This article is intended for Reviewers and Administrators.

💡 Please note that the People Review tool will only appear if your company has purchased this product.

• 1️⃣ Setup and launch of the campaign
• 2️⃣ Conducting Assessments
• 3️⃣ Completion of assessments
• 4️⃣ Consistency of assessments
• ️5️⃣ Approval

1️⃣ Setup and launch of the campaign

This phase is performed by Admins.

Elevo suggests a default setting based on research and interviews with companies that are familiar with the People Review process.

However, it is understood that each organization has its own specificities, and it is therefore possible to modify the questions and descriptions assessing each dimension, as well as the structuring of the People Groups and their wording.

Admins are given access to a data file that allows configuration of customizable elements. This data file then needs to be sent to Elevo Support (support@elevo.fr) for implementation of the campaign on Elevo.

Learn more about campaign settings.

2️⃣ Conducting Assessments

This phase is performed by reviewers (direct manager or a specific person).

The reviewer's role is to evaluate the employees assigned to him/her by answering various questions in the People Review.

When accessing the People Review interface, the reviewer will view:

• the number of employees for which he needs to complete the People Review,
• the status of these assessments,
• the different People Groups,
• the number of employees assigned to him/her within each group.

By selecting an employee, the reviewer will be able to start the assessment process and view previous People Review entries, past reviews, feedback received, as well as the employee's training requests. This will provide the necessary context to ensure the most accurate answers to questions within a given dimension.

The questions all have the same format: a drop-down menu and a comment section that we encourage you to expand in order to substantiate your answers.

💡 To note: No questions are mandatory! Indeed, we consider that it is sometimes difficult for a reviewer to answer certain fields and he may need HR's support. In order to avoid slowing down the process, all questions are optional and the reviewer can click on "Completed" even if he has not answered all the questions.

The People Review can be edited by reviewers and Admins, so Admins can access your answers in real time even if the assessment status is not "completed".

⚠️ Warning: The People Review cannot be accessed by the employee, either during or after the fiscal year.

3️⃣ Completion of assessments

This phase is performed by reviewers (direct manager or a specific person).

Once the assessment is finished, the reviewer will change its status from "to be completed" to "completed". The reviewer will then be redirected to the People Review campaign’s tracking interface and will be able to see the employee's results, and those of all his team.

Please refer to the following article to learn more about the different People Groups.

The change of status allows the reviewer to monitor the completion of assessments, and also gives the HR Team an insight on the campaign progress and on the Reviews that are ready to be challenged.

4️⃣ Consistency of assessments

This phase is performed by Administrators.

The Admin then proceeds to a review phase and, according to internal processes, will submit the assessments to superiors, to the Executive Committee, etc. This can also be done during a meeting with reviewers. The latter can share their screen and comment on their answers.

Thanks to the background of past reviews, feedback received and training requests, but also to previous People Reviews if several campaigns have been conducted, the Admin has access to relevant context needed to challenge the reviewer's evaluation. This phase makes it possible to adjust according to company standards the employee's positioning within the various groups.

️5️⃣ Approval

Once reviewed, the Admin can change the assessment status from "completed" to "validated".

Once approved, they can no longer be modified by reviewers. He will however be able to view the final positioning of employees assigned to him/her via the interface of the relevant People Review campaign.

The campaign can then be terminated by the HR Team. However, reviewers and Admins can still access the collected data by going to People Review > Finalized.

🙋🏻‍♂️ Questions

➡️ What actions are currently unavailable in the People Review package?

Some actions are not yet available because we have chosen, in the initial stage, to focus on the key features of the product.

The actions that are currently being developed are:

• Sending reminders,
• Allowing Admins to set up the campaign directly via the application.

➡️ Is it possible to change the People Groups once the campaign has started?

Yes. To do so, please contact Elevo Support (support@elevo.fr) and explain the requested change(s).

➡️ Can supervisors (2 ranks up or higher) view the results of their indirect team?

No. For the moment they cannot view the results of staff 2 ranks down or lower.

During test reviews conducted with some clients, we did not perceive the need to include this feature in the product. This is because the employee review is conducted by the reviewer and the HR team. The supervisor may be present at the time of the employee's evaluation, but he does not play any direct role in Elevo's evaluation of personnel.

The product may be subject to change if you send us feedback on this matter.

➡️ Why is it optional to answer all questions?

We consider that it is sometimes difficult for a reviewer to answer certain fields and he may need HR's support. In order to avoid slowing down the process, all questions are optional and the reviewer can click on "Completed" even if he has not answered all the questions.

➡️ Why can both Admins and reviewers edit the People Review?

Reviewers are always the first to conduct a People Review. Assessments are then reviewed with the Admins (sometimes the Executive Committee) to challenge the ranking of employees. People Review is a collaborative process, so it is important that Admins be given the possibility to amend it. Especially if the Admin reviews the results with the Executive Committee (without the reviewer).

➡️ Why are the Admins the only ones who can approve the results?

For example, the employee's ranking obtained via the reviewer can be questioned by the HR team, but also by the Executive Committee. It is therefore important that when the Admins have exchanged with superiors and made a decision, they can approve the ranking and prevent the reviewer from modifying it.