Performance Management Definitions

A list of Performance Management definitions.

INDUSTRY TERMS

  • 30/60/90: Review frequency that is often used for new hires at 30 days, 60 days or 90 day days into employment.

  • 360: A type of review that takes into account an employee’s manager, peers and customers in the feedback

  • 9-Box: Refers to a review format (typically outlined via a rubric) that involves evaluating an employee on a certain scale based on their goals, competencies, and work. More information can be found below. Clients usually choose the "Rating on a List of Many" option to accommodate this setup in Namely question templates.

  • Anniversary Date: Review timing that is based on an employee’s anniversary date.

  • Cascaded Goals: Goals typically start at the top by the executive team and then each department head and manager aligns their goals to support the main company goals

  • Competencies: Measurable or observable knowledge, skills, abilities, and behaviors that are critical to successful job performance

  • Face to Face: A type of review delivery method in which the manager provides the feedback to the employee in a meeting (either in person or via phone/video conference).

  • Focal Point: Review timing that is at one point in the year and the same for all employees.

  • Goals: The specific, measurable, achievable, relevant/realistic and time-bound performance measures an employee is held accountable for in a given review period.

  • Manager Review: A type of review where the manager review their direct report (employee)

  • OKR: A type of goal setting format that many clients use that stands for Objectives and Key Results.

  • Peer Review: A type of review that is conducted on a colleague with whom someone works, but has no direct reporting relationship.

  • Rating: The scoring system of a review (i.e.: 1-5; does not meet expectations, meets expectations, exceeds expectations, etc.)

  • Review Period: The time the review is measuring (January – March; July – June; January – December, etc.)

  • Self-Review: A type of review an employee conducts on their own performance.

  • Smart Goals: A type of goal setting format that many clients use that stands for Specific, Measurable, Agreed upon, Realistic and Time-based.

  • Weighted Goals: For multiple goals, the percentage that each goal is worth toward the overall performance rating.

NAMELY-SPECIFIC TERMS

  • Anonymous: A writer setting enables the Review writers to be hidden from every user on the site regardless of Performance Role or Access Role. Namely Service Pod members will also not be able to know who the review writers identities are. 

  • Discreet: A writer setting that hides the identity of the review writers from the reviewee. They will be visible to the Review Admin, Review Approver, and HR Admins.  

  • Free Text: An answer that is meant to be answered in the form of a sentence or multiple sentences.

  • Goal Tags: An identifier that the system can use to pull into the specific cycle.

  • Multiple Choice: This answer type is essentially the same as Rating (on a list of many) minus the math. 

    • N/A is an option. 

    • The employee can leave a comment in free text form as an option. 

  • Nominator: Person who selects review writers in lieu of choosing writers before review kick off.

  • Opt Out: A writer setting that allows a review writer to chose to not participate in the review cycle once kicked off. 

  • Performance Rating and Summary: Final overall assessment of the employee's performance, completed by review administrator.

  • Rating (on a list of many): The answer of this question takes a multiple choice format but those choices are rated.

    • This is primarily used if you want a multiple choice format but the choice factors into a summarized rating. 

    • The Admin has the option to hide the numbers.

    • N/A is an option.

    • The employee can leave a comment in free text form as an option. 

  • Rating on a Scale: This type of answer is meant to be answered on a scale from one number to another. The Admin can choose whatever the scale may be.

    • A Rating on Scale can accommodate decimals but only in increments of .5

    • N/A as an answer is also optional.

    • An employee may also leave a comment in a free text form. 

  • Reviewee: User under review or the subject of the review.

  • Reviewer: User who is completing a review.

  • Review Administrator: User assigned to be the Administrator of the review (usually the reviewee’s manager).

  • Review Approver: User who has final eyes on the review. The cycle goes to the Approver as the last step of approval after the Review Admin considers the review completed and submits it to be finalized. 

  • Review Cycle: Allows you to launch multiple performance reviews for a set of employees and determine permissions and other settings for all reviews at once (due dates, electronic signature, etc.)

  • Review Templates: The review templates are the literal questions that will be asked to the reviewee during this performance cycle.  

  • Sections: This is where you can section off your questions within a Review Template. These are where questions will be placed. They can incorporate employee individual goals or competencies. 

  • Side by Side Review: Allows managers to comment on an employee's self review responses.

  • Writer: User assigned to write a review about the reviewee.

REVIEWER STATUS TERMS

  • Answered: The writer has submitted answers not yet shared with EE under review. 

  • In Progress: Currently writing review not yet submitted

  • Waiting: Awaiting Admin Status

  • Shared: Answers are visible to employees under review