Introduction
SelectHR is highly configurable. This guide focuses on the standard Appraisal functionality in the core 'off-the-shelf' SelectHR product and doesn’t cover client-specific customisations.
By following the steps in this guide, you’ll be able to:
Create competencies and competency frameworks
Understand the standard appraisal workflow
Initiate and complete appraisals
Understand ratings in appraisals
Ratings help reduce bias in performance reviews by using consistent scoring methods, even though the underlying formulas remain hidden from the appraiser.
📌 Note: Ratings can be applied to objectives, competencies, or overall performance and these schemes are defined by the client.
Different schemes can be applied to different types of appraisals.
You don’t need to use all rating types. Many businesses only apply an overall rating.
Set up competency lookups
To record competencies for use in appraisals, training courses, or employee records, first set up the related lookup tables.
Go to Training and Development then click Lookups, then configure the following:
Rating scheme levels: Define scoring levels (e.g. ‘Demonstrated’, ‘Not Demonstrated’).
Rating schemes: Create schemes and link rating levels to them.
Competency groups: Group related skills or behaviours.
Needs reasons: Define reasons for training needs (e.g. promotion).
Weighting levels: Optionally, assign importance to competencies (e.g. critical vs. minor).
Add a new competency
Once the lookups are in place, you can begin adding competencies.
Go to Training and Development > Lookups > Competencies.
Click New to add a competency.
Complete the required fields:
Code: Unique identifier (can include letters, numbers, symbols)
Name and Description
Rating scheme: Select from earlier setup
Competency group (optional)
Tick whether it’s a Competency, Skill, or both
Save the entry.
A new Evidence Factors tab appears:
Click New to add evidence (e.g. training certificates).
Allocate a name, description, rating, and display order.
Create a competency framework
A competency framework outlines all required competencies for roles.
Go to Training and Development > Lookups > Competency Frameworks.
Click New to begin.
Complete the fields:
Name and Description
Add competencies using the dropdown
Set Minimum Standard and Weighting
Save to reveal a new tab to manage framework contents.
Follow the standard appraisal workflow
Below is the typical appraisal process in SelectHR:
HR or manager initiates appraisal
Employee completes appraisal form
Appraiser completes appraisal form
Countersignatory approves appraisal
HR & manager review the completed appraisal
Use the Appraisal Wizard to start the process for individuals or in bulk. During setup, enter:
Target date
Appraisal date (optional)
Appraisal type (e.g. Annual, Probation)
Competency framework
Appraised by (auto-populates, but can be changed)
Countersignatory (auto-populates, but can be changed)
Post assessed for
📌 Note: Workflow timing is configured via a Batch Job in the Admin Tool. Discuss with your consultant to align it with your process.
Alternatively, HR can trigger workflows manually from Appraisal History.
Employee completes form
Views appraisal details
Adds notes where required
Appraiser completes form
Confirms date of appraisal and details.
Reviews past objectives (manual entry required for year one).
Adds new objectives and target dates.
Reviews and rates competencies.
Assigns training needs and timelines.
Applies ratings (overall, objective, and competency).
Countersignatory approval
Reviews appraisee and appraiser inputs.
Adds comments (optional).
Confirms and completes the process.
Monitor progress in HR
To track progress:
Go to Training and Development, then click Appraisal History.
Select the employee and the relevant appraisal.
Review:
Status tick boxes (employee/appraiser completion)
Objectives, competencies, and individual ratings
Overall, objective, and competency ratings (mean calculated)
Succession tab (HR only): add promotability ratings and suggested next roles
📌 Note: The Promotability Rating is managed via a system lookup. Speak to your consultant for help updating it.
Customise the appraisal process
If your business needs a tailored process:
Define your requirements:
Who sees/edits each section.
Whether standard fields are suitable.
Desired flow (Manager or HR to initiate?)
Need for automation.
Share your outline with your Account Manager.