A company’s employees are its most critical asset. Ensuring employee performance is aligned to corporate goals is critical to a corporation’s success. The timely and consistent evaluation of employees and setting of annual goals benefit both the company and employee satisfaction. While evaluation and goal setting is typically an annual or quarterly task, an efficient process can minimize unproductive time spent on the bureaucratic aspects of goal setting while ensuring consistent application of policy through the organization.  Pegasystems’ SmartBPM® is the perfect tool for automating the performance-evaluation and goal-setting process. 

Pegasystems’ framework for setting employee goals and evaluating performance against goals, Employee Performance™, streamlines your performance review and merit-based compensation reviews for greater productivity, better management of human resources, and greater employee satisfaction. The framework contains a built-in Core Competency Dictionary of skills and skill definitions for use in performance reviews: All managers and employees reference a common competency dictionary for more constant employee assessment. 

Benefits

• Timely performance — Service levels ensure employees and managers complete performance evaluation and goal setting tasks in a timely fashion, ensuring higher employee satisfaction and faster recognition of employee performance. 
• Improved efficiency — Automation reduces the burden of sending reminders manually and re-keying information from employee to employee or between employee and supervisor. 
• Easy compliance — SmartBPM ensures your corporate policies and corporate goals are adopted throughout your organization.

Key Features

• Corporate-goal management
  • Manages the setting and distribution of goals at corporate, departmental, and individual levels
  • Enables corporate HR and divisional managers to set goals
  • Distributes corporate and departmental goals to the appropriate employees
  • Allows managers to set individual performance goals for their direct reports
  • Routes performance goals to senior managers for review.
• Employee-performance management
  • Manages the workflow of employee-skills assessment, evaluation, and development planning
  • Provides employees with an opportunity to evaluate their own performance against goals
  • Routes performance evaluations to managers for approval
• Core Competency Library — Maintains a centralized library of core competencies against which employee performance can be consistently measured