Purpose: The purpose of this document is to outline the changes required in the existing PMS Module of Linksoft. 

This document has been prepared to explain what all data definitions (rules) are required for all changes in the PMS Module

Scope:

The scope of this document is to identify and develop changes to Link PMS to meet the requirements of Customers PMS. All image references for this case can be referred to using this link.

Table 1 - Project Status Management

Change Details:

1. Performance Appraisal>>Appraisal on the Add/Edit KPI form a. Replace KPI Type (Standard/Initiative) with a checkbox (ticked for Initiative) rename to Initiative. - Completed b. Scores summary (Percent, Employee, Manager, HR) - Completed c. Itaukai wants to caption HR Score and HR Comment as CEO/DGMORD Score and CEO/DGMORD comment. This will need to be reflected on all screens and reports where "HR Score" and "HR Comment" is used.

2. Performance Appraisal Menu Group >>Key Performance Indicator>>add a new item to KPI Type. Make this list configurable

3. Performance Appraisal>> Appraisal: Disallow generation of more than 1 appraisal per employee per quarter. (Development Note: Use menu configuration) a. Genr appraisals per employee in a year i.e one appraisal per quarter. If an appraisal already exists prevent the user from creating. i. Quarter 1 is 01 January to 31 March ii. Quarter 2 is 01 April to 30 June iii. Quarter 3 is 01 July to 30 September iv. Quarter 4 is 01 October to 31 December

4. Employee Profile>> Performance Appraisal Menu main grid. a. Need a feature to edit overall score. This score can only be edited by authorized users. b. When the overall score is edited, a comment is mandatory. (Development Note: Add a field "ScoreOverrideReason") c. Need an overall comment field for the Supervisor/Manager. This comment field can only be edited by those in the Performance Workflow.(Development Note: Use existing note field) d. Add the ability for managers to update the Potential.

5. Employee Profile>> Performance Appraisal Menu, detail grid. a. Rename Category to KPI Group b. A popup screen to display a history of the previous KPI appraisal scores. (Employee/Manager/HR) c. Add three tabs for score entry. Score entry will be done using the batch editor. Batch edit entries will be loaded on user security. d. Manager comment is mandatory if manager score is less than employee score. (Development Note: Use menu configuration) e Restrict scores to be greater than the base value of the KPI. (Employee, Manager, HR) (Development Note: add a rule to prevent exceeding values) f. Need "write" security on HR Score and HR comment. This score can only be edited if the score is not coming from a script. (This Functionality already exists. If the user has write access to this form, we do not want them to update.) i. When a new initiative KPI is added, the user will enter the description and KPI Weight. The base value is extracted from the menu Performance Appraisal>>Score Range Max Score. i. (Need to show how the added initiative will add to employee appraisal). The employee can not update a score for this KPI. ii. Use and Example to show the calculation (Refer to Figure 1 below. Detailed formulas in Calculations.xlsx). Completed Figure 1 - Formula for Overall Score