Artemis BSC Individual Performance Appraisal (IPA) Module

The aim of the ABSC Individual Performance Appraisal module (ABSC-IPA) is to provide organizations with an automated performance appraisal system that allows for quantitative and qualitative evaluation and discussion of career development and training. The ABSC-IPA module is an optional add-on module to the ABSC application. PERFORMANCE APPRAISAL SYSTEM
Every organization needs a performance appraisal system to provide a formal process of aligning each staff’s performance goals and development plans with the organization’s objectives. Each staff’s overall performance is determined by the achievement of measurable quantitative targets as well as the demonstration of qualitative skills. This allows the organization to reward staff based on their individual performance. Key Performance Indicators (KPIs) for staff should be chosen so that they would motivate the right behaviour from employees, help the organization achieve its strategies and reflect the extent of an employee’s contribution. Cascading the Corporate and Management Scorecards down to the individual is a structured and effective way of including key organizational measures in personal KPI computation that heightens the employee’s awareness and interest to support all aspects of the organization’s strategy. This results in better understanding of strategy and greater motivation to achieving results. FEATURES OF IPA MODULE

• Create Personalized Scorecards. A unique set of KPIs can be personalized for each staff to fully reflect all aspects of the performance expected from them. Each individual scorecard can contain personal measures as well as corporate strategic measures.
• Reference Measures from Other Scorecards. Existing KPIs from other Scorecards that are chosen to be part of an employee’s Personal Scorecard can be referenced without the need for the employee to enter the information. Staff would be able to see how the performance of these KPIs would affect their overall compensation.
• Configurable Scoring Methods and Weightage Distribution. The use of configurable scoring methods and weightage distribution clearly communicates the priority of each KPI set for an individual. Under- and over-achievement of KPIs can also be factored into the computation of compensation.

• Use of Templates for Easy Deployment. Numerous templates can be created for different groups of staff and modified to meet each staff’s needs.
• Flexibility to Change Schemes. ABSC-IPA allows for more than one scheme per individual staff per year. This flexibility facilitates creative ways to provide incentive and generate the right motivation to achieve overall targets. Reviews and revisions are possible throughout the year to ensure individuals remain motivated with relevant and achievable targets.
• Qualitative Evaluation. Employees’ attainment of functional competencies or demonstration of organization core values could be assessed through scale ratings specified by the organization.

• User Configurable Appraisal Questionnaire. A forum to discuss factors that affected the employee’s performance or plans for career development is available and can be configured for different needs.