests require approval, the new request includes a Submit button:

If training requests require manager confirmation, your view of the new request includes a Confirm button:

• To confirm the request for the Team Member. select Confirm. WX displays the detail of the Training request enabling you to change the detail. Make the changes you want

At the bottom of the request is a set of buttons:

o Select Cancel to return to the Draft view of Training Requests without applying any changes or taking action.

o Select Save to save any changes you have made and return to the Detail view. The request remains as a draft.

o Select Confirm to complete the confirmation.

Training Approving Team Member Training Requests


Approving Team Member Training Requests

The Training process can be set up to require approval for training requests. Approval can be set to a named

Approver, or be left to default to the Team Member's manager.

The Approver or manager receives an Action to approve the training request when the request is submitted by

the Team Member.

To approve or reject the Training request:



2. Scroll to the Training section.

WX displays training requested by your Team Members that needs your approval:

3. Select Approve Training.

WX displays the Training View:

The view includes the Approval History:

o To Approve the request, select Approve: The request status changes to Approved, the Approval History is updated, and the Approved Date is set to today's date.

o To Reject the request, select Reject:

Training Confirming Team Member Training Requests


Confirming Team Member Training Requests

The Training process can be set up to require manager confirmation for all Team Member Training Requests.

The manager receives an Action to confirm the training request when the request is saved by the Team

Member.

To confirm the Training request:



2. Scroll to the Training section:

WX displays training requested by your Team Members that needs your confirmation.

Training Confirming Team Member Training Requests


3. For the Training request you want to confirm immediately or edit, select Confirm Training.

WX displays the Training View:

• To approve the request Select Confirm:

WX marks the Training request as Approved with today's date, and the item is removed from your list of Actions.

The request moves to the Active tab and the Status changes to Approved

• To make changes to the request, edit the Training view and select Save:

WX retains the Training request in the list until you are ready to confirm it.


Manager Notes

The Manager Notes process enables managers to add notes to Team Member's profiles. A Manager Note is

typically an informal record of some interaction between a manager and a team member that is not covered or

required by any of the more formal HR-related processes, or that can be used to contribute to one of those

processes. For example:

• A notable achievement by the team member. The Manager Note can record the achievement, the date, and

any formal recognition or award applied for or made.

• A coaching session for a team member. The Manager Note can record the date and summarize the content

of the session.

• A counseling session for a team member for a minor performance issue. The Manager Note can record the

date and time, and summarize the content of the session.

Manager Notes can be:

• Supported by attached files, with each attachment up to 1MB in size.

• Made visible or invisible to the Team Member.

• Set up so that Team Members can add notes to their own profiles.

• Set up to require HR approval before a Manager Note created by the manager is visible to the Team

Member.

• Set up as multiple, separate Notes processes, for example:

o Manager Notes for Skills displayed next to the Skills process and recording notes relevant to a Team

Member's Skills.

o Manager Notes for Objectives displayed next to the Objectives process and recording notes relevant to

a Team Member's Objectives.

Use Manager Notes to build a centralized record of interactions over time. They can make a valuable

contribution to a Metrics Review, Performance Review, Competency Assessment, or Development Plan.

Manager Notes New Manager Note


New Manager Note

To add a new Manager Note for a Team Member:


Member:

2. In the Service Bar, select the

Manager Notes process:

WX displays the Manager Notes Detail view with existing Notes in date order, newest at the top:

Manager Notes New Manager Note


3. Select New. WX displays the New Manager Notes view:

4. Enter the body of the note in Comment.

5. Decide if you want the Note to be visible to the Team Member and select Yes or No for Show Team Member.

To add a file to the Note:

o Select Select File.

o Select the file you want to attach.

o Select Open on the File Upload dialog.

o Select Clear to remove a file selected in error.

You can replace an attached file up to the point you Save the Note, or if WX is set up to require HR approval for Manager Notes, up to the point the Note is submitted for approval.

• Each Manager Note can be supported by a single file of up to 1MB in size.

• Total size of all files attached to all Manager Notes is limited only by the total storage size limit allocated to your org.

• There is no limit to the number of Manager Notes you can add to a Manager Notes process

6. Select Save.

Manager Notes Submitting a Manager Note for Approval


Submitting a Manager Note for Approval

If WX is set up to require HR approval before a Manager Note created by the manager is visible to the Team

Member, each new Note must be submitted for approval before it can be displayed to the Team Member.

1. Create the Manager Note as

usual (see page 189).

2. When saved, the Manager Note is

displayed to the manager with a

Submit button:

3. Select Submit. When submitted you cannot edit or delete the Note.


4. Select OK.

The Note is removed from the manager's view and an approval request sent to the HR Manager.

The HR Manager receives an Action in WX and an email with a link to the Approve/Reject page in the HR Manager's Portal.

When approved by the HR Manager the Note is redisplayed as read-only for the manager and Team Member.

Manager Notes Approving Manager Notes


Approving Manager Notes

If WX is set up to require HR approval before a Manager Note created by the manager is visible to the Team

Member, each new Note must be submitted for approval before it can be displayed to the Team Member.

When a Note is submitted for approval, as an HR Manager you receive:

• An Action in WX.

• An email with the subject Approval Request containing a link to the Approve/Reject page in the HR

Manager Portal.

In WX:

1. Select the Approve Manager Note Action:

WX displays the Approve Manager Note page:

2. Enter any comment you want to add:

3. Select:

o Cancel to discard any changes you have made and close the Approve Manager Note page. The Note remains available to the HR Manager for future approval or rejection, and remains hidden from the manager and Team Member.

o Approve to approve the Manager Note. The Note is made visible to the manager and Team Member in WX - in line with Policy settings - in read only form.

o Reject to reject the Manager Note. The Manager Note remains hidden in WX from the manager and Team Member.


Talent Plan

The Talent Plan process enables a manager or HR Administrator to record team member performance against

potential, and risk of leaving against impact of loss. Results are displayed graphically using 9 box grids for

individual team members on an org chart view (see page 195) and, if configured, for teams as a whole (see

page 197). The default is org chart view.

The Talent Plan is not seen by the team member and typically entered by the manager.

Talent Plan Viewing Talent Plans for Team Members


Viewing Talent Plans for Team Members

Talent Plan is a team process available to managers with one or more direct reports:

In the Navigation Bar, select the Service hosting the Talent Plan Process:

The Talent Plan Tile shows a summary of the performance ratings of your direct

reports:

Number of columns corresponds to the number of possible performance ratings,

up to 5.

Number of rows corresponds to the number of possible ratings for potential,

up to 5.

Data for more than 5 ratings is normalized (see page 206).

Numbers in boxes show how many of your direct reports score at that level.

To display more Talent Plan detail, select View Details:

There are two Talent Plan Detail views: • Org Chart View (see page 195)

• 9 Box Grid View (see page 197)

If your org is configured to display both views, switch between them using the

feature toggle:



Talent Plan Org Chart View

To display the Talent Plan for one of your direct reports, select their name on the

Talent Plan Org Chart display:



WX displays the Talent Plan detail view for the person you selected:

If configured, the Detail view includes the 9 Box Grid Classification:



Talent Plan 9 Box Grid View

When configured, WX enables you to display Talent Plans as 9 box grids for complete teams:



9 Box Grid view displays the Performance against Potential grid for your team, with each member displayed in the box for their rating.

To switch between Talent Plan Org Chart view and 9 Box Grid view use the feature

toggle:

To view a team reporting to one of your direct reports, select the direct report:

Use the picklist to drill down to show teams within teams.



The display is responsive, so boxes may not always be big enough to hold all

Team Members. In those cases, select the total number indicator at bottom right

of the box:



Sage People displays all Team Members classified in that box:

Direct reports show solid lines for image borders:

Cross reports show broken lines for image borders:

...or in the Firefox browser a lighter gray border:

To display more detail on a Team Member, hover on the Team Member

image:

In mobile devices, select the Team Member name, not the image.

The fields displayed can be configured. Ask your Administrator to change the

Talent Plan 9 Box Grid Details Field Set on Team Member.

To display full Talent Plan detail for a Team Member, select the Team Member:

In mobile devices, select the Team Member image, not the name.



Sage People displays the Talent Plan Detail view for the Team Member, including the 9 Box Grid Classification:

Select the 9 Box Grid button to return to the 9 Box Grid view.

Team Members who are not direct reports or cross reports - but whose Talent Plans you can see - include the 9 Box Grid feature toggle on their Talent Plan Detail views. Select the toggle to display the 9 box grid for the Team Member within their team.

Team Members without a Talent Plan and Team Members excluded from your view by permissions are displayed as Unclassified beneath the Team 9 box grid:

Talent Plan New Talent Plan


New Talent Plan


Talent Plan process:

WX displays the Talent Plan summary for your team.

2. Select the Name of the Team

Member:

You can select a Team Member name from a sub-team list:

Talent Plan New Talent Plan


WX switches from Team View to Team Member View and displays the Talent Plan Detail view for the Team Member. The Detail view includes the current and previous Plans for the Team Member if they exist:

3. Select New.

WX displays the New Talent Plan view:

Performance Rating is taken from the most recent, completed and signed off Performance Review. You can change this rating if you want to.

4. Use the picklists to select the ratings

you want to give this Team Member.

All fields are mandatory except Reason to Leave and Retention Plan.

Select a Reason to Leave to record the most likely reason that would cause this Team Member to leave.

Enter a Retention Plan to record the steps you plan to take to keep this Team Member.

5. Select Save.

The Talent Plan is saved. You can edit Talent Plans as long as they remain current.

Talent Plan Edit Talent Plan


Edit Talent Plan


Talent Plan process:

WX displays the Talent Plan summary for your team.


Member:

You can select a Team Member name from a sub-team list:

Talent Plan Edit Talent Plan


WX switches from Team View to Team Member View and displays the Talent Plan Detail view for the Team Member. The Detail view includes the current and previous Plans for the Team Member if they exist:

3. On the current Talent Plan. select

Edit.

WX displays the Edit Talent Plan view:

4. Edit the details you want to change.

5. Select Save.

The Talent Plan is saved. You can edit the Talent Pian as long as it remains current.

Talent Plan Talent Plan Grid Displays


Talent Plan Grid Displays

The Talent Plan Process uses two forms of grid display to give a visual summary:

• On the Tile

A grid representing your Team's performance against potential, with values giving the number of Team

Members awarded each performance/potential combination:

o The grid can display up to five rows and five columns - because of the space constraints of the Tile.

o Each row represents a rating for potential, typically Low, Medium, and High, from bottom to top.

o Each column represents a rating for performance, ascending from left t right; in our example

Development Need, Below Expectations, Meets Expectations, Exceeds Expectations.

When there are more than five ratings for either Performance or Potential, scores are normalized to convert

them to one of five values (see page 207).

• On the Talent Plan Team display

Two 9-box grids using colored tiles to represent the ratings for the Team Member, the left grid for

performance against potential, the right grid for risk of leaving against impact of loss:

When there are more than three ratings for Potential, Performance, Risk of Leaving, or Impact of Loss,

scores are normalized to enable their display in a 9-box grid (see page 207).

Talent Plan Talent Plan Grid Displays


Score Normalization Process

When ratings use more options than the maximum five by five that can be represented on the Talent Plan Tile,

or the three by three that can be represented by the 9-box grids used on the Talent Plan Detail view, Sage

People uses a normalization process to map the larger number onto the smaller.

To map one rating scale on to another with fewer divisions:

Example

1. Multiply the number of divisions in each scale together. Mapping a scale with seven divisions onto a scale with five:

7 x 5 = 35

2. Split the product into two groups of ranges by dividing the

product by each of the two scale numbers.

5 scale: 1-7, 8-14, 15-21, 22-28, 29-35

7 scale: 1-5, 6-10, 11-15, 16-20, 21-25, 25-30, 31-35

3. Take the mid-points of each range in the group representing

the scale with the most divisions.

7 scale: 3, 8, 13, 18, 23, 28, 33

4. Map the mid point values onto the appropriate range in the

group representing the scale with the fewer divisions.

5 scale 1-7 8-14 15-21 22-28 29-35

7 scale 3 8, 13 18 23, 28 33


Succession Plan

The Succession Plan process enables each team member to have one or more others designated as

successors. It's good practice to have at least one designated successor for each of your direct reports; where

you have strength in depth you can set up multiple successors. Successors are entered by the manager or HR

administrator, and are not seen by the team member. Against each successor there is a readiness rating:

• Now

• Within a year

• Within two years

Successors are displayed:

• As a Team process for managers

• In a table format enabling drill down to display the succession plan for a complete team.

Succession Plan Viewing the Succession Plan for Your Team


Viewing the Succession Plan for Your Team

Succession Plan is a team process available to managers with one or more direct reports:

In the Navigation Bar, select the Service hosting the Succession Plan Process:

The Succession Plan Tile shows the numbers of your direct reports with and

without defined successors:

To display the full Succession Plan, select View Details:

Succession Plan Viewing the Succession Plan for Your Team


WX displays the Succession Plan for your team:

Succession Plan New Successor


New Successor

Only managers can create a new successor. As a manager you can add one or more successors for any

member of your team.


Succession Plan process:

WX displays the Succession Plan for your team.


Member. You can create a New

Successor for any of your Team

Members:

3. On the Succession Plan Team

Member view select New:



WX displays the New Succession Plan view:

4. In Team Member start entering the

name of the Team Member you want

to designate as a possible successor.

WX displays a list of matches for you

to select the full name:

5. In Readiness Rating select the

picklist and choose the appropriate

estimate - when do you expect the

successor to be ready?

6. Select Save:



WX displays the Succession Plan Team Member view with the new successor added:

Succession Plan Edit Successor


Edit Successor

You can edit the readiness rating for a designated successor. To change a Successor and nominate a

replacement you must delete the existing Successor and create a new one.





Member. You can edit the readiness

rating for a designated Successor for

any of your Team Members:


Member view select Edit:

Succession Plan Edit Successor


WX displays the Edit Succession Plan view:

4. In Readiness Rating select the

picklist and change your estimate:

5. Select Save:

WX displays the Succession Plan Team Member view with the amended successor detail:

Succession Plan Delete Successor


Delete Successor





Member. You can delete a successor

designation for any of your Team

Members:


Member view select Delete:

WX asks you to confirm:

4. Select OK:

Succession Plan Delete Successor


WX deletes the Successor designation and redisplays the Succession Plan Team Member view:


Glossary of Terms

Competency Assessment

A means of assessing a team member's

job-relevant knowledge and skills, as

demonstrated through the work they do. Each item

to be assessed - knowledge, skill, behavior, or

indicator - is stored as a competency in a

competency library. Stored competencies are used

to build a job profile, and team members can then

be assessed against a relevant profile. Results can

contribute to employee development and

succession planning.

Development Plan

A group of development needs for a Team

Member, comprising some combination of skills,

competencies and objectives. Each development

need has an action plan and a target date.

Indicator

A single aspect of behavior or personal value that

contributes to a competency. When conducting a

competency assessment, each question in the

online form seeks to measure an indicator. For

example, in measuring the competency problem

solving an assessment could seek responses to

the indicators I deal rationally with problems, I

deal with problems as soon as they arise, I am

decisive in making decisions and so on.

Manager Note

An informal record of an interaction between a

manager and a team member, not covered or

required by any of the more formal HR processes.

A manager note can be used to contribute to a

formal HR process such as a performance or

metrics review, a competency assessment, or a

development plan. Manager notes include records

of notable achievements, coaching sessions, or

counseling sessions.

Metrics Need

A specific type of Job Need used to define a Job

Profile and to assess a Team Member through a

Metrics Review.

Metrics Review

A simplified form of a performance review in which

a Team Member's performance is assessed

against a number of measurable indicators. A

Metrics Review produces a set of scores and

levels of achievement which can be used for

comparison with other Team Members.

Typically used for helping to assess Team Member

performance of repetitive tasks against a set of

standardized measures.

Objective

An activity or task that a Team Member strives to

accomplish. Objectives can be set a time span and

can have one or more milestones. Objectives for a

Team Member can be recorded and reviewed in

the Objectives Process.

Performance Overview

Provides a consolidated view of a Team Member's

performance by bringing together Objectives,

Performance Overview and Continuous Feedback

information in a single screen.

Performance Review Process

Enables managers to review a Team Member's

performance during the organization's

performance review cycle and team members to

comment on their performance and fill in a self

performance review. Performance Reviews can

include Continuous Feedback.

Recognition

A type of WX Process enabling you to use social

performance management within your

organization. Team members use Recognition to

provide immediate positive feedback to others on

tasks, events, or actions that demonstrate core

values or competencies. Feedback takes the form

of a Recognition award recorded on the system

and visible to Team Members through WX.

Also known as Shout Outs, Badging,

Crowdsourced Performance Review.

Glossary


Skill

A technical ability or knowledge required to

perform a job. The Skills process enables Team

Members' skills to be recorded for use in career

planning and succession planning. Skills are

defined in the Skill Library by the HR Manager.

Team Members and managers set the level of

ability of team members against skills selected

from the Skill Library.

Succession Plan

Identifying potential successors within your

organization for a Team Member, along with an

indication of the readiness of each potential

successor. A succession plan is good business

practice for all key roles, enabling you to develop

individuals to take on larger or different roles in the

future and providing a measure of security if a key

team member should leave. Succession Plans are

typically entered by a manager or HR and not

disclosed to the Team Members.

Talent Plan

An assessment of a Team Member comprising

their current performance, potential, risk of leaving,

and the impact on your organization if they leave.

Typically entered by a manager and not disclosed

to the Team Member.

Training

The Training process enables activities associated

with answering development needs to be

identified, tracked, recorded, assigned to Team

Members and tracked. Training options can be

populated from the Training Library or requested

manually.


Index

A

About this Guide • 7 Actions and the Actions Digest • 252 Active Status • 57, 58, 59 Adding Continuous Feedback to a Performance

Review • 125 Administration, Help, and Logout • 19 After You Have Changed Your Password • 17 Annual Average Scores • 127 Anonymity Protection • 149 Appendix • 234 Approval of Performance Review • 128 Approved Performance Review • 128, 129 Approving Manager Notes • 203 Approving Team Member Training Requests • 196

B

Browser Compatibility • 13

C

Classic Org Chart • 242, 247 Closed Status • 57, 59 Competencies • 161, 162 Competency Assessment • 12, 139, 229 Competency Assessment Results • 151 Competency Assessment Scores • 157 Completed Performance Review • 138 Completed Self Performance Review • 137 Completing a Competency Assessment • 147 Conditions • 149 Confirming a Draft Target • 63, 74 Confirming Development Needs for Team

Members • 169, 179 Confirming Team Member Training Requests • 197 Copying an Objective • 50 Creating a PDF Version of Competency

Assessment • 155 Creating a PDF Version of Objectives • 37, 46, 55 Creating a Performance Overview PDF • 117 Creating a Performance Review • 112

D

Delete Draft Objectives • 56 Delete Successor • 227 Development Plan • 12, 164, 229 Displaying an Organization Chart • 242 Displaying in Your Local Language • 237 Draft Performance Review • 128 Draft Self Performance Review • 132

E

Edit Successor • 225 Edit Talent Plan • 215

Editing a Performance Review • 114 Editing a Target • 63, 68, 78, 82 Editing Development Needs for Team Members •

169, 178 Editing Objectives • 111 Entering Actuals • 85 Executing Performance Review Actions • 115

F

Feedback • 9 Finding People in WX • 238 Finding Services and Processes • 256 For the First Time • 16

G

Groups in the People Bar • 240 Groups in the Team Absence Calendar • 240, 241

I

Indicator • 229 Indicator Comments • 163 Indicators • 161, 162, 163 Introduction • 11

L

Logging in to Sage People • 15 Login with Single Sign-On • 18

M

Making a Recognition Award • 91 Manager Draft Status • 57, 58, 59 Manager Note • 229 Manager Notes • 12, 199 Manager Prepare Status • 57, 58 Metrics Need • 229 Metrics Review • 11, 93, 229

N

New Competency Assessment • 140 New Competency Development Need • 171 New Development Need • 169, 170 New Development Objective • 170, 171, 176 New Manager Note • 200, 202 New Metrics Review • 99 New Objective • 37, 43, 53 New Performance Review • 123 New Skill • 29 New Skill Development Need • 170, 171, 175 New Successor • 222 New Talent Plan • 213 New Target • 63, 71 New Training Request for a Team Member • 191 New Training Request for Yourself • 187

Index


O

Objective • 229 Objective Setting Overview • 57 Objectives • 11, 35

P

Performance & Talent Management Guide for HR Managers • 8

Performance & Talent Management Configuration Guide • 8

Performance Overview • 11, 104, 118, 229 Performance Review • 11, 59, 118 Performance Review Meeting • 129, 132, 133, 134,

136 Performance Review Process • 229

R

Recognition • 11, 86, 229 Rejected Draft Status • 57, 59 Related Guides • 8 Revealed Performance Review • 134 Revealed Self Performance Review • 133 Reviewing Active Targets for a Team Member • 63,

68, 78, 83 Reviewing Objective Weightings • 37, 53 Reviewing Objectives • 59, 60, 110 Reviewing Your Active Targets • 63, 66, 76

S

Score Normalization Process • 217, 218 Self Performance Review • 130 Skill • 229 Skill Search • 31 Skills • 11, 20 Starting a Competency Assessment • 146 Submitting a Manager Note for Approval • 202 Succession Plan • 12, 219, 230

T

Talent Plan • 12, 204, 230 Talent Plan 9 Box Grid View • 204, 205, 208 Talent Plan Grid Displays • 205, 217 Talent Plan Org Chart View • 204, 205, 206 Targets • 11, 35, 63 Team Member Draft Status • 57, 58 Team Member Prepare Status • 57, 58 Training • 12, 183, 230

U

Updating Your Personal Details • 259 Updating Your Work Details • 257 Using Milestones • 48 Using WX • 10

V

Viewing a Development Plan for a Team Member • 168

Viewing a Metrics Review for a Team Member • 96 Viewing a Performance Overview for a Team

Member • 108

Viewing a Performance Review • 113 Viewing a Performance Review for a Team

Member • 122 Viewing Competencies for Your Team • 158 Viewing Groups in WX • 240 Viewing Objectives • 109 Viewing Objectives for a Team Member • 40 Viewing Objectives for Your Team • 41 Viewing Recognition for a Team Member • 90 Viewing Skills for a Team Member • 28, 29 Viewing Talent Plans for Team Members • 205 Viewing Targets for a Team Member • 67 Viewing Targets for Your Team • 69 Viewing the Succession Plan for Your Team • 220 Viewing Training for a Team Member • 186 Viewing Your Development Plan • 165 Viewing Your Metrics Review • 94 Viewing Your Objectives • 36 Viewing Your Performance Overview • 105 Viewing Your Performance Review • 119 Viewing Your Recognition Awards • 87 Viewing Your Skills • 21 Viewing Your Targets • 64 Viewing Your Training Activities • 184 Viewing, Editing, and Adding Continuous

Feedback • 116

W

WX Guide for Users • 8

WX Standard Org Chart • 242

Y

Your WX • 10, 236


Appendix

Your WX

When you log in, WX displays a page view customized for your organization, giving you access to common

feature bars and the processes you need. Colors and tile content vary depending on configuration.

WX responds to the screen size you are using and adapts to make best use of the display.

WX is the starting point for all your tasks in Sage People, and where you can make many changes to the

information held on the system. WX enables you to update information where you have permission.

Appendix Your WX


The details of your role within your organization expand as you and your manager use Sage People. Your

manager has access to the WX pages of all their team members, and also to team information collectively.

All employees using Sage People in your organization have their own WX pages which appear when they

login.

Displaying in Your Local Language

If your organization uses Sage People in more than one language, you can use the Language Selector at the

bottom of the WX page to select your local language:

WX uses the selected language to display all section titles, column headings, and field names. Any content

entered when using Sage People is retained in the original language.

Selecting a language also sets the locale, so number and date formats are displayed to match the common

expectations of speakers of the language.

If the Language Selector is not displayed, your organization may use Locale settings to define your local

language - check with your HR Administrator. Using Locale settings enables WX to display non-matching

language and locale.

Appendix Your WX


Finding People in WX

Use the People Bar:

The People Bar shows people who are close to you in your organization - with sections for your managers, direct reports, cross reports, and colleagues. Colleagues are people who report to your manager.

Appendix Your WX


Select to show summary details:

Select a name or a picture to display the WX page for that

person.

Select to collapse summary details for a person, and to

collapse a complete section.

To find someone who is not part of your regular People Bar display,

use Search:

Enter the name, word, or part word - at least two characters - you want to search on.

Your system can be set up to search on a wide range of fields to find a match, and typically includes:

• Name

• Department

• Team

• Job Title

• Email

• Location

• Function

• Phone number

In the search box you can:

• Use * for a number of characters

• Enclose text in " and " for an exact match

• Use AND or OR for logical searches

Search is not case sensitive.

Search returns a list of all matches it finds. Select to show summary details, select a name or picture to

display the WX page for that person.

Appendix Your WX


Viewing Groups in WX

Active Groups are visible in WX to Team Members who are members of those Groups:

• In the People Bar (see page 226).

• In the Team View of Absence (see page 227).

Groups in the People Bar

Team Members who are members of a Group can see the Group in the People

Bar, beneath other categories:

Child groups are displayed indented beneath their parent groups:

Select a Group to expand it and see Group Membership:

As a member of a parent group you can see both parent and child groups in the

People Bar.

As a member of a child group but not the parent group you can see the child group

but not the parent group in the People Bar.

Group member details available through the People Bar are the same as those

displayed for all other categories - Managers, Direct Reports, Cross

Reports, Colleagues.

Appendix Your WX


Groups in the Team Absence Calendar

In the Navigation Bar, Team section, select the Absences process:

WX displays the Absence Calendar for your reporting team, with Groups beneath:

Appendix Your WX


Select the Group to expand it:

Displaying an Organization Chart

Your org can be set up to display an Org Chart in one of two styles:

• WX standard (see page 229).

• Classic (see page 234).

The style can be changed by your administrator by changing a setting on the HCM Configure page.

Appendix Your WX


WX Standard Org Chart

Use the People Bar to find the person you want to use as the focus for the

Organization Chart.

Select > to show contact details:

Select ORG CHART:

If you manage a team, you can use the Org Chart link in the Team section of the Navigation Bar to display an Org Chart for

your team:

If the org chart links are not displayed in the People Bar or Navigation Bar, check with your WX administrator - a configuration option enables these links to be hidden.

Appendix Your WX


WX displays an Org Chart focused on the person you chose:

Appendix Your WX


By default, the Org Chart displays with Team Member details collapsed.

The Direct Reports count excludes Team Members who have left and not yet

been replaced:

When Team Members with direct reports leave, they remain on the Org Chart until replaced, but they are not included in the

Direct Reports count.

To display details, select More:

WX expands the display:

Select Less to return to the default display.

Select anyone in the Org Chart to change the focus to that person.

To create a print ready version of the chart, select the number of Levels you

want the chart to show...:

...then select Print:

Org Chart printing is intended for smaller organizations where changes to people and reporting structure are relatively infrequent. You will find the online Org Chart, using up to the minute data, more useful in most cases.

Note: Organization Chart printing is not supported in Internet Explorer 9

Appendix Your WX


If you have a team, WX displays an Org Chart link in the Team section of the

Navigation Bar:

The Org Chart link displays the chart with your manager, colleagues, and direct

reposts.

To display a team for a direct report, select the direct report to change the

focus to that person:

Appendix Your WX


Appendix Your WX


Classic Org Chart

Use the People Bar to find the person you want to use as the focus for the

Organization Chart.

Select > to show contact details:

Select ORG CHART:

If you manage a team, you can use the Org Chart link in the Team section of the Navigation Bar to display an Org Chart for

your team:

If the org chart links are not displayed in the People Bar or Navigation Bar, check with your WX administrator - a configuration option enables these links to be hidden.

Appendix Your WX


WX displays an Org Chart focused on the person you chose:

Appendix Your WX


By default, the Org Chart displays with Colleagues collapsed.

To display colleagues of the person you chose, select Colleagues:

WX expands the Colleagues display:

Appendix Your WX


Select anyone in the Org Chart to change the focus to that person.

To create a print ready version of the chart, select the number of Levels you

want the chart to show...:

...then select Print:

Org Chart printing is intended for smaller organizations where changes to people and reporting structure are relatively infrequent. You will find the online Org Chart, using up to the minute data, more useful in most cases.

Note: Organization Chart printing is not supported in Internet Explorer 9

If you have a team, WX displays an Org Chart link in the Team section of the

Navigation Bar:

The Org Chart puts you in the center with your manager above and your colleagues

and team below:

Select TEAM + to display teams for your direct reports:

Appendix Your WX


Actions and the Actions Digest

To display all Actions assigned to you through Sage People:

• Select the Actions icon in the Masthead:

OR

• Open the Navigation Bar and scroll to the Actions service:

The Navigation Bar Hamburger includes an indicator showing the number of Actions you have.

The badge shows the total number of outstanding actions for you and your

direct reports, and corresponds to the number of Actions in your Actions list.

The badge may show more than the sum of all the badges in your Navigation bar

because it includes actions for your direct reports.

WX displays your Actions grouped by Process within Service:

Appendix Your WX


Select an Action to execute it:

Appendix Your WX


Appendix Your WX


To execute multiple Actions:

1. Check the Select boxes next to the

Actions:

WX displays Do Bulk Actions:

2. Select Do Bulk Actions.


3. Select OK to execute all selected

Actions.

Badges indicate the number of Actions outstanding for each Service and

Process:

Appendix Your WX


Action lists are regularly emailed to everyone who has one or more actions; this is the Actions Digest. The

Actions Digest carries links to the actions so you can select the links to go to the action detail pages.

A new Digest is sent to you:

• When a new action is raised for you.

• When a reminder for an existing action falls due.

This means that you are unlikely to receive a Digest every day - just when you have newly raised actions or,

typically weekly reminders of outstanding actions.

Each Digest contains links to all your outstanding actions.

If you are a manager with a large number of direct reports, all of them using Templates for their Performance

Reviews, you may experience issues when viewing Actions.

For optimum performance, ensure no more than 20 concurrent Team Member reviews are active at one time.

Appendix Your WX


Finding Services and Processes

WX displays the Services and Processes available to you in both the Service Bar

and the Navigation Bar.

The Service Bar is displayed by default:

To display all Process Tiles within a Service, select the Service name:

To view Processes within a Service, select the Service drop down:

To display the Detail View for a Process, select the Process:

The Navigation Bar is closed by default - select the Hamburger at the left of the Masthead to open the Navigation Bar:

Appendix Your WX


The Navigation Bar lists all the Services available to you.

To view Processes within a Service, select the Service:

Selected Services display Tiles in the main window for each included Process.

To open a Process, select the name in the Navigation Bar or select View Details on

the Tile.

If you manage a Team, the Navigation Bar includes a Team section hosting the

Services with information about your Team Members:

Badges show the number of Actions you have in each Service.

To close the Navigation Bar, select the Close icon:

Appendix Your WX


Updating Your Work Details

Typically, your organization restricts the work details you can edit. If the detail you want to change is displayed

in the Work Details view but not in the Edit view, contact your HR team to make the change for you.

If your organization permits you to change your Team Member photo, the Work Details Edit view includes an

option for you to select the photo file:

1. In the Navigation Bar, select Work

Details:

WX displays your Work Details.

2. Select Edit:

Appendix Your WX


WX displays the Edit view for your Work Details:

3. Make the changes you need and

select Save.

Updating Your Personal Details

1. In the Navigation Bar, select

Personal Details:

WX displays your Personal Details.

2. Select Edit:

Appendix Your WX


WX displays the Edit view for your Personal Details:

3. Make the changes you need and

select Save.

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