Performance Management: Appraisals Question ??

Please Help,
I finished the implementation for full HRMS cycle, PM (PM Approvals according to AME, Approvals from 4 Supervisor),
My question is :
In the regular, after the last supervisor approve there is a notification send to employee and He's only click "Ok".
My client want after the last supervisor approve, a notification send to employee with "Approve" or "Reject" , if the Employee "Approve" then the transaction save to database, if the employee "Reject" , the reject button takes him to another page , this page have only text field "Multi line" to write his Grievance and "Submit", after "Submit" recycle again the approver process for 4 supervisor!

In the notification we can not control the flow using Approve/ Reject Button. But I think you can use a return for Correction Link for Employees in this scenario. Add employee as a final approver and then employee can return the appraisal for correction or approve it.
let us know if this works

Similar Messages

Performance Managment - Appraisals still pending for ex employees

Hello!
I had a quick question and hope someone can answer it for me. Is there a process which can be run to remove appraisals from performance managment (MSS) when an employee leaves an organisation?
currently we are getting many calls/tickets wondering why a persons appraisal is still active in thier performance management worklist even though they have left the company. So far we have suggested that they manually delete them, but surely there must be an easier way?
secondly, which actions are automatically purged when an employee leaves?
Many thanks,
Samir

""" On the portal "Status Overview" I-View for MSS --> Maintain Performance Documents, there is a property for employee evaluation period which needs to be set to "Yes". ""
how to change this property?
under content admin????
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Performance Management / Appraisals -- BSP

How do you set breakpoints / debug in the WDFA / BSP environment. The development team is able to do in the GUI environment.

You will need a abap person for the same.
But i will elaborate.
First login to SAP GUI with the same user with which you login into the bsp application.
Firstly go to the code where you need to put the break point.
Threre on the top section there will be two break point options select the http break point.
Then run the application.
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Divya

Configure approval process in Appraisals - Performance Management

Hi Guys
I am trying to configure the approval process. After the final appraisal by the manager, the appraisal forms hould go to the manager of the manager (next level manager) for approval.
My queries:
1. Is the next level manager defined as further participant or part appraiser?
2. Where do we assign the next level manager? In PHAP_PREPARE? I don't see anyplace where I can do that.
I have done the following configuration:
1. At category level, selected Role 'Higher Manager'
2. At category level, in Status flow--> Person Authorized, selected Higher-Level Manager.
3. In the template, selected Higher Manager in Roles.
What am I missing here?
Regards
FS

Hi FS,
I am also facing the Performance Management Higher Level Manager Approval issue in my client. Will you be able to help me about this BADI: HRHAP00_DOC_DEF_DO. How did you impleted this BADI related to higher level manager and how did you configure in Status flow.
Please Provide technical details about the BADI and configuration about the status flow also.
Thanks in Advance.
-Abhi

Oracle Performance Management doubts

Hi All,
I have some questions related to Oracle performance management and hope they will get answered over here:-
Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
Que3. When and how the rating provided by manager would reflect in the Performance (People --> Assignment --> other --> Performance) widow and what would be the effective date. I have completed all setup and process but the final rating is still not available.
Que4. What is difference between Talent management, Performance management and Workforce performance Management?
Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
Sorry for asking too many questions.
Thanks,
Avinash

Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
ANS : This is a seeded one. If you want to restrict it you have to customize the page.
Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
ANS : There is a checkbox "Allow Objective Setting outside of the period" (something like that).
Que4. What is difference between Talent management, Performance management and Workforce performance Management?
ANS: AFAIK, Oracle Talent Management and Oracle Performance Management are same. Prior to Oracle Performance Management, the module name was Oracle Talent Management.
Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
ANS : You can schedule the concurrent program, "Mass Appraisal Creation".
Hope it helps!.
MAK

Pre-Populate Data in HRMS Performance Management

Hi experts !
My question may be a bit basic as I am not an expert on HRMS but if anyone one can give me a hint , will really appreciate the help.
Our customer is using the performance management module (appraisals) for capturing the annual reports of employees. Moreover, the assignment history is also being captured. My question is regarding a use case. If an employee has performed her duties under a specific supervisor, her annual report is also suppoed to be written by that specific supervisor even if at the time of annual report e.g 1 Jan of each year, she has moved to the other department. Moreover, based on the nature of job, a group of employees have a specific appraisal form which we have customized.
My question is that is it possible in the standard performance management module that it automatically populates the dates an employee had performed under that specific supervisor and based on the job of the employee, the relevant form is also selected.
I hope my question makes a bit of sense and is answerable.
Really appreciate your response.
Regards

Hi,
Check this link
http://help.sap.com/saphelp_crm60/helpdata/en/45/38f4f343194a2ae10000000a11466f/frameset.htm
it might be useful.
Regards
Prasenjit

MSS Dashboard for Performance Management - PMP vs Flexi-Form

Hello Experts,
I have the following problem in Performance Management.
We have decided to use PMP template for some employees (manager level) and Flexi-form for remaining employees (because we have pre-defined criteria in template that PMP UI is not showing).
I found that PMP dashboard in MSS is only showing PMP appraisals.
When manager opens Flex-form UI, it is showing all appraisals that the manager is responsible for (PMP & Flexi) and when the manager clicks on an employee's appraisal document link, it is always displaying the document in Flexi UI mode.
If a manager is having half of his employees using PMP and other half using Flexi-form, what is the best way for him to look at Dashboard (initial screen to open employee's appraisals), so that for PMP appraisals will open with PMP UI and Flexi appraisals will open with Flexi UI?
Thanks
Raghu Kolukuluri

>
Raghu Kolukuluri wrote:
> Hello Michael,
> It would be very very helpful, if you can find out how to do the setting, so that the quick criteria maintenance is defaulted to only include the templates you need on flexible.
>
> I talked to my Portal developers and the initial feedback that I got is that it is not a simple configuration, but it may be possible using a program.
>
> Any other ideas?
>
> One more question I have.
> What is the purpose of "Assessment" link under Talent Management? It never works for me.
>
> Thanks
> Raghu Kolukuluri
Hi Raghu,
So i was wrong about it being portal development, glad I finally figured out how to do it.
configuring the "quick criteria maintenance":
It can be done by config following this post: Define default value in POWL Quick Criteria Maintenance for all users
regarding assessment, it doesn't work for you, b/c you probably haven't done the configuration. go to talent management and talent development > talent assessment.
here you wil have to read all the IMG activities, the documentation is decent on how to implement. Basically with EP4, there are new types of assessment that a manager can do besides just performance, this includes assessing potential, risks, barriers, and development plans. all of these assessments processes tie into downstream talent management processes such as talent review meetings and succession planning. hope this helps.

Implementation timeframe for Oracle HRMS Performance Management

Hi all,
If an organization already implemented HR, Payroll, OTL, Learning Management, SSHR et. and is now planning to implement Performance Management, how long would it take to implement this piece? We're talking about close to 3000 employees here. Thanks for your response. No customizations and out of the box functionality is the goal.
Regards,
SSR

Hi,
This is an interesting question. I believe the range of functionality used will influence it greatly. If you are looking at standard appraisals, then the period may be shorter (probably three months). However, if you are looking at PMP (seeding appraisals , cascading objectives, separate objective update throughout the year etc) I think the time will be more. (4-5 months)
Also, from experience, I do know that requirement gathering will be a time-consuming process unless the company already has an online template for doing appraisals (even if it's just an excel sheet)
Regards,
Vinayaka
Edited by: Vinayaka Prabhu on Jul 22, 2012 9:03 PM

Performance management with ESS and no MSS??

Hello Gurus,
I have a very peculiar scenario regarding and ESS/MSS.
Let me first post our requirments:
We have implemented all modules of HR along with OM and now in the process of implementing Performance Management along with ESS only . I am stressing on ESS only here with NO MSS functionality.
Now my question is..is it really possible in the first place to have a performance management functionality without MSS and just with standalone ESS? If yes, what are the options that I have to configure the performance management system and the ESS system so that the workflows for Planning, Rating an employee, and Approvals regarding appraisals can be achieved??
Is it possible to assign an ESS role to the manager and then when the manager logs in ESS, he/she can go ahead with the performance management process and can check employees just like the way it happens in MSS?
Thanks a lot for your time.
Best Regards.
Karan.

Hi,
In your case check for HR administrator for final ratings and other things also check for r/3 desktop services.
but why they are not going for mss, om is in place right
regards
rafi

Performance management with ONLY ESS and NO MSS??

Hello Gurus,
I have a very peculiar scenario regarding and ESS/MSS.
Let me first post our requirments:
We have implemented all modules of HR along with OM and now in the process of implementing Performance Management along with ESS only . I am stressing on ESS only here with NO MSS functionality.
Now my question is..is it really possible in the first place to have a performance management functionality without MSS and just with standalone ESS? If yes, what are the options that I have to configure the performance management system and the ESS system so that the workflows for Planning, Rating an employee, and Approvals regarding appraisals can be achieved??
Is it possible to assign an ESS role to the manager and then when the manager logs in ESS, he/she can go ahead with the performance management process and can check employees just like the way it happens in MSS?
Thanks a lot for your time.
Best Regards.
Karan.

Dear Karan,
Firstly, it is not mandatory to implement MSS for approvals/notifications...
Manager in MSS term is used to refer Head of Unit (in general) and not the immediate supervisor, i.e, relation ship (012).
UWL - Universal Work List is the place where all work items for approval is listed and this can be activated in ESS with out using MSS functionality also.
Comming to Performance Managment: Yes it can be acheived. NO MSS is required for Appraisals.
if you are using BSP applications, there are different pages available for employee view, and manager view..\
all that u need to do is, use the appropriate pages in the links that you gonna provide in ESS>Performance Management.
SAP has given provision to create your own notifications (workflow) in configurations. Create a Z Event and ask your ABAPer to send a notification based on that Z Event. This all is standard.
Regards
...Sadhu

Performance Management Objective Setting

Hi Everyone,
I am working on a full HCM implementation and had a few questions regarding performance management. The client is interested in having goals and objectives "cascade" through org. units and pre-load on Performance Appraisal templates.
In the phap_catalog, I have noticed a value determination named "ORG_OBJECTIVES" and it supposedly auto-fills goals set by managers for the performance review period.
Basically, I am looking for a productive/proper way to have goals flow from the overall organization, through lower level organizational units down to each and every employee.
For example: Company X has 3 overall goals -> Bob Smith works within Org. Unit Y in which there are 3 separate goals that refer to this Org. Unit -> and then Bob Smith has the ability to add 3 of his own goals for the year. Overall there would be 3 overall company goals, 3 org. unit goals (total of 6 that pre-fill) and 3 empty fields for Bob Smith to input his own goals.
Any help would be wonderful. Thank you for your time.

Raghu,
Your response was extremely helpful.
Do you have any documentation or guidance on how I could create custom tables to use this BADI that you are talking about. Currently there is no plan for SEM, so I am going to have to take the route of custom tables utilizing the BADI that you mentioned. In terms of custom tables, creating them and using them, I only have a high level knowledge, so any documentation/guidance would be very helpful.
Regards,
Adam P.

Organization Management Interview Questions and Answers Extremely Urgent

Hi,
Please let me know Organization Management Interview Questions and Answers. MOST MOST URGENT
Please do not post Link or website name and detail response will be highly appreciated.
Very Respectfully,
Sameer.
SAP HR .

Hi there,
Pl. find herewith the answers of the questions posted on the forum.
1. What are plan versions used for?
Ans : Plan versions are scenarios in which you can create organizational plans.
     In the plan version which you have flagged as the active plan version, you create your current valid organizational plan. This is also the integration plan version which will be used if integration with Personnel Administration is active.
     You use additional plan versions to create additional organizational plans as planning scenarios.
As a rule, a plan version contains one organizational structure, that is, one root organizational unit. It is, however, possible to create more than one root organizational unit, that is more than one organizational structure in a plan version.
For more information on creating plan versions, see the Implementation Guide (IMG), under Personnel Management  Global Settings in Personnel Management  Plan Version Maintenance.
2. What are the basic object types?
Ans. An organization object type has an attribute that refers to an object of the organization management (position, job, user, and so on). The organization object type is linked to a business object type.
Example
The business object type BUS1001 (material) has the organization object type T024L (laboratory) as the attribute that on the other hand has an object of the organization management as the attribute. Thus, a specific material is linked with particular employees using an assigned laboratory.
3. What is the difference between a job and a position?
Ans. Job is not a concrete, it is General holding various task to perform which is generic.(Eg: Manager, General Manager, Executive).
Positions are related to persons and Position is concrete and specific which are occupied by Persons. (Eg: Manager - HR, GM HR, Executive - HR).
4. What is the difference between an organizational unit and a work centre?
Ans. Work Centre : A work center is an organizational unit that represents a suitably-equipped zone where assigned operations can be performed. A zone is a physical location in a site dedicated to a specific function.
Organization Unit : Organizational object (object key O) used to form the basis of an organizational plan. Organizational units are functional units in an enterprise. According to how tasks are divided up within an enterprise, these can be departments, groups or project teams, for example.
Organizational units differ from other units in an enterprise such as personnel areas, company codes, business areas etc. These are used to depict structures (administration or accounting) in the corresponding components.
5. Where can you maintain relationships between objects?
Ans. Infotype 1001 that defines the Relationships between different objects.
There are many types of possible relationships between different objects. Each individual relationship is actually a subtype or category of the Relationships infotype.
Certain relationships can only be assigned to certain objects. That means that when you create relationship infotype records, you must select a relationship that is suitable for the two objects involved. For example, a relationship between two organizational units might not make any sense for a work center and a job.
6. What are the main areas of the Organization and Staffing user interfaces?
Ans. You use the user interface in the Organization and Staffing or Organization and Staffing (Workflow) view to create, display and edit organizational plans.
The user interface is divided into various areas, each of it which fulfills specific functions.
Search Area
Selection Area
Overview Area
Details Area
Together, the search area and the selection area make up the Object Manager.
7. What is Expert Mode used for?
Ans. interface is used to create Org structure. Using Infotypes we can create Objects in Expert mode and we have to use different transactions to create various types of objects. If the company needs to create a huge structure, we will use Simple maintenance, because it is user friendly that is it is easy to create a structure, the system automatically relationship between the objects.
8. Can you create cost centers in Expert Mode?
Ans. Probably not. You create cost center assignments to assign a cost center to an organizational unit, or position.
When you create a cost center assignment, the system creates a relationship record between the organizational unit or position and the cost center. (This is relationship A/B 011.) No assignment percentage record can be entered.
9. Can you assign people to jobs in Expert Mode?
10. Can you use the organizational structure to create a matrix organization?
Ans. By depicting your organizational units and the hierarchical or matrix relationships between them, you model the organizational structure of your enterprise.
This organizational structure is the basis for the creation of an organizational plan, as every position in your enterprise is assigned to an organizational unit. This defines the reporting structure.
11. In general structure maintenance, is it possible to represent the legal entity of organizational units?
12. What is the Object Infotype (1000) used for?
Ans. Infotype that determines the existence of an organizational object.
As soon as you have created an object using this infotype, you can determine additional object characteristics and relationships to other objects using other infotypes.
To create new objects you must:
     Define a validity period for the object
     Provide an abbreviation to represent the object
     Provide a brief description of the object
The validity period you apply to the object automatically limits the validity of any infotype records you append to the object. The validity periods for appended infotype records cannot exceed that of the Object infotype.
The abbreviation assigned to an object in the system renders it easily identifiable. It is helpful to use easily recognizable abbreviations.
You can change abbreviations and descriptions at a later time by editing object infotype records. However, you cannot change an objects validity period in this manner. This must be done using the Delimit function.
You can also delete the objects you create. However, if you delete an object the system erases all record of the object from the database. You should only delete objects if they are not valid at all (for example, if you create an object accidentally)
13. What is the Relationships Infotype (1001) used for?
Ans. Infotype that defines the Relationships between different objects.
You indicate that a employee or user holds a position by creating a relationship infotype record between the position and the employee or user. Relationships between various organizational units form the organizational structure in your enterprise. You identify the tasks that the holder of a position must perform by creating relationship infotype records between individual tasks and a position.
Creating and editing relationship infotype records is an essential part of setting up information in the Organizational Management component. Without relationships, all you have are isolated pieces of information.
You must decide the types of relationship record you require for your organizational structure.
If you work in Infotype Maintenance, you must create relationship records manually. However, if you work in Simple Maintenance and Structural Graphics, the system creates certain relationships automatically.
14. Which status can Infotypes in the Organizational Management component have?
Ans. Once you have created the basic framework of your organizational plan in Simple Maintenance, you can create and maintain all infotypes allowed for individual objects in your organizational plan. These can be the basic object types of Organizational Management organizational unit, position, work center and task. You can also maintain object types, which do not belong to Organizational Management.
15. What is an evaluation path?
Ans. An evaluation path describes a chain of relationships that exists between individual organizational objects in the organizational plan.
Evaluation paths are used in connection with the definition of roles and views.
The evaluation path O-S-P describes the relationship chain Organizational unit > Position > Employee.
Evaluation paths are used to select other objects from one particular organizational object. The system evaluates the organizational plan along the evaluation path.
Starting from an organizational unit, evaluation path O-S-P is used to establish all persons who belong to this organizational unit or subordinate organizational units via their positions.
16. What is Managers Desktop used for?
Ans. Manager's Desktop assists in the performance of administrative and organizational management tasks. In addition to functions in Personnel Management, Manager's Desktop also covers other application components like Controlling, where it supports manual planning or the information system for cost centers.
17. Is it possible to set up new evaluation paths in Customizing?
Ans. You can use the evaluation paths available or define your own. Before creating new evaluation paths, check the evaluation paths available as standard.
18. Which situations require new evaluation paths?
Ans. When using an evaluation path in a view, you should consider the following:
Define the evaluation path in such a manner that the relationship chain always starts from a user (object type US in Organizational Management) and ends at an organizational unit, a position or a user.
When defining the evaluation path, use the Skip indicator in order not to overload the result of the evaluation.
19. How do you set up integration between Personnel Administration and Organizational Management?
Ans. Integration between the Organizational Management and Personnel Administration components enables you to,
Use data from one component in the other
Keep data in the two components consistent
Basically its relationship between person and position.
Objects in the integration plan version in the Organizational Management component must also be contained in the following Personnel Administration tables:
Tables                    Objects
T528B and T528T     Positions
T513S and T513     Jobs
T527X                    Organizational units
If integration is active and you create or delete these objects in Organizational Management transactions, the system also creates or deletes the corresponding entries automatically in the tables mentioned above. Entries that were created automatically are indicated by a "P". You cannot change or delete them manually. Entries you create manually cannot have the "P" indicator (the entry cannot be maintained manually).
You can transfer either the long or the short texts of Organizational Management objects to the Personnel Administration tables. You do this in the Implementation Guide under Organizational Management -> Integration -> Integration with Personnel Administration -> Set Up Integration with Personnel Administration. If you change these control entries at a later date, you must also change the relevant table texts. To do that you use the report RHINTE10 (Prepare Integration (OM with PA)).
When you activate integration for the first time, you must ensure that the Personnel Administration and the Organizational Management databases are consistent. To do this, you use the reports:
        RHINTE00 (Adopt organizational assignment (PA to PD))
        RHINTE10 (Prepare Integration (PD to PA))
        RHINTE20 (Check Program Integration PA - PD)
        RHINTE30 (Create Batch Input Folder for Infotype 0001)
The following table entries are also required:
        PLOGI PRELI in Customizing for Organizational Management (under Set Up Integration with Personnel Administration). This entry defines the standard position number.
        INTE in table T77FC
        INTE_PS, INTE_OSP, INTEBACK, INTECHEK and INTEGRAT in Customizing under Global Settings ® Maintain Evaluation Paths.
These table entries are included in the SAP standard system. You must not change them.
Since integration enables you to create relationships between persons and positions (A/B 008), you may be required to include appropriate entries to control the validation of these relationships. You make the necessary settings for this check in Customizing under Global Settings ® Maintain Relationships.
Sincerely,
Devang Nandha
"Together, Transform Business Process by leveraging Information Technology to Grow and Excel in Business".

Need help writing Performance Management Report

Hi Experts
I need some help retrieving specific Performance Management data for a report.
I have the employee pernr.
1. From this I need to determine which teams the employee belonged to for the period 1 Oct - 31 Sept.
2. What was the total performance score for the TEAM for that same period.
Can someone please help me out. The table data seems to be quite complex.
Thannks in advance
Anton Kruse
Moderator Message: Specs-dumping is not allowed. Please get back if you have a specific question
Edited by: kishan P on Mar 7, 2012 5:10 PM

Hi Arnold,
I think the solution provided by Vadim is the only way and it's working.
Shrikant

Spend Performance Management

Hi,
In spend performance management we have inbound layer, outbound layer, Reporting layer and multiprovider.
Tha data is passing from one layer to another layer i.e inbound to outbound like...
But here my question is where is the data coming from and updated in Inbound layer...
In, Inbound layer consists of all DSO.
Regards
KS

Just to add to to Rohit's Response. As he mentioned, data into Inbound layer is via Direct Update when you trigger data load from SPM UI there are a bunch of API's that run in the background and get data nd update the Inbound DSO's.
Next would be moving Data to Detail layer. We do something called as SEND Process in SPM UI and that generates E files in the application server. Then we load these E Files ( Raw Data Files - Out of Inbound DSO's ) , we do Data Standardization and Enrichment basically Data Cleansing of E files and then load these E flles back and thats when we move the data into detail layer DSO's.
Next would be reporting layer , here we move data from Detail DSO to Cubes using the process of release to reporting and thats when Data Classification happens and this would also ensure that data is available for reporting .
@ Rohit correct me if I am wrong.
Hope this helps.
Thanks
Manjunath B Patil

Error on Flexible Performance Management Appraisal Document

Hello Experts,
We are in the process of building Performance Management using Enhancement Package 4 in ECC 6.0. I am having issues with getting the Appraisal Document to work for MSS. Just to clarify too, I have no experience with Performance Management and the fact that we are using Enhancement package 4, our Functional consultants are not sure what to expect either. One more thing, the SICF service is activated.
*) When trying to preview the Appraisal Document (com.sap.pct.erp.mss.hap_document), I am receiving a Portal Run Time error.
*) When I go into SE80, I am using Package u2018PAOC_HAP_DOCUMENT_WD_UIu2019 to run a test on Web Dynpro Application HAP_MAIN_DOCUMENT, I am receiving u2018Access via 'NULL' object reference not possible.u2019
*) When I go into SE80, I am using Package u2018PAOC_HAP_DOCUMENT_WD_UIu2019 to run a test on Web Dynpro Configuration HAP_AC_MAIN_DOC, I am receiving u201Cu2018Error in Calling Up Applicationu2019 The Web Dynpro application was called up with the wrong URL parametersu201D.
QUESTIONS:
1) Do I have to implement Generic Performance Management (com.sap.pct.erp.mss.14.generic_performance_management) to call the appraisal document?
2) Is there any special configuration that needs to be done to make the HAP_MAIN_DOC work (portal or R/3)?
3) Do I need to manually create an SICF service for this?
4) Is there any documentation on how to implement the Flexible?
Any direction would be appreciated.
Thank you,
Mike

Hello H2R,
I copied the Iview Generic Performance Management (com.sap.pct.erp.mss.14.generic_performance_management) with Application Name 'HAP_START_PAGE_POWL_UI_MSS' and the Application Configuration Name 'HAP_START_PG_POW_MSS_AC'.
Activated the SICF services of 'hap_main_document', 'HAP_START_PG_POW_MSS_AC', 'HAP_START_PAGE_POWL_UI_MSS. Also, I would activate the services that begin with 'HAP' that l thought that I would need.
In SE80, there are 2 locations to find these Applications: 1) Web Dynpro Comp./Intf. = FPM_OIF_COMPONENT and 2) Package = PAOC_HAP_DOCUMENT_WD_UI.
As for the notes, we are on SAPK-60420INEAHRGXX, these are the notes that we applied:
1468466 - PM Launchpad Config
1463821 - PM Portal Config
1416756 - OBN Config in PM
1408243 - Config for OBN
Hope this helps,
Mike

Performance Management: Appraisals Question ??

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