One lesson Spencer's learned from the first year of using TotalPerformance is that even though Visual Profiler makes the rating process fast and easy, it's best not to include too large a number of competencies to be rated. According to Margolin, We were so excited about drag-and-drop that we included a very large number of competencies to be rated more than 20. SumTotal had recommended that we use fewer competencies. In retrospect we realized there were just too many, and that is a change we have made.
Improvements over the prior system include:
- Clean and clear recordsHR now has a signed evaluation for every single employee included in the performance review process
- Ability to monitor the evaluation process within departmentsmanagers and HR can see exactly what stage of the process each employee is in at
any given time
- HR spends significantly less time handling questions from employees and guiding the evaluation process
- Management has concrete and accurate performance evaluation data
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