CRG emPerform Product Benefits

Ensure that appraisals are fully completed on-time

• Streamline the administration process with progress tracking and automated reminders
• Automatically generate Microsoft Outlook Tasks for Managers and Employees
• Receive completion status notifications

Run your evaluation process the way you want with the CRG open-ended workflow engine

• Establish the steps in your organization’s appraisal process (you are not forced into a pre-defined process)
• Incorporate unlimited managerial and HR approvals
• Employ automatic notifications (optional) which can be customized with the terminology that fits your organization

Generate reports in the necessary format when required

• Real-time Dashboards, Key Performance Indicators, and Reports
• Over 75 pre-defined reports:
  • Competency Assessments, Goal and Objectives Management, Development Requirements, Average Ranking (global), Average Ranking (by department or position), Employee Ranking, and more
• Adhoc reporting – query and analyze data using Microsoft Excel or any other Business Intelligence tool
• CRG Management Briefing Book – ask us about our compilation of executive reports

Maximize user adoption

• Use the terminology and language that fits your organization and culture
• Select the content evaluation areas that are important to your organization (there are no restrictions i.e. you do not have to select the standard “Competencies” and “Objectives”)
• Choose the appropriate rating scale: Numeric (Scoring Scales), Text-Based Behavioral Rating Scales or Check-Mark Scales
• Decide on the number of organization levels and terminology
• Brand the evaluation forms and screens with your corporate logo, colours and language

Create Dynamic Forms for dynamic organizations

• Create forms and templates that mirror your current appraisal forms layout
• Request different levels of feedback from each contributor
  • For example, in the Competency Section, an employee can be asked targeted questions such as “What went well?”, “What improvements can be made next year?”, and “Do you have any final observations and comments?”
  • In the same section, the manager may only be asked to provide overall review comments
• Use Header and Footer areas for overall subject-matter feedback
  • For example, a page may use the footer to provide a general assessment and commentary on the overall competency section

Develop new and improve existing content

• emPerform comes with a library, with that embraces “best practice” principles
• The competency library includes writing and coaching assistants and “anchored rating scales”
• Use content from the existing catalogue or modify the content to fit your organization
• Import your pre-existing content definitions using Microsoft Excel

Use 360 Multi-Rater assessments to supplement appraisal feedback

• emPerform includes 360 Multi-Rater capability as a standard feature. This is a non-modular solution and does not require additional licenses
• Capture feedback from multiple sources at any time during the performance management cycle
• “Save and comeback later” functionality returns respondents to the questions that have not yet been answered
• Assessment questions can be selected from the emPerform library or from a pre-existing database
• Capture and report numeric and text-based behavioral ratings
• View real-time reports on demand: individual, comparative
• Progress or status monitoring of the review, including number of completed questions
• Automatic notifications and reminders

Use web surveys to capture additional information

• emPerform comes with an unlimited-respondent online survey solution.
• Ask questions on any subject: 30-, 60- and 90-day new hire surveys, exit interviews, employee satisfaction surveys, management feedback questionnaires, and more
• Capture and report numeric and text-based behavioral ratings
• View real-time reports including individual and comparative responses, as well as average corporate results by position, department, location etc.
• Monitor progress or status, including number of questions answered
• “Save and comeback later” functionality returns respondents to the questions that have not yet been answered
• Automatic notifications and reminders

Document and archive performance management materials, reports and references

• Archive all completed appraisals, including measurement criteria (i.e. Objectives, Competencies, Training and Development Initiatives, 360 Multi-rater Feedback, etc.) for future reference
• emPerform can be configured so that the employee’s performance management history follows them throughout their career within your organization.

Complete appraisals online

• Managers can access their direct report’s appraisals, as well as their own, 24/7 through Microsoft Internet Explorer
• Online appraisals are secure

Transfer current knowledge and experiences from the paper-based to the online process for easy use and adoption

• Using “dynamic forms,” emPerform automates the organization’s existing paper-based appraisal process
• The content, language and terminology is based on the organization’s own process and solution
• Tools and assistants help managers complete evaluations quickly, and in a manner that is consistent with the company’s policy and procedures

Easy-to-use, right from the start

• Managers can easily navigate through the entire evaluation using icons, just like many other business productivity solutions currently on the market
• emPerform is intuitive and does not require a significant amount of training to use
• Screens are designed to give the manager ample space to write comments and provide feedback

Manage the appraisal-related activities and tasks

• Many managers are responsible for completing multiple reviews, some of them may have different due dates. emPerform provides required activities and due dates
• The system administrator can activate automated email reminders and assign tasks that will appear in the manager’s Microsoft Outlook inbox and to-do list

Attach notes and files for future use

• The performance appraisal is not a once a year activity – it is an ongoing process. emPerform allows managers to attach notes and files for future reference (facilitating the “formal”, scheduled evaluations)
• The process allows for behavioural and time bound examples
• Notes and attachments can be private or shared with the employee

Formally sign off each evaluation with an electronic signature

• As part of the evaluation process, managers are asked a series of questions to ensure that all parts of the evaluation are completed.
• The questions form the basis of the electronic signature and sign off
• The electronic sign off and signature significantly reduces the amount of paper produced

Generate and access reports and dashboards

• Create and access real-time reports and dashboards
• Access current and historical performance management information: list reports, appraisal documents, analysis reports and visualizations
• Reports can be saved as either Microsoft Excel spreadsheets or Adobe PDF documents

Access historical reports and appraisals

• Completed appraisals and reports are securely stored – only the employee and his or her current manager can access them
• Use historical performance to create future goals and objectives or development plans

Calculate performance rating scales

• emPerform can calculate scores and ratings, saving time and reducing the potential for errors

Cascade goals down to direct reports

• Successful teams and organizations tend to focus on common goals and objectives. emPerform allows managers to cascade their personal goals, as well as corporate goals, down to their direct reports
• Managers can monitor the achievement of goals amongst their direct reports

Avoid writer’s block

• Save time by providing relevant feedback with content drawn from a comprehensive library for the various content areas: competencies, skills, responsibilities, goals and objectives, standards, etc
• The comments can be edited or changed to suit the organization’s needs
• The writing assistant also acts like a coach – managers are provided with options or suggestions that they can recommend to their direct reports in order to assist with employee development
• The comments are based on five-level rating scales

Avoid inappropriate words, phrases or language

• The language checker highlights words or phrases that may be considered inappropriate
• The language checker may be edited to meet the organization’s requirements

Avoid spelling mistakes

• emPerform's spell checker is available in a variety of languages, in addition to English
• The spell checker can accommodate organizational specific acronyms, terminology or spellings

Complete appraisals online

• Employees can access their appraisals, 24/7 through Microsoft Internet Explorer
• Online appraisals are secure

Easy-to-use, right from the start

• Employees can navigate easily through the entire appraisal process using the intuitive icons, which is similar to many other personal and business software solutions that are currently on the market
• emPerform is intuitive and does not require a significant amount of training to use
• There is plenty of space for employees to write comments and provide feedback

Collaborate to create S.M.A.R.T goals, objectives and results

• Employees and managers can collaborate on goals and objectives, no matter where they are located (in the same office or around the world)
• The degree of managerial participation is flexible in order to balance the manger’s self-management and accountability for each employee
• Goals can be cascaded down to direct reports (if applicable)
• Employees have the opportunity to comment on and rate their own performance on their evaluation criteria
• When they are ready, employees can “push” their evaluations to their managers (or others) for feedback
• All the employee’s comments and ratings appears in the final appraisal document

Manage the appraisal-related activities and tasks

• emPerform provides required activities and due dates
• The system administrator can activate automated email reminders and assign tasks that will appear in the manager’s Microsoft Outlook inbox and to-do list

Attach notes and files for future use

• The performance appraisal is not a once a year activity – it is an ongoing process. Employees can journal and attach supporting notes and documents for future reference (which facilitates the “formal”, regularly scheduled evaluations)
• Allows for behavioural and time bound examples
• Notes and attachments can either be private or shared with the manager

Formally sign off each evaluation with an electronic signature

• As part of the evaluation process, employees are asked a series of questions to ensure that all parts of the evaluation are completed.
• The questions form the basis of the electronic signature and sign off
• The electronic sign off and signature significantly reduces the amount of paper produced

Create and access performance-related reports

• Employees can access reports on their current and past appraisals
• The reports can help employees understand how they contribute to their department and organization’s success. They also provide insight into their career planning, management and growth
• Employees will be able to identify their strengths and weaknesses – they can create personalized development plans.