Set up performance settings

These settings decide how every appraisal is scored. Set them before you build an appraisal template: a new template copies the weights and the default competencies at the moment you create it.

Steps

1. Open Settings › HR Settings › Performance

   In the menu on the left, select Settings, then HR Settings, then Configuration. Select the Performance tab.

   

   1. HR Settings › Configuration in the Settings menu.
   2. The Performance tab.
   3. Six sections: Rating Scale, Rating Categories, Weight Configuration, Appraisal Automation, KPI Templates and Behavioral Competencies. Select a section to open it.
2. Set the rating scale

   The rating scale turns a final score (0 to 100) into a rating such as "Good" or "Excellent". Open Rating Scale.

   

   1. Edit Scales changes the existing bands. Add Rating Scale adds a band; it is greyed out once the whole 0–100 range is covered.
   2. The bar shows how the 0–100 range is split between bands.
   3. Each band has a name (for example "Poor"), a description, a Min Score, a Max Score and a rating category. Name, description, maximum and category are required.
   4. "Complete scale" means every score from 0 to 100 belongs to a band. The last band must reach 100.

   The rating category is the bucket a band belongs to: Exceeds Expectations, Meets Expectations, Below Expectations or Unsatisfactory. Top Performers lists employees in the Meets and Exceeds buckets, and reports group scores by bucket. To add your own category names, open Rating Categories; each new name must map to one of the four buckets.

3. Set the KPI and behavioural weights

   Every appraisal has two parts: KPIs (results) and behavioural competencies. The weights say how much each part counts in the final score. Open Weight Configuration.

   

   1. Edit Configs changes the weights.
   2. The KPI and behavioural totals. They must add up to exactly 100%.
   3. The KPI weight (here 60%).
   4. The behavioural weight (here 40%).

   You need one KPI and one behavioural configuration. Neither side can be 0% or 100%. If you save other values, you'll see "KPI and Behavioral weights must add up to 100%".

4. Add the behavioural competencies

   Open Behavioral Competencies. Competencies are the behaviours every employee is rated on, for example Teamwork or Integrity.

   

   1. Add More adds one competency or several at once. Edit All edits them in a table.
   2. While a cycle is active you can add and edit competencies, but not delete them.
   3. Each card shows the competency's name, description, whether it is Active and whether it is a Default.

   Only competencies that are both Active and Default are added to new appraisal templates, with the behavioural weight split equally between them. Choose your defaults before you create templates; later changes don't update templates you already made.

5. Choose appraisal automation

   Open Appraisal Automation.

   

   1. Enable Automatic PIP Enrollment. When it's on, enter a score threshold between 1 and 100 and choose a Default HR Representative. Both are required.
   2. Allow Custom Appraisal Items lets template builders add extra fields (free text, rating grids, checkboxes) to document-style templates. It is off by default.
   3. Save Changes saves both switches.

   With automatic PIP on, when a line manager submits a review whose overall score is at or below the threshold, WbizManager starts a 90-day performance improvement plan with weekly check-ins for that employee. It skips employees who already have a draft, active or extended PIP. See Run a performance improvement plan.

6. Check the KPI Templates section

   The KPI Templates section here is a short summary. Build and edit KPI templates on HR › Performance › KPI Templates: see Set up KPI templates.

What employees and managers see

• Employees see the weights on their form ("KPI 60% wt", "Behav. 40% wt") and the rating band their score falls in, under Performance Rating. See Complete your appraisal.
• Line managers score each KPI and competency within the weight it carries, and the automatic PIP rule runs when they submit. See Appraise your team.

Next steps

Add the financial year: Set up financial years. The whole order is on Set up performance.