This article is intended for administrators.

The evaluation of employees is an important moment in the HR calendar. It generally takes place after the annual reviews and serves as a good opportunity for managers to reflect on past performances, future opportunities, and the engagement of their team.

It also assists HR teams and management in gaining an overview of the talents present within the company. It thus allows for better decision-making by concentrating resources and actions on targeted employees based on what matters most to the company (engagement, potential, performance, etc.).

However, implementing an effective and satisfactory personnel evaluation for both managers and HR teams is not so simple. We have therefore developed this guide to assist you and provide examples on the best way to utilize Elevo's personnel evaluation.

• ✏️ Customization
• 🟣 Evaluation of dimensions
• 🟠 Successors
• 🟠 🟣 Final comment
• 🟠 🟣 Decisions
• Action plan
• 🟣 Talent groups
• Conclusion

Customization

Most of the following steps are customizable to best meet your needs. Please take this color code into account for more details:

• The steps marked with an 🟠 are optional; you can enable or disable them according to your needs.
• The steps marked with an 🟣 are customizable: questions, descriptions, answer choices...

🟣 Evaluation of dimensions

This part is not optional; customization is available for each dimension.

• 🎯 Objective: to obtain an overview of your talents on key points.
• 🧱 Related to : the assessment of evaluators, the arbitration of HR admins.

The first step of an effective evaluation process is to assess your employees on key points. In Elevo, each of these key points is referred to as a dimension.

💡 Note: It is important that your dimensions are global within your company (and do not focus on a specific position). They should also be as stable as possible over time, so that you can analyze the evolution from one year to the next.

The Elevo team recommends using the 6 default dimensions in order to achieve a perfect balance between comprehensiveness and efficiency. The objective is to obtain an overview of each talent without requiring managers to answer too many questions.

To learn more about the default dimensions: Objectives of the People Review.

It is possible not to use all of these dimensions, or to create one or two additional ones to meet the needs of your organization. Keep in mind that the more dimensions you evaluate, the more time it will take for the manager to assimilate this data.

🟠 Successors

This block is optional; customization is not yet available.

• 🎯 Objective: to identify the successor(s) of key employees.
• 🧱 Related to: departure risk; impact of departure.

For some employees, you may need to identify potential successors, particularly in the following cases:

• Employees holding key positions in your company,
• Employees who manage a key skill for your business,
• Employees whose departure would have a significant impact
• Employees presenting a high risk of departure.

In this block, you can easily select one or more successors and rank them based on their suitability and readiness to occupy the position.

💡 Note: To assist you in this step, we offer potential successors based on a skills matrix (if this product is activated in your space). We highlight employees who are in the same matrix so that you can choose from employees who possess the same skills.

To learn more about this feature: Define a successor.

🟠 🟣 Final comment

This block is optional; it can be customized.

• 🎯 Objective: Gather any other important information regarding your talent.
• 🧱 Related to: all dimensions and blind spots of the model.

This open question can be very useful for managers who wish to communicate information about their employees that does not correspond to any dimension or any other block of the model.

🟠 🟣 Decisions

This block is optional; it can be customized.

• 🎯 Objective: to record and centralize the decisions made regarding this employee.
• 🧱 Related to: all dimensions, open questions, successors, analyses.

This is a key step as the decisions made during this exercise will be easily accessible from other products (for example, the compensation evaluation).

The objective is to record the decisions made regarding an employee during the People Review that may impact other HR processes. For example, if a promotion or a raise is decided during the staff evaluation, this will have an impact on the next salary review.

To learn more about decisions: Create and track decisions related to  during a People Review.

Action plan

This block is not optional; customization is not yet available.

• 🎯 Objective: to define the actions to be taken following the evaluation of employees and the decisions made.
• 🧱 Related: to the decisions, to the successors, and to the discussions between the managers and the HR team.

For some employees, you may need to plan actions. After making certain decisions or identifying an employee as a potential successor for a higher position, you may need to take action. This is where the Action Plan block comes into play.

To learn more about actions: Create and track actions identified for employees in the actions plans.

Once your actions are created, you can track their progress in the action plan dashboard and receive reminders when unfinished actions approach their deadlines.

This facilitates the work of HR by allowing actions to be tracked within the same tool, which reduces friction and errors.

🟣 Talent Groups

Talent groups can be configured after the campaign launch. They are optional, but we strongly recommend using them; customization is available.

• 🎯 Objective: to assist you in analyzing a set of evaluations of individuals, for example, your team if you are a manager.
• 🧱 Linked: to the dimensions.

Once your evaluations are completed, you can begin analyzing the data, and the talent groups are there to assist you in this step. These groups are the result of our research and interviews with companies that have already implemented this process.

To learn more about the default talent groups: Objectives of the People Review.

Conclusion

The People Review by Elevo enables HR teams to make the most of this key moment in the HR calendar.

In a single tool, HR can map their talents according to various criteria, identify successors, make decisions, and track actions.

This is the ideal time to take a step back, assess the overall situation of your talents, and make the right decisions to serve the organization's strategy.