on the latest Microsoft ASP.NET platform.
improves system performance, capacity, scalability,
security and reliability compared to other programming
on Corporate Intranets or over the Internet as a
hosted Software-as-a-Service (SaaS) application.
access from anywhere in the world via your PC Web
Browser; even from your home PC or laptop (24/7/365
access; 99.99% guaranteed uptime).
The SaaS model means that there is no need for you
to have or maintain any servers, or to download/install
any software, whilst having the latest version of
the software immediately available as it gets updated
(a continuous process).
However, some larger organizations may prefer to
have Appraisal Smart installed on their own Intranet
by 128 bit SSL Encryption
data communication over the web. Data sent via an
SSL connection is protected by encryption, a mechanism
that prevents eavesdropping and tampering with any
from only 20 to many thousands of employees, covering
all staff and managerial levels, at multiple worldwide
fully scalable, there is no limit as to the number
of employees an organization may have on the system
- now or in the future.
priced, especially considering its diverse and unique
appraisal system vendors will not sell their system
to organizations having below a certain minimum
number of employees (typically 200 to 300 minimum).
Or otherwise their pricing is so prohibitive that
it puts it out of reach of most smaller organizations.
Not so with Appraisal Smart. Our pricing model makes
it affordable for companies with as few as 20 employees.
Smart accommodates the following Performance Cycle
alternatives: 1, 2, 3, 4, 6 or 12-monthly performance
appraisals, as well as employee anniversary-based.
are not limited to any system-prescribed performance
management cycle (e.g. annual only). You can also
change this cycle at any time as necessary, or have
different categories of staff on different cycles.
from "regular" employee performance appraisals,
you can also administer any kind of ad-hoc appraisal
on the system, such as for Probation, Promotions,
Succession, and Performance Improvement.
any kind of Performance Measure such as Goals, Objectives,
Key Performance Indicators, Competencies, and Values
online appraisal systems limit the Performance Measures
to Competencies only. With Appraisal Smart there
are no restrictions as to the kind of Performance
Measures you wish to use - you can even use a mixture.
Measures can be weighted according to their relative
importance and priority.
Performance Measures of a specific position cannot
all be equally important. With Appraisal Smart you
can prescribe their individual importance weightings
in relation to each other. This indicates to employees
where they should spend their biggest effort and
calculators are provided to aid many different KPI
facilitate the easy calculation of sub-scales in
pre-agreed Rating Scales, which would otherwise
be very cumbersome to work out.
can create a centralized Appraisal Template Database
(for all job/role titles in the organization).
facilitates the easy creation of Performance Agreements
with position-specific Goals, Objectives, KPIs,
Competencies, and/or Values. Templates get downloaded
for individual employees at the click of a button,
and then customized by managers (if necessary) to
provide for local circumstances and individual employee
role requirements. They can also be locked to prevent
editing by managers once downloaded.
This unique functionality of Appraisal Smart ensures
the standardization of performance requirements
for the same Job Category/Title throughout the organization,
prevents the reinvention of the wheel wherever a
position is duplicated, saves eons of time, and
ensures a fairer performance management dispensation.
Generic Competencies are available in a central
system library to select from and download into
Appraisal Templates and Performance Agreements.
concept of Competencies can be daunting for many
organizations. Appraisal Smart has numerous Generic
Competencies available for those clients not having
Larger organizations frequently have their own Competency
Frameworks. These can be imported into the Appraisal
Smart Competency Library.
standard Rating Keys are available, but client organizations
can also add their own. The system even accommodates
different Rating Keys in one appraisal form, to
cater for different types of Performance Measures.
easy rating of Actual Performance against Agreed
Performance Measures and Standards/Targets. The
system also allows flexible use of Rating Keys to
suit different kinds of measures.
Any number of System Administrators can be appointed.
System Administrators are typically Human Resources
staff, but can also be any other selected individual/s
such as PA's or administrative personnel. No special
skills are required to manage the system, and
detailed help files and tutorials are available
organizations should typically appoint a primary
Corporate System Administrator, and a Divisional
System Administrator for each division (or region/branch/location).
This way the burden of monitoring appraisals and
updating user records does not fall on one person
only, but gets shared logically as dictated by the
organization structure or its geographical spread
- even internationally.
Divisional System Administrators are only allowed
to see and manage the employee and appraisal records
of those units, branches, regions, or locations
that were assigned to them in the system.
calculates an overall Performance Percentage for
each employee (this feature can be disabled)
Percentages can be used as a basis for performance-based
compensation, in a fair and transparent way.
It also enables HR and Line to rank employees and
compare their performance, especially those from
the same job category. Star performers can thus
be easily identified for appropriate reward and
other kinds of recognition, while poor performers
can be identified for appropriate training/coaching,
or other suitable interventions to improve their
all entries by Appraisors with a Language-Sensitivity
Corporate System Administrator enters inappropriate,
non-compliant, and other insensitive words and phrases
into a system filter to disallow their use by Appraisors.
Appraisors (line managers) and Appraisees (all
levels) can log (typed text) performance record
notes onto the system at any time. (This feature
can be optionally disabled by the Corporate System
is the solution to significantly reduce the potential
for differences of opinion as to what has actually
happened over a performance period.
By entering performance record notes of actual performance
incidents (highlights. general, or lowlights) in
this way, both parties do not have to rely on their
memories that much as to what the Appraisee has
achieved over the performance period.
NOTE: The Multirater Module is different to the
For more details on our 360-degree feedback system,
Up to five other managers, supervisors and team
leaders an employee has worked with during a performance
period can be invited to provide online feedback
to the employee. The results are output as averaged
ratings, and graphical and narrative reports (while
individual rater feedback can also be viewed).
reminders are sent automatically to inform line
managers of pending and overdue appraisals.
System Administrators can also send bulk emails
to all or selected units/sub-units to give relevant
appraisal instructions instantly, at any time.
that line and staff are prompted/notified as needed
to continue progressing with the appraisal process.
Unique 'Appraisal Manager' page.
easy monitoring of the status of appraisals, according
to the assigned Administrator and Appraisor roles.
include a Performance Optimization Plan (which includes
earmarked training and development) for each employee.
appraisal should end without a discussion and written
Action Plan as to how Line Managers can assist their
direct reports in performing their jobs better,
and how the latter can improve their own performance
- plus any training and development they could benefit
This is probably the most important part of a performance
appraisal: namely how to use lessons learnt over
the previous performance period to improve performance
in the next. This philosophy and practice will lead
to a truly continuously improving and 'Learning
The Performance Optimization Plan can then be used
as crucial input into the Learning and Development
discussion, to agree what Learning Activities the
employee can benefit from, and to add that into
their Personal Development Plan (PDP).
For more details on our Learning
Management Module, click
Appraisals (Performance Agreements) for ALL employees
in your organization, each with their own unique
positional Performance Measures, WITH ONE MOUSE
This amazing functionality gives full control to
the Corporate System Administrator to ensure that
all employees have the correct Appraisal for their
relevant Job Titles.
are three system interfaces: System Administrator
(Corporate and Divisional), Appraisor, and Appraisee,
each with specified system access privileges.
log in with their own User ID's and Passwords to
ensure sufficient security and privacy. Each type
of user only sees what are relevant to them and
what they are allowed according to their set system
records of all previous appraisals are stored in
a click-accessible archiving system (lifetime archiving,
i.e. records get never deleted).
instant access to previous appraisals, which is
also useful in tracking an employee's performance
progress over time.
It is legally crucial to have a documentary audit
trail of someone's performance over time. Without
this it will be difficult to dismiss employees based
on persistent poor performance.
Indispensable in defending your organization against
all your Job/Role Descriptions within Appraisal
Smart, and give online access to it so managers
can view those of their direct and indirect reports,
and staff members can view their own (by mere mouse-click).
As you update/edit your Job Descriptions centrally,
everybody has instant access to the latest versions.
Job Descriptions can be linked to Appraisal Templates
to ensure perfect alignment between them.
range of advanced tabular and graphical reports
(by filtering any combination of Job Title, Appraisor,
Appraisee, Unit, Location and Performance Measure).
the ranking of employees based on ratings per measure,
or their overall performance percentages.
Graphical presentation of ratings and performance
percentages simplified staff performance comparisons.
Appraisal Smart also allows you to identify the
poorest performers in any performance measure (e.g.
the Competency "Leadership", or the KPI
"Sales") so that such people can be targeted
for needs-based training, development and coaching
Rich content includes detailed User Guides, Tutorials
and Help Files to get users (all staff members)
up to speed with Performance Management and Appraisals
in no time at all.
need for special 'classroom' training, providing
that users spend some productive time and effort
learning the system through the user-friendly User
Guides, Tutorials and Help Files provided. Add to
this our free email, online and telephone support
as per the Client License Agreement.
with any HRIS/HRMS or Payroll System is possible,
i.e. employee data can be automatically imported
from existing Personnel/HR Information Systems (additional
setup fee applies). Alternatively, the systems
Excel/CSV Bulk User Importing Utility can be used.
upload (and maintenance/updating) of employee data.
To view the Smart360-feedback system details,
To view the Learning Management Module
To compare an online Performance Appraisal
System to the traditional paper-based method,
To go back to the Home Page, click