Performance Management

Track disciplinary records, performance reviews, and competency development.

Quick Access

For Employees

Viewing Your Performance Records

1. Go to HR → My Performance
2. View your performance history:
   • Competency assessments
   • Training records
   • Performance feedback
   • Any disciplinary records

[Screenshot: my-performance]

Performance Components

Competency Assessment

Your competencies may include:

• Technical skills
• Soft skills
• Role-specific abilities
• Leadership competencies

Each competency shows:

• Skill name
• Current level/rating
• Development areas
• Last assessment date

Understanding Disciplinary Records

If you have disciplinary records, they show:

• Type of action
• Date issued
• Reason
• Status (active/expired)

Disciplinary records typically follow a progressive process.

For Managers/HOD

Team Performance Oversight

Managers can:

• View team competency levels
• Monitor training completion
• Provide performance feedback
• Initiate disciplinary process

Providing Feedback

1. Access employee's performance record
2. Add feedback entry
3. Document:
   • Observation period
   • Performance highlights
   • Areas for improvement
4. Submit feedback

For HR Admin

Disciplinary Actions Dashboard

1. Go to HR → Disciplinary Actions (/hr/disciplinary-actions)
2. View and manage disciplinary records:
   • Active cases
   • Historical records
   • Action types

[Screenshot: disciplinary-dashboard]

Disciplinary Action Types

Recording Disciplinary Action

1. Click + New Action
2. Select employee
3. Choose action type
4. Document:
   • Date of incident
   • Description of issue
   • Supporting evidence
   • Witnesses (if any)
5. Set follow-up requirements
6. Save record

[Screenshot: disciplinary-editor]

Inquiry Actions

For serious matters requiring investigation:

1. Initiate inquiry
2. Document investigation process
3. Record findings
4. Determine appropriate action
5. Issue notification to employee

Managing Notifications

HR can:

• Generate warning letters
• Send notifications to employees
• Track acknowledgment
• Set expiry dates for warnings

Competency Management

Competency Skills Library

1. Go to HR → Competency Skills (/hr/competency-skills)
2. Manage skill definitions:
   • Skill name
   • Category
   • Description
   • Proficiency levels

[Screenshot: competency-skills]

Competency Templates

1. Go to HR → Competency Templates (/hr/competency-templates)
2. Create templates for roles:
   • Required competencies
   • Expected proficiency levels
   • Assessment criteria

Staff Competency Assessment

1. Access employee profile
2. Navigate to competencies section
3. Record assessments:
   • Skill evaluation
   • Proficiency level
   • Development notes
4. Save assessment

Performance Workflow

Disciplinary Process

Incident → Investigation → Warning/Action → Monitoring → Resolution

1. Incident Occurs - Issue identified
2. Investigation - Gather facts
3. Action Taken - Issue warning or disciplinary action
4. Monitoring - Track improvement
5. Resolution - Case closed or escalated

Performance Review Cycle

Goal Setting → Ongoing Feedback → Mid-Year Review → Year-End Review

Employee Profile Sections

HR maintains comprehensive employee records:

Common Questions

Q: How long do disciplinary records stay active?

Typically:

• Verbal warnings: 3-6 months
• Written warnings: 6-12 months
• Serious actions: Longer or permanent

Specific duration depends on company policy.

Q: Can I view my disciplinary records?

Yes, employees typically can view their own records. Check with HR if access is restricted.

Q: How are competencies assessed?

Methods may include:

• Manager evaluation
• Self-assessment
• Peer feedback
• Practical demonstrations
• Tests/certifications

Q: What happens after multiple warnings?

Progressive discipline typically escalates:

1. Verbal warning
2. Written warning
3. Final written warning
4. Suspension
5. Termination

Process varies by severity and company policy.

Tips

1. Take feedback seriously - Use feedback for professional growth
2. Develop competencies - Work on identified skill gaps
3. Communicate concerns - Discuss performance issues early with your manager
4. Document achievements - Keep records of your accomplishments

See Also

• Employee Management
• HR Module Overview