Job Responsibilities and Appraisals - If You Are Using I'd Like to Connect

apiazza

We recently expanded our use of GHR's Performance Management functionality (appraisals) to include individual contributors (IC), not just leadership, and almost immediately ran into an issue.  IC appraisals use Responsibilities based on job descriptions instead of competency models. They also have appraisal dates throughout the year instead of a single appraisal period for everyone.  This is an issue because job descriptions CHANGE.  And while the update of Responsibilities works flawlessly and picks up changes in jobs and positions based on effective dates with no problems, appraisals do not.

So if you happen to use GHR's performance management and Responsibility based appraisals, I would very much like to hear how you are working around this issue.  The current work arounds and options provided by Infor are all...  not good.  Hoping someone out there has found a better way to tackle this.

Thanks in advance!

Legacy Contributor

We are looking to transition to include the IC process.  I will say that our current model where only leaders complete the appraisal is based on the responsibilities set up in the job description as well.  So the information does update in the appraisals (IF the date changes align with the appraisal period date - it seems everything is date driven).  We haven't used the competency model for appraisals.  I'm anxious to hear how others are using performance as well to provide continuous feedback to the employee rather than just annually.