Concepts

There are some key concepts in symplr Performance that you should be familiar with to help you quickly navigate and utilize the system. Below are some quick descriptions, as well as links to pages with greater detail on each concept.

• Appraisals. Appraisals provide a measurement of employee performance based on the benchmark criteria pre-established for their job. Appraisal tasks are assigned when appraisal schedules are activated, and the results of these appraisals can provide guidance for compensation and goal setting.
• Development. Development features allow managers and organizations to closely monitor employee strengths and assist in bolstering identified areas for improvement. This includes Goals, Plans, and Assessments.
• Goals. Goals provide a way for employees and managers to track performance. Performance goals are annual goals set for employees that help align their efforts with overall corporate initiatives, while Development Goals are specific skills or performance targets for employees to improve.
• Schedules. Schedules determine when certain tasks are assigned in symplr Performance. When a schedule becomes active - usually based on defined dates or date ranges - tasks are assigned to employees that are associated with that schedule. System administrators are usually responsible for creating schedules.
• Feedback. Feedback provides a way for managers to evaluate and inform employees of their performance and create action plans. Feedback is also used to foster interaction between managers and employees to ensure performance is on par with expectations and potential. There are additional feedback methods helping employees to keep their own records of milestones and events, as well as formally recognizing the actions of their associates.