SharePoint Appraisal System (SPPAS) is a performance appraisal system built on the SharePoint platform by Microsoft. It incorporates well proven appraisal methodology to help companies and organisations assess their staff. SPPAS can be used for:

  • Probation Assessment
  • Promotion Assessment
  • Performance Assessment

The overall appraisal process used by SPPAS can be summarized by the diagram below:

  1. The process starts by HR defining some core values that all staff must be assessed on. HR determines when this appraisal should be available for Assessors to start the process.
  2. Appraisers creates a template from the base template HR created. Assessors add Key Business Results that Assesses must be evaluated on. Appraisers will then rate each objective and a final score is calculated by SPPAS.
  3. Appraisees then add their comments to the appraisal. This gives them the opportunity to dispute any scores and attach evidence where necessary.
  4. Appraisers add final comments to appraisal. They also have opportunity to respond to comments made by Appraisees.
  5. Where a manager is selected to be part of the appraisal process, the Manager will then add his/her comment.
  6. HR will add comment if the appraisal process was set up to require comments from them.

When a report of poor performance is made at the end of a review period, HR can start a Performance Improvement Plan (PIP). The PIP process can be summarized below:

  • HR initiates a PIP by setting the start and ending dates. HR will add specific improvement objectives/target.
  • Appraiser may also add additional improvement objectives/target.
  • HR, Appraiser and Appraisee updates each objective/target by updating with comments
  • Appraiser will indicate if the PIP process was successful (employee was able to improve performance deficiency) or not at the end of the process.