Professional Documents
Culture Documents
PERFORMANCE MANAGEMENT
SYSTEM
January 9, 2013
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BUSINESS PROCESS REENGINEERING2013
Internal Use Only. This document last printed: 24/10/2016
Document Reference
BPR/CPI/XXXX/2013
Version
1.
2.
Details
Initial and final draft for
comment
Signature
Bunmi Olufeko
Head, BPR
Document Concurrence
Designation
Head, Human Resources
Name
Olukemi Onabanjo
Benson Akpati
Olasumbo Bello
Signature
Date
Signature
Date
Document Approval
Details
Names
Kingsley Umadia
MD/CEO
Jibril Aku
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BUSINESS PROCESS REENGINEERING2013
Internal Use Only. This document last printed: 24/10/2016
Table of Contents
1.0
Introduction.......................................................................................................................................4
2.0
3.0
4.0
4.1
4.2
5.0
Process Benefits.............................................................................................................................11
6.0
7.0
Future Consideration......................................................................................................................11
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BUSINESS PROCESS REENGINEERING2013
Internal Use Only. This document last printed: 24/10/2016
Introduction
Performance Appraisals are most commonly undertaken to let an employee know how his/her
performance compares with the Supervisors expectations and to identify areas that require training
or development.
Unsatisfactory performance needs to be conveyed in order to arrange for improvement. Indeed, if
performance is satisfactory the Supervisor wants to promote continued satisfactory performance. In
either case, it helps to have a systematic framework to ensure that performance appraisal is fair
and consistent.
With over 500 branches, it is important to develop a workflow system that will help to manage the
appraisal process.
Employee Performance Management is a fundamental business process that we must get right. It
is critical to realizing the full potential of individuals and the maximization of business performance.
Leading organizations recognize the value of their workforce and aspire to create a high
performance culture. This we can achieve through the implementation of Performance
Management processes that are underpinned by an online system.
2.0
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BUSINESS PROCESS REENGINEERING2013
Internal Use Only. This document last printed: 24/10/2016
IMPACT
Increased turnaround time for processing the transaction
Prone to error
Negative Impact on Staff Productivity
Negative Impact on Quality Service Standards
Too many platforms for processing a single process
4.0
USER REQUIREMENTS
FUNCTIONAL REQUIREMENTS
EMPLOYEE STAFF UPDATE
All Staff (Appraisee) should be able to do the System should display an instruction on how to
complete the Staff Update Data
following:
Log onto the Performance Management Once user logs onto the application, system should
FETCH and display staff basic information for every
Application with Windows User ID and
field as follows:
Password
1. Name of Staff (Populated/Displayed)
Update Personal Profile based on the
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BUSINESS PROCESS REENGINEERING2013
Internal Use Only. This document last printed: 24/10/2016
o Quantitative
o Qualitative
o Appraisee Rating and Comment
o Feedback
o Appraisers Comment (greyed-out)
o Next-In-Line Comment (greyed-out)
View updates on the Appraisal Work
Flow as it progresses from Supervisor to
Line Manager on the Personal Details
Tab Screen at every stage of input
should be displayed)
- Appraisal Work Flow. To display list of:
o Contributors (Appraisee Name, Supervisor
Name, Next-In-Line Manager Name)
o Required To display Input or Approve for
each Contributor at every stage (where each
Contributor is required as Inputter or
Approver)
o Status To display the status of the every
Contributor in the appraisal exercise where
status at every stage shows Pending for
uncompleted stage or Completed for the
completed stage)
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BUSINESS PROCESS REENGINEERING2013
Internal Use Only. This document last printed: 24/10/2016
o
Staff should be able to click on the Appraisers
Manager
Grade (with a text box displaying Next-In-Line
Manager Grade) (text is greyed-out)
Position (with a text box displaying Next-In-Line
Manager Position) (text is greyed-out)
Staff No. (with a text box displaying Next-In-Line
Manager Staff Number) (text is greyed-out)
Appraisees Comment (to be Fetched from the
Appraisee Rating and Comment Page)
(Comment is greyed-out)
Appraisers Comment (to be Fetched from the
Appraisers Comment Page) (Comment is
greyed-out)
Next-In-Line Comment (with a text box for NextIn-Line Manager to input comments about the
Appraisee)
A Submit Button to commit the input on the page.
All comments are saved to be viewed by
Appraisee, Appraiser and Next-In-Line
HELP PAGE
STAFF
Staff should be able to:
Click on the Help Button
Log in all complaints onto the page
using a text box
Click on the Submit Button to submit
complaint
o Status (Work-In-Progress/Resolved)
Once, HR PM Officer clicks the Submit Button, an
email should be sent to the staff who logged the
complaint stating Your complaint has been
resolved. Kindly log onto the Performance
Management System to view comments
NEXT-IN-LINE MANAGER
Next-In-Line Manager should be able to:
records
GENERAL REQUIREMENTS
All Staff are to be set up on the Performance Management System with their various Job Types tied
to every user.
The workflow for the Performance Management System should be as follows:
o Appraisee completes Staff Update
o Appraisee logs on to commence appraisal
o Appraisee initiates appraisal
o Supervisor reviews appraisal, edits Appraisee input (if necessary)
o Appraisee accepts or rejects the appraisal
o Appraisal returns to the Supervisor if rejected by Appraisee
o Appraisal moves to Supervisor when Appraisee accepts
o Appraisal moves to Next-In-Line Manager when Supervisor submits
o Next-In-Line Manager reviews the appraisal
Email Alert should be sent to the Supervisor once Appraisee initiates appraisal
Email Alert should be sent to the Next-In-Line Manager once Supervisor completes all the appraisal
for the Direct Report Staff
Email Alert should be sent to the Appraisee (Staff) at each stage when Supervisor and Next-In-Line
Manager have completed appraisal
Email Alert should be sent to the Appraisee (Staff) when his/her appraisal has been rejected
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BUSINESS PROCESS REENGINEERING2013
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BUSINESS PROCESS REENGINEERING2013
Internal Use Only. This document last printed: 24/10/2016
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BUSINESS PROCESS REENGINEERING2013
Internal Use Only. This document last printed: 24/10/2016
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BUSINESS PROCESS REENGINEERING2013
Internal Use Only. This document last printed: 24/10/2016