Modules & Accesses
Modules & accesses are found under Settings. You can configure various settings for employee review meetings here, as well as general module access settings.
Settings for employee review meetings
In Employee Management, under Settings > Main settings > Modules & Accesses > Settings for employee review meetings you can specify the “scope of action” accorded to employees in the employee review meeting process. You also have the option here to define the process individually for each employee. This function is found in the settings for each employee You will find the sections described here under the general settings, each with its own setting options.
The default settings for the employee review meeting are each labeled “(default setting)”.
You have the option to use import variables, which have various effects on employees’ influence on employee review meetings. For more information, see the list of import variables (variable names: Stelle.MAGProzessKontrolle and Stelle.MAGAnpassungsEinstellung).
ERM process control by the employee
This menu item lets you give employees a larger or more restricted scope of action in the employee review meeting process.
We recommend that you give your employees a reasonable amount of process control, in order to avoid restricting their freedom while also potentially reducing your own administrative effort by getting them actively involved in controlling the process.
You can configure the following settings:
- Employees can agree on contents and complete assessments.
- Allows employees to take very active control of the process
- Employees can complete assessments.
- Allows employees to take active control of the process
- Employees can agree on contents (default setting)
- Allows employees to take limited control of the process
- Employees may NOT approve content nor complete assessments on their own.
- Does not allow employees to take any control over the process
Modifications made by the employee to content or assessments in the employee review meeting
This menu item lets you give employees a larger or more restricted scope of action in modifying employee review meeting contents or assessments.
These settings play an essential role in determining how much an employee can contribute to the employee review meeting process. Restricting employees’ scope of action leads to an enormous increase in administrative effort. If agreed-upon content or completed assessments are modified, a system of notifications gives you full visibility of the actions being taken and the modifications being made. We recommend that you show trust in your employees by letting them take most of the control over the employee review meeting process. Alternatively, if you prefer to protect contents or assessments from fully completed past periods, you can do so in the period settings at any time.
You will receive a system email to inform you any time an employee makes a change.
You can configure the following settings:
- Employees can modify agreed-upon content and completed assessments as needed. (default setting)
- Very wide scope of action for employees
- Employees can modify completed assessments as needed.
- Wide scope of action for employees
- Employees can modify agreed-upon content if needed.
- Restricted scope of action for employees
- Employees may NOT modify agreed-upon content or completed assessments.
- No scope of action for employees
Visibility of the manager's assessment in the employee view
Use this setting to specify when an employee can see their manager’s assessment. Note that you can also specify whether an employee can mark their own employee review meeting as completed.
You can configure the following settings:
- 1. Immediately after the assessment is entered
- The employee can view their manager’s assessment as soon as it has been entered.
- 2. Only after explicitly shared by the manager
- The employee can only view the manager’s assessment after it has been shared.
- 3. Only after the employee review meeting is completed (default setting)
- The employee can only view their manager’s assessment after the employee review meeting has been completed.
- 3.5 Only after completion of the employee review meeting or after having been explicitly shared
- The employee can only view their manager’s assessment after the employee review meeting has been completed or after explicit release.
- 4. Only after confirmation of the completed employee review meeting
- The employee can only view the assessment after the employee review meeting is completed and confirmed.
- 4.5 Only after confirmation of the completed employee review meeting or after having been explicitly shared
- The employee can only view the assessment after the employee review meeting is completed and confirmed or after explicit release.
Variants 1 and 2 are best used when the manager’s preparation should be displayed before the meeting, and variants 3 and 4 when this preparation should only be released after the meeting. Between the latter two options, variant 3 is recommended for cases where the employee normally does NOT mark their own employee review meeting as completed, whereas variant 4 is only recommended when confirmation of a completed employee review meeting is the manager’s responsibility rather than the employee’s. Reason for this recommendation: The decision to share an assessment should rest with the person who submitted the assessment, and this makes it necessary to take account of the typical actions in the completion phase for an employee review meeting.
Visibility of self-assessment in the manager view
Use this setting to specify when the self-assessment should become visible in the manager view.
You can configure the following settings:
- 1. Immediately after the assessment is entered (default setting)
- The self-assessment becomes visible in the manager view as soon as it has been entered.
- 2.Only after explicitly shared by the employee
- Assessment is visible after it is shared by the employee.
- 3. Only upon completion of the employee review meeting
- The self-assessment only becomes visible in the manager view after the employee review meeting has been completed.
- 3.5 Only after completion of the employee review meeting or after having been explicitly shared
- The self-assessment only becomes visible in the manager view after the employee review meeting has been completed - or after explicit release.
- 4. Only after confirmation of the completed employee review meeting
- Assessment is only visible after confirmation of the completed employee review meeting.
- 4.5 Only after confirmation of the completed employee review meeting or after having been explicitly shared
- Assessment is only visible after confirmation of the completed employee review meeting - or after explicit release'.
Variants 1 and 2 are best used when the employee’s preparation should be displayed before the meeting, and variants 3 and 4 when this preparation should only be released after the meeting. Between the latter two options, variant 3 is recommended for cases where the employee normally marks their own employee review meeting as completed, whereas variant 4 is recommended the employee acknowledges the manager's assessment via confirmation. Reason for this recommendation: The decision to share an assessment should rest with the person who submitted the assessment, and this makes it necessary to take account of the typical actions in the completion phase for an employee review meeting.
Default setting for employee review meeting (ERM) contents
Here you can specify which settings should be applied by default when creating a new person in the system. By clicking on the pencil icon 
next to the headings of each section, you can use the “Yes” and “No” options to turn the individual modules on or off.
For more detailed information on modules, see Access to modules.
Default setting for access to modules
Use the “Data and module access” section to specify which settings should be applied by default for new managers, HR experts and administrators.
Data and module access
Access to modules
Which modules should be selected by default for people who have been newly added to the system (with a basic role other than “Employee” or “External individual”)? The selection made here controls access to the individual modules in the manager view, but it can also be set individually for each person.
- Goals and tasks (ERM)
- Personnel development (ERM)
- Succession planning
- Events (administrators)
- Events (users)
- Analytics (diagrams and Excel reports)
- Surveys
- Imports
- Org chart
- all salary/bonuses
- Exports
- Communication
- manages networks
- Employee file
- Applicant Management
Access to salary data
The selection made here sets the default value for access to salary data. This setting can be configured by an administrator separately for each employee with access to the manager view.
- No access to salary data
- Access to salary data of direct subordinates only
- Access to all salary data without immediate supervisor
- Access to all salary data
Other settings
Period of access to historized jobs (after they are historized) for managers and other responsible parties
After a job is historized, managers often still have follow-up work to do for their direct subordinates, such as completing an employee review meeting, recovering any items that were transferred to the employee, or assessing the effectiveness of event participations. In order to avoid exposing sensitive personal information, however, it is important to withdraw former managers’ access to historized jobs, especially for employees who continue to work elsewhere in the company.
- Period in days
- Specify the number of days for which access to the historized job should be permitted.
Important notes:
- The default period is 90 days from the date when the job is historized, after which access is deactivated for the immediate supervisor and other responsible parties.
- The maximum length that can be set for this access period is 365 days. However, any extensions from the default period must be applied before access rights are withdrawn. The period cannot be extended once it has expired.
- In special cases, however, the access period can be reset by briefly reactivating a job and then immediately historizing it again.
- Access based on membership in a group or organizational unit are not affected.
