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Oxy’s ePerformance System
OxyChem Manager and Employee
Quick Tips for Performance Review Process
Step Process
Role Page
Process
Overview
Both 2
Mgr 3
Find Performance Documents in OxyLink
Emp 4
Mgr 5
1
Create a Performance Document
Emp 6
Mgr 7
2
Define Evaluation Criteria
Emp 8
3
Nominate Other Participants
Mgr
11
4
Other Participant Enters Feedback
Other
14
5
Complete Self Evaluation
Emp
16
6 Evaluate
Performance
Mgr 18
7
Transfer Document to 2
ndLevel Manager
Mgr
24
8 Evaluate
Performance
Mgr2 26
9
Make Document Available to Employee
Mgr
27
10 Add
Comments
Emp 28
11
Confirm Review Was Held
Mgr
28
12 Acknowledge
Review
Emp 29
13
Complete the Document
Mgr
30
Quick Tutorials for these steps are found on OxyLink under
Employee Self-Service > Performance Management
2
Process Overview
Who does what, when, and what happens.
RED CODES IDENTIFY THE ONLINE TUTORIALS THAT COVER THE STEP.
January-March of year of review:
• Manager or Employee creates performance document [system emails Manager and/or Employee]. OC5M/OC5E.
January-December of year of review:
• Manager and/or Employee defines evaluation criteria and updates it throughout the year. OC1M/OC1E.
January-March of following year:
• Manager completes criteria establishing step; criteria is locked [system emails Employee]. From now on the only edits are comments and ratings about the criteria. OC1M.
• (Optional) Manager requests performance feedback from Other Participants [system emails others]. OC2M.
• (Optional) Other Participant(s) provide feedback [system emails Manager]. OC3O.
• Employee completes the competency evaluations [system emails Manager]. OC3M.
• Manager evaluates performance and consolidates comments from Employee (optional) and Other Participant. OC3M.
• Manager and Employee meet to discuss evaluation. It is useful to print out the document before the meeting.
• Manager marks the document as available for review [system emails Employee]. OC3M.
• Employee reviews and comments on the document [system emails Manager]. OC4E.
• Manager marks document Review Held [system emails Employee]. OC4M.
• (Optional) Employee marks document Acknowledged [system emails
Manager]. OC4E.
• Manager marks document Acknowledged if Employee does not [system emails Employee]. OC4M.
• Manager marks document Complete [system emails Employee]. OC4M.
31
Performance Appraisal process has been completed!
13b. Click on “Complete”, then confirm on the next two screens.13. Manager Completing the Document
12c. Click on “Acknowledge Review”, then OK
13a. Click on the employee’s Performance Review document
Find Performance Documents in OxyLink
Navigation for Manager:
Click on Manager Self Service
Click on PerformanceManagement
4
Find Performance Documents in OxyLink
Navigation for Employee:
Click on Employee Self Service Click on Performance Management Click on My Performance Documents 29
12. Acknowledge that Review was Held
Navigation for Employee:
Employee Self Service Î Performance Management Î My Performance
Documents Î Current Documents
12b. Click on “Acknowledge”
10. Enter Comments on your Evaluation
Navigation for Employee:
Employee Self Service Î Performance Management Î My Performance
Documents Î Current Documents
11. Confirm that Review was Held
11a. Click on “Mark Review Held” link, and then on “Review Held” button, then click “OK”.
10a. Click on “View”, add comments and save the document.
1. Create a Performance Document
Manager:
1a. Click on Create Documents
1b. Click on Continue
1c.Select the employee
6
1. Create a Performance Document
Employee:
1f. Enter
performance appraisal period 1e. Select document type and template
1g. Click on Create Documents 1a. Click on Create Documents 27
9. Make the Document Available for Employee Review
Navigation for Manager:
Manager Self Service Î Performance Management Î Performance
Documents Î Current Documents
8c. Edit the comments on each of the boxes and add comments on Section 8 (optional). Then save the document.
DO NOT CLICK AVAILABLE FOR REVIEW.
9a. After you meet with the employee to discuss the review, click on the “Mark Available Link”
8. Evaluate and Transfer the Document Back to Manager
Navigation for 2
ndLevel Manager:
Manager Self Service Î Performance Management Î Performance
Documents Î Current Documents
7e. Click on “OK”
8a. Click on the employee’s Performance Review template
8b. Click on “Edit” link by Complete Manager Evaluation to view and/or edit the Manager’s evaluation of the employee.
2. Define and Establish Evaluation Criteria
Employee and/or Manager
can define the Evaluation Criteria, but the
Manager
needs to Establish it by completing the process.
Manager: Document will be located under Current Documents
(subsequent
steps follow the Employee’s Step 2a. below)
2a. Click on Start to Establish Evaluation Criteria (Performance Objectives) 1c. Enter performance appraisal period 1b. Select document type and template
1d. Click on Create Documents
8
Employee: Document will be located under Current Documents
The following steps are the same for Manager and Employee
2b. Click on Add Performance Objectives. Repeat the process for each Objective.
2a. Click on Edit to Establish Evaluation Criteria (Performance Objectives)
25
7c. Click on “Select a Manager”
7d. Confirm transfer by clicking on “Save”
7d. Enter manager’s last name and click search. Then select the manager and click on “OK”.
7. Transfer the Document to 2nd Level Manager.
NOTE: Once the document is transferred, the recipient has full control of
its content and its process.
7b. Select the employee name and click on “Continue”. You may transfer more than one document at a time.
6l. Provide an overall performance rating and some general comments.
Click on “Save” when you finish your evaluation.
Do not click on “Available for
Review” until AFTER you have
met with the employee.
7a. From Manager Self Service > Performance Management > Performance Documents, click on “Administrative Tasks” and then click on “Transfer Documents”.
2c. In Section 4, you can add or delete competencies.
Remember to only evaluate about 4-6 competencies, and delete the rest.
2d.To add competencies not already listed, click Add Competencies.
NOTE: Nothing can be modified in Sections 2 and 3. All Employees will be evaluated on the Core Competencies. Section 3 is only instructions for the remaining Competencies.
10
2e.Only use Pre-Defined Competencies. Click on “Next”.
2f. Enter the title of the competency, or leave the field blank to see the entire list from which to select, then click Search.
2g. Select competency/ies, then Click on “Save”.
2h. Nothing should be done on Sections 5, 6, and 7 at this point. Note that you are not evaluating yet – you are only defining the criteria.
23
6j. Rate each competency, provide an overall rating for all the competencies and enter your overall comments. Use the Writing Tools link to add development tips.
6k. Enter the Employee Development Plan and rate the Employee Development Category.
6h. Enter the name of the competency and click on ”Search”
6i. Select the development tip(s) you want, click on ”Add to Comments”, edit and click on “Save and Return”.
In the next step, the Manager will complete the Establish Evaluation Criteria step. Once that is done, the document is “locked” and only evaluative entries are possible.
3. Nominating Other Participants
Navigation:
2i.WARNING
Save the document but do not Complete it!
3a.Go back to Current Documents and select the
employee’s document. 3b.Review and update the
evaluation criteria using the “Edit” link and then click on “Complete” before nominating other participants.
12
3d. Click on “Add Other”, then “Save”.
3c.Click on “Start” link next to “Nominate Participants”
21 6e. Click on “Save and Return”
6f. Provide your feedback on OxyChem Core competencies
6g. Click on Writing Tools and select “Development Tips”, then click on “Go”
6c. Rate the objectives and enter your feedback. The Writing Tools link will contain any comments by Other Participants, which you can select and add.
6d. Select the comment(s) you want to include and click on “Add to Comments”.
If no one has made any comments for this competency, there will be a message to that effect.
3f. Select the nominee. Use the information button to verify if the person you select is the right one. Click “OK”.
3e. Enter nominee’s last name and click on “Search”
3g. Save and submit the information.
3h. Use the “Notify” link to send an additional personalized notification to the nominee, requesting his/her input on the employee’s performance. The system will email a standard notification if you do not use this feature.
14
4. Other Participant Enters Feedback
Navigation for Other Participant:
Employee Self Service Î Performance Management Î Other’s Performance Documents Î Pending Evaluation Request
4a. Click on Pending Evaluation Requests
3i. In addition to the standard “Template Text”, add a personal message, then click on “Send”.
19
6. Manager Evaluates Performance
6a. At this point, evaluation criteria has been established and is no longer editable; you can only view it.
5e. Provide input on your Development Plan
5f. Enter general comments on performance.
5g. Provide an overall performance rating. Then “Save” and “Complete” the evaluation.
4c. Select the employee’s document
4b. Select the employee and click on “Accept”
16
5. Employee Completes Self Evaluation
4e. Click on “Complete” then on “OK”.
5a. Click on “Start”
5b. Rate the Objectives and enter feedback.
17
5c. Add comments on OxyChem Core Competencies
5d. Rate every competency and add overall rating and comments in the Summary section.
