How about ONE performance review that allows BOTH Employees and Supervisors to have mutual access in some sort of sequence. Employees enter work goals in one section, and Supervisors give feedback on those goals in a separate section. And when the review is completed, an Admin finalizes, not the Supervisor.
Currently, it would take 6 separate reviews per employee to duplicate my company's old .docx performance review process in Vista. That's a staggering 450 separate annual performance review files for my 150 employees.
Jim Spitsen
| Company | Ideal Contracting |
| Job Title / Role | HR Director |
| I need it... | Yesterday...Come on already |
Dear Viewpoint Suggestion Box contributor;
We at Viewpoint sincerely thank you for your contribution to Suggestion Box on how we can improve Viewpoint products. While we can’t do everything at once, we rely upon your feedback to help guide the prioritization of our product improvements, and Suggestion Box is a critical tool for us to understand and prioritize our customers’ needs.
Viewpoint reviews Suggestion Box regularly for all of our products and updates statuses, adds comments, and performs various house-keeping (including deleting) as needed to ensure that Suggestion Box is maintained as a productive environment for product enhancements requests.
© 2024 Trimble Inc. All Rights Reserved. Viewpoint®, Vista™, Spectrum®, ProContractor™, Jobpac Connect™, Viewpoint Team™, Viewpoint Analytics™, Viewpoint Field View™, Viewpoint Estimating™, Viewpoint For Projects™, Viewpoint HR Management™, Viewpoint Field Management™, Viewpoint Financial Controls™, Vista Field Service™, Spectrum Service Tech™, ViewpointOne™, ProjectSight® and Trimble Construction One™ are trademarks or registered trademarks of Trimble Inc. or its affiliates in the United States and other countries. Other names and brands may be claimed as the property of others.
We asked for this functionality a year ago. This is exactly what we need + ability to track statuses for every stage of the review ( ex. beginning, mid-year and year-end) as well as to be able to initiate a new stage separately with assigned due dates.
Mark - This is similar to our process that we discussed today - annual goals, quarterly rocks and monthly 1:1 to discuss progress against those. Allow the review document to be a work in progress or at least cumulative. An option might be ability to see at Save vs see at Submit.
Our performance review system is Employee-driven. The process and instructions are outlined in the document.
Essentially, each of our employees have a Begin-Year, Mid-Year, and Year-End performance discussion with their Supervisor. These discussions meeting are documented on ONE review (attached). There are sections for each performance discuss and both employees and supervisors have their designated fields to record feedback. The performance review is slowly completed over a 12-month period year and then signed off by both employee and supervisor at the end of the performance year.
The result: ONE document containing a complete performance record.
Ideally, if this process were replicated in Vista, your team could add 3 features:
Allow the supervisor to "send back" an employee's review if they disagree with their work goals.
Each section would be locked once the supervisor completed their feedback (example: the begin-year review couldn't be changed once an Admin launched the Mid-Year reviews.
Only a designated Admin could finalize.
I was told Vista employees use Workday for their performance reviews. The process I'm describing is almost exactly the same as the functionality potential in Workday.
Hi Jim,
Can you attach an example of one of your word docs so we can review it with the team?
Thanks!