Develop and Track: Performance

• Developing Performance Contracts
• Tracking Performance

Developing Performance Contracts

1. Once logged in to StratXE, from the home page click on the "Performance" module.
   

   

2. To create a new Performance Contract, based on a users Job Profile and Template, click on "Contract (Develop)" and then "Create".
   

   

3. Each Key Performance Area can be linked to a Strategic Indicator, this will help to measure and track organizational performance. To link a Strategic Indicator to a KPA begin by clicking the drop down trigger next to the KPA. (Illustrative example below)
   

   

4. Then click on "Strategic Indicator".
   

   

5. Click "Select" next to the Indicator that must be linked to a KPA. This will close the pop up window, allowing you to repeat the process until all KPA's have Strategic Indicators assigned. Please note that not all KPA's require Strategic Indicators to be linked to them.
   

   

6. Each KPA, Task, Indicator, and their individual weighting, can be edited on the Performance Contract. It is important that the weighting for each of these components must add up to 100%. Once satisfied, click on "Initialize" for each task, to initialize measurement.
   

   

7. Once initialized, the user will be prompted to set a target for the indicator. To begin, click on "View" next to the indicator.
   

   

8. A dialogue box will appear within which details about the target can be defined. Once done, click "Save" to save the target and then "Close" to exit the dialogue box. This step must be repeated for all the indicators.
   

   

9. Once the above steps are completed, the contract can be submitted .
   

   

10. This will submit the contract to the line manager for approval. The line manager will be notified of a contract pending approval via email. 
    

    

11. From the Line Managers perspective, they can review all pending performance contracts by going to the "Performance" module page and clicking on "Contract (Develop)".
    

    

12. Click on "My People".
    

    

13. Then click on "Review" next to the contract pending approval.
    

    

14. The manager can then review if the Performance Contract is satisfactory. If yes, the manager can approve the contract by clicking "Approve". If not, the manager can decline the contract but will be required to provide comments as to why. Declining the contract will send it back to the employee who set it up.
    

    

15. Once the manager approves a contract, it will then be sent to the HR partner for their review. The HR partner will be able to review contract by going to the "Performance" module page, clicking on "Contract (Develop)" and then "My HR".
    

    

16. From this page, the HR partner will be able to review any pending contracts.
    

    

17. If the contract is satisfactory, the HR partner can approve the contract. This will notify the employee that their performance contract has been approved. If not, the HR partner can decline the contract but will be required to provide comments as to why the contract was declined.
    

    

Tracking Performance

1. Once Performance Contracts have been developed, tracking can commence. Performance Tracking begins with the employee submitting a Performance Assessment for review by their line manager. The employee will begin by clicking on "Contract (Track)" in the "Performance" module page.
   

   

2. For each task and indicator, the employee will click on "Track".
   

   

3. The employee will then rate their performance, on a scale of 1-5 by selecting the appropriate number of stars.
   

   

4. Click "Update" to save changes, and the upload any supporting attachments. Once completed, click on "Track" to return to the "Contract (Track)" page.
   

   

5. The employee will repeat these steps until all the tasks and indicators in the performance contract is completed. Once done, click on "Finalize and Submit". This will save the Performance Assessment and send an email to the line manager notifying them that an employee has completed their Performance Assessment.
   

   

6. From the line managers perspective, they can review any pending Performance Assessments by going to the "Performance" module page and clicking on "Contract (Track)".
   

   

7. Then click on "My people".
   

   

8. The line manager will then be able to see all Performance Assessments pending approval. Click on "Review" to begin.
   

   

9. The line manager will then add their own assessment for each task and indicator, by clicking on "View" on the relevant tasks and indicators.
   

   

10. Similarly to the employee, the line manager will then rate the employees performance on a scale of 1-5. Once completed, click "Update" to save changes and then "Track" to return to the previous page.
    

    

11. The line manager will repeat the above steps until Performance Assessments for all the tasks and indicators have been completed. Once done, the line manager will "Approve - HR Review" to save changes and send the Performance Assessment to the HR partner for review. The HR partner will be notified that an employees Performance Assessment is ready for review. It is important to note that the line managers assessment of the employee will be considered the final rating for that employees performance.
    

    

12. From the HR partners perspective, they can review all pending Performance Assessments by going to the "Performance" module and clicking on "Contract (Track)" and then "My HR".
    

    

13. Then click on "Review" next to the pending Performance Assessment.
    

    

14. The HR partner can then review the Performance Assessment, and either Approve or Decline it. The HR partner is not able to make any changes to the Performance Assessment so if they decline it, they will be required to provide comments as to why. This will then be sent back to the line manager so they can amend the Performance Assessment. 
    Once the HR partner approves the Performance Assessment, the next performance cycle will commence.