Appraisal Event: A scheduled occurrence or process during which an employee's performance and achievements are assessed and evaluated to determine their progress and contributions within a specified time period.

Appraisal Notifications: Notifications sent to employees and managers to inform them about upcoming or completed appraisal events, reminding them to engage in the appraisal process.

Appraisal Type Weight: The assigned importance or significance given to different types of appraisals within a performance evaluation process, indicating how much each type contributes to the overall assessment.

Appraisal/Goal Options: The various categories, criteria, or objectives against which an employee's performance is measured during an appraisal process. These options help define the scope of assessment.

Competency: A specific skill, knowledge, ability, or behavior that an individual should possess to perform their job effectively and contribute to the success of their organization.

Competency Level: A scale that defines the proficiency or mastery of a particular competency, often ranging from basic to advanced levels, to determine an employee's skill level.

Competency Standard: A set of clear and specific guidelines or criteria that describe what is expected in terms of performance for a particular competency within an organization.

Competency Weight: The degree of importance assigned to a competency, among other competencies linked to a specific job, when calculating an employee's overall performance score. Some competencies may carry more weight than others, reflecting their significance in the role.

Employee Appraisal: An assessment of an employee's job performance, accomplishments, strengths, and areas for improvement, usually conducted by their manager or supervisor.

Flagged Ratings: Ratings that have been marked or identified for special attention due to their exceptional or concerning nature during the appraisal process.

HR Admins: Human Resources Administrators, individuals responsible for managing and overseeing various HR processes, including employee appraisals, within an organization.

Job Goals: Specific objectives, targets, or tasks that an employee is expected to achieve as part of their role, often set collaboratively between the employee and their manager.

Overall Rating: A consolidated score or assessment given to an employee after considering various performance factors and criteria, providing a comprehensive view of their job performance.

Primary Responsibilities: The core duties and tasks that constitute the primary focus of an employee's role within the organization.

Rating Band: A range of scores or values that correspond to different performance levels, often used to categorize an employee's performance outcome (e.g., excellent, satisfactory, needs improvement).

Rating Standard: Clear guidelines or descriptions that define each performance level within a rating scale, helping ensure consistency in evaluating employees. This is used to define the Competency Standards.

Responsibility(Task) Standards: Defined criteria that outline the expected behaviors, actions, and outcomes associated with specific responsibilities within an employee's role.

Responsibility Weight: The significance attributed to different responsibilities, among the responsibilities linked to a specific job, when assessing an employee's overall performance, indicating their relative importance.

Restrict Ratings: A feature which can be enabled/disabled to control whether ratings can be user defined or must be selected from a pre-defined drop down list during the appraisal process to ensure accuracy.

Self-Appraisal: A component of the appraisal process where employees assess and reflect upon their own performance, accomplishments, and areas for development before meeting with their manager for the official appraisal discussion.