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OnTrack overview
This information is often filed in separate places, particularly in individual employees' files, so it is often difficult to aggregate and obtain an overall snapshot of performance within an organization. In addition, people lose paper or forget where it is filed, and an organisation cannot keep track of which manager has and has not "done their bit". Where an organisation is using a Word or Excel template (or equivalent), similar problems exist with storage, location, access and aggregation - as well as simply not saving a file or having a corrupted file. In addition it is difficult to control one person editing another's version. Common access to personal information is also a problem with electronic templates. And, for the first time, HR knows who has done what, when at the click of a mouse. Each employee and their immediate manager can easily enter their own information. A summary activity screen informs each manager at a glance what they have to do and what their employees have done. Employees have the opportunity to put forward their plans and progress, and these are automatically presented to their manager for comment and/or sign-off. The system accommodates multiple levels of sign-off and can also have different roles signing off on different components. For example, managers may only need to sign development plans, while managers-once-removed may only sign off on evaluations (appraisals or reviews or whatever you want to call them). All access and changes are made under network password validation. Network security and access profiles are replicated in OnTrack. This means that only employees can change their own data, even though their managers can see it, and only a manager can add comments or make assessments of their direct reports. Managers can only see the data of their own direct and indirect reports, and employees can only see their own data. Administration can be de-centralised, ie, local areas can administer there own employees, or it can be under central control. Employee data can be downloaded from a central payroll (where OnTrack is the slave to a master system) or employees can be manually entered, edited or deleted as the come on board, move or depart. OnTrack data can be amalgamated with payroll and opinion data to create human capital metrics and tracking for engagement and retention management. OnTrack is a cost effective solution and can plug into existing ERP or payroll/HMIS applications. It can also be part of or the basis of an employee kiosk (self-serve) portal. OnTrack uses standard Internet navigation and comes with full on-line help and screen specific guidelines. It is quick to customize - you can specify different fields, use your own rating scales, change field names, and modify reports as well as workflow logic. OnTrack replaces your paper process. It will not improve the quality of performance management discussions, but it will make process administration and generating whole-of-organization information a breeze.
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OnTrack features
Key components
All of the above items are optional. Assessments can be done yearly and/or half yearly and next year's performance management activities can be commenced before the current year is complete. For example, plans for the next cycle can be entered before the previous cycle is signed-off. OnTrack is built around a generic performance management cycle which can be tailored to meet your specific organizational requirements. Using your terms
Employees and managers can record unlimited comments on KRA progress, evidence of competency demonstration and development plan progress, as well as overall comments for the end of a cycle. In addition, employees can record their suggested ratings beside the manager's authorized rating. Keeping track of activity status Whenever an employee creates, updates or completes a component of their performance management activities, eg, performance plan for next year or recording competency evidence for the previous period, OnTrack automatically records and displays the last date that this component was committed to the database by the employee. Employees can then see what they have and have not done throughout the whole cycle for the current, previous or future years. By simply clicking on the component, the employee is taken to that screen. What managers need to know Managers can see who their direct reports are (and which of these employees also have direct reports). By clicking on the direct report's name they are immediately taken to this employee's performance management screens. Managers can track who has and has not completed performance management components. Clicking on the number of employees who have not done something will display their names. Clicking on the employee number will take you directly to that employee's information. A manager can access information on employees in their area that they don't manage directly, ie direct reports and indirect reports. There is a web-based administrator module which tracks what is happening for the whole process, together with organization-wide reports of ratings, rating movements, training demand, and reporting relationships.. All reports have filters such as date ranges and organizational units and all reports can be exported as delimited files. |
OnTrack faqs
Questions Answers
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