System and method for interactive on-line performance assessment and appraisal

• US 20030101091A1
• Filed: 06/28/2002
• Published: 05/29/2003
• Est. Priority Date: 06/29/2001
• Status: Abandoned Application

• Current Assignee: Burgess Levin, Steven Drucker
• Original Assignee: Burgess Levin, Steven Drucker
• Inventors: Drucker, Steven, Levin, Burgess
• Application Number:
  US10/183,627
• Publication Number:
  US 20030101091A1
• Time in Patent Office: Days
• US Class Current: 705/11
• CPC Class Codes: G06Q 10/06398 Performance of employee with respect to a job function
• CPC Class Codes: G06Q 10/10 Office automation; Time management
• CPC Class Codes: G09B 7/00 Electrically-operated teaching apparatus or devices working with questions and answers mechanically operated G09B3/00; computing arrangements G06F

Abstract

The present invention is an on-line performance assessment, performance appraisal, objectives tracking, and training management system. The system consists of two main components: a front end which provides access to the application function to the end user; and a site administration end which provides a management interface for application administrators to add, delete, and modify records, settings, and preferences in the system as well as generate reports from the database. The present system enables users to perform various human resources functions, including, but not limited to, competency assessment, 360 feedback, multi-rater assessments, objectives tracking, performance appraisals, and training registration and tracking.

Claims

1. A system for on-line performance management comprising:

competency means for defining competencies;

objective means for defining objectives; and

assessment means for assessing performance based on said competencies and said objectives on-line in a web-based environment.

2. The system according to claim 1 further comprising role means for defining said competencies based on said roles, wherein assessment means for assessing performance is based on said competencies, said objectives, and said roles.

3. The system according to claim 1 further comprising development means for defining development and training recommendations based on said competencies and said objectives.

4. The system according to claim 1 further comprising 360 review means for providing 360 performance feedback.

5. The system according to claim 1, further comprising organizational chart means for defining users and their position within an organization.

6. The system according to claim 1, wherein said competency means further comprises the ability of a user to add competencies.

7. The system according to claim 1, wherein said objective means further comprises the ability of a user to add objectives.

8. A system for on-line performance management comprising:

competency means for defining competencies;

objective means for defining objectives;

role means for defining said competencies based on roles; and

assessment means for assessing performance based on said competencies, said objectives, and said roles.

9. The system according to claim 8, further comprising development means for defining development and training recommendations based on said competencies, said objectives, and said roles.

10. The system according to claim 8, further comprising 360 review means for providing 360 performance feedback.

11. The system according to claim 8, further comprising organizational chart means for defining users and their position within an organization.

12. A method for on-line performance management comprising the steps of:

inputting a user;

defining the user'"'"'s expected competencies;

defining the user'"'"'s objectives; and

conducting an assessment for assessing performance based on said competencies and said objectives on-line in a web-based environment.

13. The method according to claim 12, further comprising the step of defining the user'"'"'s role.

14. The method according to claim 12, further comprising the steps of defining the user'"'"'s role and conducting said assessment based on said competencies, said objectives, and said roles.

15. The method according to claim 12, further comprising the step of defining development and training recommendations based on said competencies and said objectives.

16. The method according to claim 13, further comprising the step of defining development and training recommendations based on said competencies, said roles, and said objectives.

17. The method according to claim 15, wherein said step of defining development and training recommendations further comprises the steps of:

recommending training and development activities;

allowing users to schedule training and development activities; and

maintaining a record of user training and development activities.

18. The method according to claim 12 further comprising the steps of:

initiating a request for an assessment;

selecting users to provide the assessment;

receiving the assessments from the selected users; and

compiling the results from the assessments on-line in a web-based environment.

19. The method according to claim 12 further comprising the steps of:

inputting objectives;

associating individual objectives with enterprise objectives;

selecting success metrics for objectives; and

establishing task milestones to complete objectives.

20. A method for on-line performance management comprising the steps of:

inputting a user;

defining the user'"'"'s role;

defining the user'"'"'s expected competencies;

defining the user'"'"'s objectives; and

assessing the user'"'"'s performance based on said competencies, said roles, and said objectives on-line in a web-based environment.