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To configure the SE Competence general parameters, the following sections are available:
Through this section, it is possible to define that when a new user is created in the system, the system will generate the Employee initial evaluation task for the due responsible users.
Enable new employee initial evaluation task
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Checked
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When a new user is created in the system, the system will generate the Employee initial evaluation task for the due responsible users. For that, configure the following fields:
▪Responsible team: Select the team that will be responsible for the task that will be generated. Use the other buttons next to the field to add a new team and select it as the responsible team and clear the field. ▪Delay: Enter the number of days, weeks, months and years before the execution deadline that the task will be generated for the due responsible. ▪Evaluation deadline: Enter the number of days, weeks, months or years that the person responsible will have to generate the evaluation for the new employees, that is, to execute the task. ▪Consider express evaluation as an initial evaluation of the employee: Enable this option for the express evaluation to be considered as the employee initial evaluation when recording a new user in the system if the competences were evaluated through it (employee profile) and for the "Employee initial evaluation" task not to be generated. |
Unchecked
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The "Employee initial evaluation" task will not be generated when a new user is created in the system. In this case, the evaluation of new users must be manually performed through the employee profile or by creating an evaluation plan.
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Through this section, it is possible to parameterize the proficiency scales that will be used when there is a career and succession evaluation in what refers to:
▪Potential ▪Promotability ▪Risk of loss ▪Impact of loss ▪Reason for leaving. To do that, in the respective fields, select the proficiency scale and its revision you wish to use to evaluate each aspect.
If the proficiency scale associated with the Potential section is edited, the system will issue an alert saying it will be necessary to update the "Potential" axis configurations of the Performance X potential matrix.
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Use this section to define a default configuration for the matrix that will be used to classify the employees of the organization in relation to the performance and potential. For that, set the following configurations:
A
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Click on the corresponding option to define if the matrix will be 9box or 12box. According to the selected option, the number of quadrants in the matrix available for configuration will also vary. The matrix quadrants are displayed preset by the system, but it is possible to edit them. In this case, enter the title and select the desired color.
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B
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In these fields, it is possible to configure how the employee will be positioned in the Potential axis of the matrix. To do that, in the Title frames, enter a title for each row in the axis. In the Answer frames, it is possible to define how the employee will be positioned in the "Potential" axis, according to the answers informed by the person responsible at the time of the potential evaluation. These answers are proficiency levels of the scale defined in the "Potential" field in the Career and succession section of the general parameters.
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C
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In these fields, it is possible to configure how the employee will be positioned in the Performance axis of the matrix. To do that, in the Title fields, enter a title for each row in the axis. In the Interval fields, it is possible to define how the employee will be positioned in the "Performance" axis according to the result of their performance evaluation. For that, enter percentage ranges that will be covered by each row of the axis.
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After performing all the desired parameterizations, click on the  toolbar button.
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Career and succession