The Performance Evaluation Tool helps you to record, discuss and evaluate the progress of your performance and results in a structured way. The forme consists of group, organization, team, personal goals, values, competences, open-ended questions, development and career sections.Also there are talent management matrix and overall performance assessment.

The purpose of your performance appraisal interview is to set goals with the employee and discuss how well they have achieved them at the end of the period. It is also the purpose of this interview to discuss the employee's expectations, performance, etc.

Here are the evaluations of the different elements, if you do not see a section on your form, the organisation has not been attracted by this element and you do not need to do anything.

Log in using the link you received or your Microsoft employee account.

Once you enter the form, you will see your employees and their progress in filling in the form.

You can log in at any time and see the progress of the employee's form (assessment status: in progress, in progress, completed, approved) and also complete it. And once the employee has completed the form, you can finalise it, complete it and arrange a performance appraisal interview. The form will be visible to you and your comments will be visible to the employees.

Once the form has been completed by the employees and submitted during the performance review interview, you will finalize the form with the employee and the PDF version will be emailed to the employee.

Here you can also choose whether you want to receive an email notification of the employee's completion of the form.

If you use UNLOCK Personality tests and both you as a leader and your employee have taken the tests, here you will see profiles of you and your employee, as well as AI-generated recommendations on how best to interact with your employee. Make your profile available.

Click on the wand icon.

You will see recommendations. You can accept, reject, or regenerate them again.

The group's goals and the organization's goals are set by the people who administer the chat, if you see these fields, they are there for your information.

When you open the form, you need to set common goals for your team. It is designed to show how the employee contributes to the overall success of the team.

The objectives are formulated on the basis of the OKR principle:

Objective - set a clear, ambitious and inspiring goal that motivates the team and reflects the organisation's priorities. Link the goal to concrete results.

Key Results (KR) - identify 2-5 clearly measurable qualitative and/or quantitative criteria to assess progress towards the goal.

In the Quantitative Goal Expression field you can enter the team's quantitative goals.

In the Goal weighting box, distribute the percentage weighting of the goals. If this field is deactivated/default, you do not need to fill it in.

If you see this field, it means that the total weight of the organization, team, and personal goals cannot exceed 100%:

In other cases, 100% is allocated separately to organizational, team, and personal goals.

Save the form. Once saved, you can come back to it and add to it as needed. The team goals you set will be visible to employees on your form and they can leave comments.

Achieving the target on a deficit basis: this method is suitable when the aim is for the employee to achieve the lowest possible results in numerical terms. If the employee reaches the goal's numeric value (i.e., the threshold), the goal accomplishment percentage is equal to 0%. Conversely, if the goal's numeric value achieved by the employee is 0, the goal accomplishment percentage is 100%.

Achieving the objective based on the principle of surplus: this method encourages results that remain below the goal's numeric value. If the employee reaches the goal's numeric value (i.e., the threshold), the goal accomplishment percentage is equal to 100%. Lower results provide a higher achievement percentage. This calculation is suitable when staying below the goal's numeric value is the primary objective.

You can also activate the option to Prevent employees from submitting surveys until the Team goals have been set. In this case, the employee will only be able to submit a survey if you have already set the team goals and the employee has read them.

If you are participating in the next performance review as an employee and want to make your personal objectives the objectives of your management team, follow these steps:

Enter your personal goal and if you want it to become your team goal, click on the "copy personal goal as team goal" button.

Select the team you want to copy the target to and select the performance evaluation phase.

Then log in to your team as a manager and enter the date and weighting of this goal in the "team goals" section. Save your changes.

The copied team objectives will be reflected in your team members' profiles. You can do the same with other personal goals.
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To go to the form you are filling in for your employee, click on the status of the employee's form.

When you open the form, you will see the fields - some fields will already be filled in by management, others will be filled in by your employees, and you will see on the forms what is already filled in. You will also be able to fill in the comment fields for you on the employee form - your answers will be visible to the employee.

You can also sign comments for yourself on your personal goals, competencies and open -ended questions. These comments are only visible to the leader.

These are the common goals of the group of companies, set by the management, which employees will see in the form, but will not be able to change.

These are the overall objectives of the company, set by management, which employees will see on the form but cannot change.

If you see the weighting of a target, this is a percentage showing the importance of a particular target and how much weight it will have in the overall assessment.

The purpose of this objective is to educate employees and explain how they contribute to the overall success of the company.

These are the goals you entered on the form.

Employees fill them out in the form, and during the interview, you enter the final agreed goal. You can fill them out before the interview with the employee or leave your comment in Team leader's comment field, which will also be visible to the employee.

You can enter numerical targets in the Goal's numeric value field. This field is not required if, for example, the target is qualitative.

You can choose to formulate your goal based on the principle of deficit or surplus.

Achieving the target on a deficit basis:

This method is suitable when the aim is for the employee to achieve the lowest possible results in numerical terms. If the employee reaches the goal's numeric value (i.e., the threshold), the goal accomplishment percentage is equal to 0%. Conversely, if the goal's numeric value achieved by the employee is 0, the goal accomplishment percentage is 100%.

Achieving the objective based on the principle of surplus:

This method encourages results that remain below the goal's numeric value. If the employee reaches the goal's numeric value (i.e., the threshold), the goal accomplishment percentage is equal to 100%. Lower results provide a higher achievement percentage. This calculation is suitable when staying below the goal's numeric value is the primary objective.

In the target weight field, distribute the importance of the targets as a percentage. If this field is not activated, you do not need to fill it in. The sum of the weights of the organization, team, and personal targets cannot exceed 100% or must separately add up to 100%, depending on the management's decision.

Additionally, when formulating goals, you can use an artificial intelligence tool that suggests an improved version of the entered goal.

At the evaluation stage, the achievement of the goals set by employees will be assessed.

In the UNLOCK Performance employee form, the manager can choose to participate or not in the completion step.

By default, the employee fills out and submits their version for approval (discussion). Meanwhile, the manager can also view and complete the employee’s form alongside the employee’s version by entering their proposed versions of goals, competency assessments, training, development plans, etc. During the discussion, both the employee’s and the leader’s versions are reviewed, and a mutually agreed-upon version is confirmed.

In the form, you will see the values recorded by the management.

They can be discussed or evaluated (depending on the administrator's choice) during the goal-setting phase. If you only see the values and a comment field, it means that you only need to discuss the list of organizational values with the employee. You can also enter your own comments.

Depending on the organization's choice, alignment with values may be assessed. In this case, you would see an additional field to evaluate how the employee's behavior aligns with the company’s values.

The possible assessment of the values will be according to 1 of the 7 assessment scales.

In the form, you will see the employee's self-assessment. You will also be able to mark your own assessment, and finally, during the conversation with the employee, you will mark the mutual agreed-upon evaluation.

In the form, you will see the competencies recorded by the management.

They can be discussed or evaluated (depending on the administrator's choice) during the goal-setting phase. If you only see the competencies and a comment field, it means that you only need to discuss the list of competencies with the employee. You can also enter your own comments.

In that case, if you need to assess the employee's competencies, you would see an additional field dedicated to that.

The possible assessment of the competencies will be according to 1 of the 7 assessment scales.

In the form, you will see the employee's self-assessment. You will also be able to mark your own assessment, and finally, during the conversation with the employee, you will mark the mutually agreed-upon evaluation.

If the competencies have been added automatically according to the job position assigned, then you will see all the positions assigned to the employee and the behaviors/skills inherent to it. Rate them and assign overall ratings during the interview.

In the form, you will see the employee's responses. You can add your input, and your comments will be visible to the employees.

Define the employee's development goals together. The comment section will be visible to the employees.

In the interim/annual evaluation stage, you will assess how well the goals have been achieved.

You can also specify training courses in the improvement plan that will be linked to the improvement goal you have set:

In the form, you will see a selection of additional training courses for employees. You can leave your comments and choose the final training courses during the interview. Your comments will be visible to employees.

In the career section, the team leader can discuss broader career opportunities with the employee. You can also add a comment visible to the employee.

Employees' responses are based on the type of scale selected by the administrator:

In the overall performance evaluation field, you can provide a general assessment of the employee's performance. The evaluation is done according to one of the two scales, depending on which one is chosen in your organization.

The administrator can choose whether this part is visible/not visible to employees.

In the Talent Management Matrix, you can mark which cell of the matrix the employee belongs to. This section will not be visible in the employee's form.

The Talent Management Matrix is periodically reviewed to monitor employee progress. Movement within the matrix (e.g., from average to high potential) is a positive sign of development, while a lack of progression may indicate the need for additional interventions or reconsideration.

If necessary, add notes and comments. These will be visible only to leaders or HR when they log into the leader's account.

During the conversation, record the final agreements with the employee. You can save the form and return to complete it later. Once you finish filling out the form, click "Confirm and Send PDF."

The PDF version of the performance evaluation conversation will be sent to the employee’s email. You will be able to view the forms filled out by the employees by logging into the performance evaluation system. If necessary, you can edit the forms and resubmit them.

If you decide to return the form to the employee for corrections, click "Allow resubmit." The employee will see in their account that they need to make adjustments to the form.

You can also see the employee's change history: this means what employee data has changed, for example: first name, last name, position, department, team, or manager. Changes are marked in green.

When logged in to your Team leader account, you can also filter your team member list by active, inactive employees, or view them all in a combined list:

Also, if an employee on your team has a team of subordinates, you can join your employee's team:

When you confirm the form together with the employee, you can initiate an additional new discussion at any time while the stage is open. Go to the employee form and select "Initialize progress review" at the bottom:

In this case, a second version of the goal setting (or other stage) is created in the employee form.

This means that you can set goals, confirm them, and then submit another version of the same stage. The last approved questionnaire will be considered the final version of the form for that stage.