Overview
Competency-based Appraisal Product designed to streamline performance evaluations, focusing on competencies, key factors, and measurable areas of improvement. It enables organizations to conduct structured, fair, and competency-oriented appraisals while providing meaningful insights through analytics.
Goals and Objectives
Increase Efficiency: Automate and simplify the appraisal process. Focus on Competency: Prioritize skills, behaviors, and key performance factors. Promote Transparency: Ensure employees and managers have clear visibility into appraisal criteria and outcomes. Support Data-Driven Decisions: Provide actionable insights using analytics like heatmaps, participation metrics, and radar charts. Target Users
Admins: Responsible for setting up and managing the appraisal process, users, and configurations. Managers/Team Leads: Provide feedback on direct reports and peers. Employees: Participants in the appraisal process as reviewees and/or reviewers. Product Components
1. User Management
Admin: Full control over configurations. Manager/Team Lead: Manage teams and evaluate members. Employee: View appraisals and feedback. Access Levels & Permissions: Create and assign custom roles. 2. Employees Management
Manage employee hierarchy: Seniority Levels: Define levels of seniority. Teams & Departments: Add and manage business units. Personal Information: Name, contact, etc. Job Information: Role, department, and seniority. Assign permissions based on roles and departments. 3. Competencies Setup
Create and manage competency models: Competencies: Define and categorize core competencies. Factors: Breakdown competencies into measurable components. Areas: Group related competencies and factors. Weightage at competency, factor, and area levels. Build and store a repository of competency-based questions. 4. Question Library
Link questions to specific competencies. Categorize questions under: Factors: Specific criteria within competencies (e.g., leadership, communication). Categories: Broader groupings like technical, behavioral, or leadership skills. Areas: High-level divisions of expertise or skill sets. Admins can create new questions with the following: Question type (e.g., rating scale, open-ended). Associated competency, factor, and area. Modify or remove questions as needed. Use pre-defined question templates for quicker setup. Assign specific weights to questions based on their importance in the evaluation process: Example: "Problem-solving skills" (40%), "Teamwork" (30%). Add the ability to adjust weights dynamically. Reviewer Weight on Questions Assign weights to reviewers based on their relationship to the participant: Example: Managers' feedback (70%), Peers' feedback (30%). Dynamic adjustments based on feedback priorities. Select specific reviewers (managers, peers) for each participant. Link questions directly to reviewers if applicable. Enable managers to delegate specific review responsibilities to other eligible reviewers. Question Visibility Settings Set visibility rules for questions: Visibility to specific roles (e.g., managers, participants). Participant access to review progress or results. Allow admins to toggle visibility on/off. Question Bank Export/Import Export the full question bank to Excel or CSV for external reviews. Import questions from external systems/files for faster setup. 5. Review Cycle Templates
Ability to create and manage ongoing reviews and active cycles. Select participants: Employees, Managers, and Peers. Employees: Define who will be evaluated. Managers: Direct managers to provide feedback. Peers: Allow peer-to-peer feedback. Question set configuration: Toggle options for scores (Required/Optional/Off). Toggle options for comments (Required/Optional). Assign weights to questions. Deadlines for manager and peer reviews. Automated notifications and reminders. Control visibility of reviews for employees and managers. Configurations for review cycles: Notifications: Configure reminders and updates for appraisals. Visibility: Customize visibility for specific user groups. Assign specific reviewers (managers/peers). Delegate reviews if required. 5. Analytics & Reporting
Heatmaps: Visualize competency scores across teams. Participation Rates: Track completion rates across employees and teams. Radar Charts: Compare strengths and growth areas of teams or individuals. Export options: Export insights and reports in PDF or Excel formats for offline analysis. Non-Functional Requirements
Scalability: Support large organizations with thousands of employees. Security: Ensure data privacy and secure access control. Performance: Provide real-time analytics and dashboards without lag. Localization: Support multiple languages and region-specific requirements. Accessibility: Ensure usability across devices (web, mobile).
PRD