In the Review Items step, you can configure the competency evaluation elements selected in the review structure in detail.
You can decide which items to evaluate for each competency, how to set the evaluation unit (competency-level / behavioral indicator), and how to assign weights to each item.
Review Item Settings
In the [Review Items] step, enable [Competency Item Integration] to import competency items pre-defined in the [Competency Management] menu.
You can configure the following settings in the competency evaluation settings.
Category | Description |
Competency Evaluation Unit Settings | Select the criteria for evaluating competencies. |
Competency Type and | Imports the competency types selected in the evaluation elements and steps, and you can set groups to design different competencies to be evaluated per group. |
+ Add Competency | You can add competencies to be evaluated that have been added to the competency type. |
Item Weights | Set the evaluation weight (%) for each competency. |
What exactly is the Competency Evaluation Unit setting?
For example, let's assume there is a competency called [Conflict Management] added to Competency Management, with behavioral indicators detailed from Level 1 to Level 4.
When set to [Competency-level]
Based on the definition of each competency, the competency is evaluated comprehensively. For example, when selecting the 'Conflict Management' competency, the overall conflict management competency level is evaluated without breaking it down into detailed behavioral indicators.
In other words, the evaluation focuses on "Does this member manage conflict effectively overall?"
When set to [Behavioral Indicator level]
You can evaluate by detailed behavioral indicators within a competency. For example, more specific evaluations are possible based on the detailed behavioral indicators within the 'Conflict Management' competency (e.g., mediation during opinion conflicts, emotional regulation, etc.).
This setting is useful when applying different evaluation levels depending on rank or role. Therefore, when evaluating competencies at the behavioral indicator level, behavioral indicators (level additions) must be added for each competency.
e.g., Regular members are evaluated based on Conflict Management behavioral indicator Level 1, organization heads based on Level 3
Click [Add Competency] at the top right within the competency type group to add required competencies and optional competencies.
Required Competency: You can add competencies that all members must be evaluated on in this review. The competencies that can be added are limited to those included in the currently selected competency group. For example, when conducting an evaluation for 'Common Competencies', you can only add competencies within the 'Common Competencies' group, and competencies in the 'Lead Competencies' group cannot be added.
Optional Competency: Members can directly add competencies they want to be evaluated on. For example, if the required competencies are [Task Linkage] and [Logical Thinking], but members want to select and be evaluated on some competencies such as [Goal Orientation] and [KPI Management], this can be used.
Click the three dots on the right of Optional Competency, then click [Selection Count Limit] to set the range of competencies members can select for evaluation.
When [Optional Competency] is added, you can set up approval settings at the bottom so that review items entered by members themselves are confirmed only after approval.
Click [Item Weights] at the top right of the competency table to enter weights for each competency being evaluated.
For example, if both Task Linkage and Logical Thinking competencies will be evaluated but Logical Thinking has a higher weight, you can set different evaluation weights for each competency through the item weight settings.
When [Optional Competency] is added and [Item Weights] is enabled, members must directly enter the weight for each selected competency when entering review items. For example, if the total weight for optional competencies is set to 30%:
If there is 1 optional competency, the weight must be entered as 30%,
If there are 3 optional competencies, each competency's weight must be divided to 10% each so that the total equals 30%.
In other words, the sum of weights for all optional competencies must not exceed the set maximum (e.g., 30%).
Click the + button on the right side of the competency table to add groups and set different competencies and weights to be evaluated per group.
As shown in the image below, if the [Development Organization] wants to evaluate different common competencies from other groups, set the group name and group conditions to add a group.
The newly added group can be evaluated with different competencies and weights from the default group.
Review Items - Competency Evaluation Group Setting Scenarios
Example 1) When you want to set different competency evaluations for members and organization heads
Check the configured competency types
Check the configured competency types
After adding [Evaluation Groups], set the group conditions.
Default Group: Regular members
Required evaluation competency: Evaluate based on Conflict Management competency behavioral indicator Level 1 + Customer Orientation
Organization Head Group: Members appointed as organization heads
Required evaluation competency: Evaluate based on Conflict Management competency behavioral indicator Level 3 + Customer Orientation
Example 2) When you want to set different job competency types to be evaluated based on specific job duties and job families
In Step 2, Evaluation Elements and Steps, select [Job Competency] from the competency types to evaluate
After adding [Evaluation Groups], set the group conditions.
Default Group: Members who are not in the Development or Sales job family (or job duty)
Required job competency evaluation: Understanding of Regulations, Analytical Thinking, Process Optimization, Efficient Time Management
Development and Sales Job Family: Members appointed to the Development and Sales job family (or job duty)
Development Job Family: Problem Solving, Analytical Thinking, Process Optimization
Sales Job Family: Problem Solving, Analytical Thinking, Efficient Time Management
Review Items - Performance Evaluation Settings
If the performance evaluation element was enabled in [Evaluation Elements and Steps], you can set whether to integrate performance items in the review items step.
When [Performance Item Integration] is enabled in the review items step, members can link goals where they are the responsible owner from the [Goals] menu when writing review items, or directly enter performance.
Selection Count Limit: You can limit the maximum and minimum number of goals for performance evaluation.
Weight Entry: Members can enter weights for each performance item when writing review items.
FAQ
When optional competencies are added, how can members select competencies?
When optional competencies are added, how can members select competencies?
During the [Review Item Announcement] period, members can click on the to-do or notification sent to each member to select competencies and enter weights as shown below.
How can members enter performance to be evaluated and link goals?
How can members enter performance to be evaluated and link goals?
During the [Review Item Announcement] period, members can click on the to-do or notification sent to each member to select goals and enter weights as shown below. You can also click the [Enter] section to directly enter performance.