‘It’s very straightforward and visual. I really like the way the data get exported, and that it’s the right kind of information for me’
A new dashboard in Performance Management — a simple, easy-to-use solution that automates the technical aspects of employee evaluations — is making it easier for users to access and report on performance review data.
“All of this relevant, useful information is right there in front of you, so you don’t have to go digging around,” said Jennifer Derry, director of training and staff development at Villanova University in Pennsylvania. “I love that it’s the first thing I see because it reminds me that I need to be checking in on how things are moving along.”
Released for general availability earlier this month, the dashboard’s simplicity and time-saving features have already made a positive impression on Jennifer and other beta testers.
“I tend to get a lot of phone calls during an open cycle from managers asking how their employees are doing. By the time they call, it’s because people are overdue,” Jennifer said. “What I like about this dashboard is right from the moment I log in, it allows me to see which reporting organization or department is struggling, so I can reach out ahead of time.”
Jennifer is also grateful for the ability to more easily run and export reports.
“Before the dashboard, I would have to go in and run a report, which always took a little time to populate,” Jennifer said. “Now, it’s very straightforward and visual. I really like the way the data get exported, and that it’s the right kind of information for me.”
Emily Wilson, professional development coordinator at Appalachian State University in Boone, North Carolina, also appreciates Performance Management’s enhanced reporting capabilities.
“One of the first searches I did involved looking at employee anniversary dates. Part of our policy for SHRA [Subject to the Human Resources Act] employees is that anyone who has been with us for less than six months doesn’t get a formal review,” Emily said. “I’m able to go in and exclude anyone who meets that criteria so their supervisor doesn’t get all the way to an appraisal. I found people I had missed within seconds. Before, I wouldn’t have caught that until the end of the cycle.”