Potential assessment

Before starting the process, it is necessary to register the group of job requirements through the menu: Career and Succession > Registers > Job position requirements.

Alternatively, you canimport the data needed to generate the potential assessments.

These actions are typically performed by employees associated with the HR and Administrator roles.

The talent pool is made up of employees who have been classified as key positions and/or potential successors to a position.

This group will be used later in the generation of potential assessments step.

The creation of this group is a step in the talent identification process and identifies its purpose.

The assessment cycle can be registered and maintained through the Maintenance of assessment cycles screen.

Maintenance of cycles is done at the following location:

• Performance management > Registers > Assessment cycle

On this screen, it is possible to define the main rules for the potential assessment process of a given cycle. Can also duplicate an existing cycle, facilitating the registration of the following cycles.

These are the main parameterizations that can be made in the cycle:

Informações do ciclo

Preencha as informações básicas sobre o ciclo:

1. Forneça um nome que identifique o ciclo de forma clara.
2. Informe se é um ciclo aberto (vigente) ou fechado (encerrado).
3. Informe a data inicial e final para indicar o período de vigência do ciclo. Ciclos com data final expiradas serão encerrados automaticamente por um serviço agendado.
4. Opcionalmente, preencha:
   • uma data limite de admissão de colaboradores a serem considerados no ciclo.
   • observações gerais sobre o ciclo, que ficarão disponíveis para consulta para outros usuários que tenham acesso ao cadastro do ciclo.

Configuration by assessment type — Potential assessment

• Scale used to classify the potential assessment result: allows you to indicate a proficiency scale that will be used during the assessment cycle.
  • The proficiency scale serves to assess the potential of employees using the notes registered on the scale that was selected.
  • Choosing a proficiency scale is optional. If none is selected, the system will use achievement percentages to assess the potential of employees.
  • If you choose to use a proficiency scale, it needs to be previously imported or registered in the system.
• Group of requirements: allows indicating which group of requirements will be used to generate potential assessments. When entering a group of requirements, it will be suggested in the filter of the public assessed during the stage of generating the assessments, described below.

The person assigned to the HR role needs to set the assessment type for potential. You also need to specify which competencies will be assessed and who the assessor is who has been set up for this group of people.

To generate potential assessments follow these steps:

1. Access the menu Performance management > Maintenance > Generate assessments. In the assessment type, select Potential Assessment.
2. In the field Cycle, select an assessment cycle to which potential assessments will be linked. Assessment cycles must be previously registered, as described in the cycle parameterization step.
3. Indicate the rule that the system must follow to handle a possible assessment overlap for the target audience. These are the available options:
   • Do not overlap, generate only for employees with no assessments: assessments are generated for employees who do not have any assessments, such as: employees returning from leave, employees with a minimum period of experience, employees on vacation, newly hired, among others.
   • Do not overlap, always generate a new assessment: new ratings are generated. Previous assessments by selected employees, even if they do not yet have notes/comments posted on the form, will not be deleted. The assessment is only generated if it is different from the situation Completed.
   • Overwrite existing assessments: if this option is selected, the assessments that have already been generated for the informed employees, who are in a situation Released or that have comments or that have already been started, with a status In progress, are deleted and a new assessment is generated. This operation excludes assessments that are not in the situations Completed or Canceled and generates a new one if it is not completed.
     

     Note

     If specific employees or registrations are not informed (in the filter), assessments will be generated for all employees of the company who do not have an assessment for the cycle.

4. In the target audience settings, fill in the filters that define the audience that should receive potential reviews:
   • Reference date: date that will serve as the basis for searching the group of requirements.
   • Group of people: allows you to select one of the groups of talents that are registered.
   • Assessor: suggests the person in charge defined in the talent group registration as an assessor suggestion, but you can change it using the field search.
   • Group of requirements: suggests the group of requirements registered in the cycle.

   Observation

   The validation of the filters will only be done at the end of the generation of the assessments and the inconsistencies found will be presented in the log screen.

5. After informing which audience will be assessed, click on Generate to start generating assessments. You will be notified when the process is complete.

When clicking on the process completion notification, you are directed to the potential assessment generation log screen.

If errors occur or assessments are not generated for any specific reason, they are displayed on the log screen. These are possible reasons why a potential assessment is not generated:

• No competency has been defined for the requirements group.
• Assessed does not have a defined job position. Occurs when the assessed person does not have a division history on the generation reference date.
• Assessed does not have a defined job position. Occurs when the assessed person does not have a job position history on the generation reference date.
• Error generating assessment. Regarding a failure in processing, different from the previous reasons.

The potential assessment is carried out based on an analysis of the skills of the employees who wereidentified as part of the talent pool from the company.

Competencies are usually defined and assessed by a performance committee, which designates a single assessor — usually the manager — as responsible.

Managers and employees record the final grades for the criteria evaluated by the validation committee and, for each analyzed criterion, inform the concept best suited for each competency. Concepts are levels that make up aproficiency scale defined by the organization.

A maintenance of potential assessments allows you to change some properties of assessments after they have been generated. This action can be done for a specific assessment or for multiple assessments.

To do this, access the menu:

• Career and succession > Maintenance of potential assessment

Use the filters to find employees (active and retired) who are assessed or assessors in the selected cycle.

During assessment maintenance you can:

• Change an employee's assessor or indicate an assessor for them (if they don't have one)
• Define a situation for the assessment
• Delete assessments that have already been generated. To ensure the best system performance, it is possible to delete 50,000 records (assessments) at once.
  

  Note

  Depending on the number of reviews selected for deletion, processing may take a few minutes to complete.

  If a query is performed immediately after deleting a large volume of assessments, they may still appear for some time in some places, such as the assessment maintenance screen.