Evaluation Template
An evaluation template is the appraisal form. It says what sections the form has, what each section is worth out of a hundred, and which objectives are fixed by the company and which the employee writes himself. One template is one form.
What it is for
This is the screen that carries the weightings. Everything the client argues about in the appraisal design workshop - how much of the mark is targets, how much is behaviour, how much the employee may set himself - is typed here and nowhere else.
A template is a list of sections. Each section has a weight, and the weights of the sections make up the whole form. Inside a section sit the objectives, and each objective has a weight that is its share of that section, with the section's own weight applied on top. So a section worth 60 containing an objective worth 25 contributes 15 of the final mark.
A template is attached to a position, not to a person. Put the management form on the management positions and the shop floor form on the shop floor positions. A cycle can also name a template, and that one is used only for somebody whose position names none.
If a client splits the weightings differently for managers and for the shop floor, that is two templates. It is not two target entities, not two cycles, and not a rule on one template. Build the second form, point the other positions at it, and both groups can sit in the same appraisal round.
| Management and Mancom | Non-management | |
|---|---|---|
| Template | Management Appraisal | Shop Floor Appraisal |
| Objectives and KPIs | 60 | 70 |
| Competencies and behaviour | 40 | 30 |
| Employee may add his own objectives | Yes, within the objectives section | No |
| Attached to | Manager and above positions | Operator and supervisor positions |
Every field, in plain words
The form
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Evaluation Template | The short code for the form | MGMT | |
| Name | The form in words. The employee sees this on his sheet | Management Appraisal 2026 | Required |
| Max Achievement Percent | The ceiling on how far over target an achievement is allowed to count | 120 | Somebody who hits 180 percent of his target scores as if he hit 120. Leave it blank and 120 is used. Set 100 if the client refuses to reward overshoot at all |
Sections
One line per section of the form.
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Line # | Line number | Fills itself | |
| Section Name | The heading the employee reads on his sheet | Objectives and KPIs | |
| Weightage | What the whole section is worth on the form | 60 | The sections of a form are meant to make 100 between them |
| Company Weightage | How much of this section is objectives the company sets | 40 | Of the section's own 100, not of the form |
| Self Weightage | How much of this section the employee fills with objectives of his own | 60 | What the employee adds has to total exactly this. The section's own weight is then applied on top |
| Items | How many objectives the section holds | Fills itself | |
| Sequence | The order the section appears in on the sheet | 1 | |
| Min Metrics | The fewest objectives the section may be submitted with | 3 | A sheet with fewer is refused on submit, by name |
| Max Metrics | The most it may carry | 6 | |
| Allow Add Metric | Whether the employee may write his own objectives into this section | Tick for Objectives, clear for Competencies | Cleared means the section is set by the company and a sheet that adds a line to it is refused |
Objectives in a section
One line per objective the company puts on the form. These are the lines every employee on this form starts with.
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Line # | Line number | Fills itself | |
| Evaluation Metric | The measure this objective uses | Pick it from the list | |
| Metric, Metric Description | The measure's name and its description | Fills itself. Rejection rate, percent of output rejected at final inspection | |
| Weightage | This objective's share of the section | 25 | Shares inside a section are meant to total 100 |
| Meet | The target the company sets for everybody on this form | 2.5 | Leave blank to let each person's target be agreed on his own sheet |
| Stretch | The figure that counts as full marks | 1.0 | Put it below Meet for a measure where lower is better, above for one where higher is better |
| Lock Weightage | The employee cannot change this objective's weight | Tick | |
| Lock Target | The employee cannot change the target | Tick | A sheet that tries is told the target is set by the company, what it is, and to raise it with the manager |
| Lock Meet | The employee cannot change the Meet figure | Tick | |
| Tracking Only | The objective is measured and reported but carries no marks | Tick for volume you want visible but not scored | The weight is zeroed on the sheet, and the Meet and Stretch targets are kept. See the note below |
A tracking-only objective is reported, not scored. It keeps its targets, so the achievement against them is visible on the goal sheet and on the Dashboard, and it takes no share of the section's 100. A tracking-only objective with no target at all is left off the sheet, because there would be nothing to show.
How to configure it
- Create the measures first on Evaluation Metric. A template is built out of them and cannot invent one.
- Open the screen, give the form a code and a name. MGMT, Management Appraisal 2026.
- Leave Max Achievement Percent blank unless the client has a view. Blank means overshoot counts up to 120 percent and no further.
- Add one section line per heading on the form. Objectives and KPIs 60, Competencies 40. Make them total 100.
- For each section set Min Metrics and Max Metrics, so a sheet cannot be submitted with one objective or with twenty.
- Decide, section by section, whether the employee may add his own objectives. Tick Allow Add Metric on Objectives, clear it on Competencies.
- Where the employee may add his own, split the section with Company Weightage and Self Weightage. 40 and 60 means the company sets objectives worth 40 of the section and the employee fills the other 60 himself.
- Add the company objectives inside each section, with their weights, and their Meet and Stretch where the company sets the target for everybody.
- Tick Lock Target on anything the employee must not quietly reduce. Rejection rate and on-time dispatch are the usual ones.
- Save, then set this template on every Position that should fill it.
Scenarios
"Managers are 60 KPI and 40 competencies, the shop floor is 70 and 30"
Two templates. Build Management Appraisal with sections at 60 and 40, and Shop Floor Appraisal with the same two section names at 70 and 30. Put the first on the manager positions and the second on the operator and supervisor positions. One target entity and one cycle still covers both groups, because each man's form comes from his own position.
"The company sets the quality targets, the man sets his own development goals"
One section, Objectives and KPIs. Tick Allow Add Metric on it, set Company Weightage 40 and Self Weightage 60, and put the quality objectives on the template with Lock Target ticked. The employee opens his sheet, finds the quality lines already there and unchangeable, and writes his own objectives until they total 60.
"We want units produced on the form but we will not score a man on it"
Tick Tracking Only on that objective. It appears on the sheet with its target, the achievement is recorded and reported, and it takes no marks away from the objectives that are scored.
"Somebody is overshooting his target by miles and it is distorting the ranking"
Max Achievement Percent is the answer. Set it to 110 or 120 and anybody above that scores the ceiling. Set it to 100 and hitting target is the best anyone can do.
What it is connected to
- Evaluation Metric supplies every objective a template can carry.
- Position names the template, and that is how a person gets his form.
- Evaluation Cycle may name a template too, used only for people whose position names none.
- Employee Goal is generated from the template, section by section, and the template's locks and minimum and maximum counts are enforced on that sheet.
- Performance Target Entity reports anybody whose position resolves to no template, because they cannot be given a sheet.
- The arithmetic the weights feed into is set out in the maths.
If something looks wrong
- "The employee says his sheet refuses to save and talks about a total" - his own objectives do not add up to the section's Self Weightage. Each one is a share of that budget, not of the whole form.
- "He cannot change a target we expected him to negotiate" - Lock Target is ticked on that objective on the template. Clear it, or let the manager change it during review.
- "He cannot add his own objective to a section" - Allow Add Metric is cleared there, which means the section is set by the company.
- "A tracking objective did not appear on his sheet" - it has neither a Meet nor a Stretch target. A tracking line with no target has nothing to report, so it is left off.
- "A man with no sheet, and his position is right" - the position names no template and the cycle has none either. Check the Population tab on Performance Target Entity, which names everybody with no form.