Stage 1
PLANNING
Set Performance Targets
• Define SMART targets
• Assign weightage (50-60%)
• Upload documents
• Submit for review
Stage 2
PLANNING
REVIEW
Review & Approve Targets
• Check if targets are SMART
• Verify weightage totals
• Ensure alignment with goals
✓ Approve: Continue to
Stage 3
✗ Reject: Return to
Employee
↑
🔄 Loop 1: If Rejected → Revise & Resubmit
↓
Targets Approved
Stage 3
SELF-REVIEW
Complete Self-Assessment
• Score each target (1-5)
• Rate 5 competencies (1-5)
• Add comments & justification
• Upload evidence/documents
• Submit self-review
Stage 4
SUPERVISOR
SCORING
Evaluate Performance
• Review self-assessment
• Score each target (1-5)
• Score competencies (1-5)
• Add detailed comments
• Provide rationale & evidence
• Submit evaluation
Stage 5
EMPLOYEE
ACCEPTANCE
Accept or Dispute
✓ Accept Scores:
→ Agree with evaluation
→ Proceed to Reviewer (Stage 6)
✗ Dispute Scores:
→ Explain disagreements
→ Provide additional evidence
→ Loops back to Supervisor
(Supervisor reviews dispute)
↑
🔄 Loop 2: If Disputed → Supervisor Reviews & Re-scores
📌 Stage 5 Decision Point: Two Possible Paths
✓ Path A: Accept Scores
Employee agrees with supervisor evaluation → Proceeds directly
to Stage 6 (Reviewer Scoring)
✗ Path B: Dispute Scores
Employee disagrees → Loops back to Stage 4 (Supervisor reviews
dispute, may adjust scores or maintain original) → Returns to
Stage 5 until accepted or max iterations reached → Then
proceeds to Stage 6
⚖️ Path C: Request PERC
After exhausting loops or if fundamental disagreement →
Request PERC Committee Review (Stage 8) → Committee makes
final binding decision
↓
Accepted or
Max Loops Reached
Stage 6
REVIEWER
SCORING
Validate & Score
• Review all context & evidence
• Check employee self-scores
• Check supervisor scores
• Review dispute history (if any)
• Assess overall fairness
• Enter final reviewer scores
• Add validation comments
• Submit review
↓
Reviewer Decision
Stage 7
FINAL
ACCEPTANCE
Final Decision
✓ Accept Final Scores:
→ Appraisal is locked
→ Process complete (Stage 9)
✗ Still Disagree:
→ Can dispute and loop back
→ Or request PERC Review
→ Provide detailed justification
↑
🔄 Loop 3: If Disputed → Reviewer Reconsiders (or Supervisor if
needed)
📌 Stage 7 Decision Point: Three Possible Paths
✓ Path A: Accept Final Scores
Employee agrees with reviewer validation → Appraisal locks →
Complete (Stage 9)
✗ Path B: Dispute & Loop Back
Employee disputes → Loops back to Stage 6 (Reviewer
reconsiders) or Stage 4 (Supervisor reconsiders) → Returns to
Stage 7 until resolved
⚖️ Path C: Request PERC
After exhausting loops or if fundamental disagreement → Request
PERC Committee Review (Stage 8) → Committee makes final binding
decision
↓
If PERC Requested
Stage 8
PERC
(if needed)
🏛️ HR Manages PERC
Employee's Role:
• Present case to committee
• Provide all evidence
• Explain disagreements
PERC Committee:
• Reviews all evidence
• Hears from all parties
• Makes final decision
• Decision is binding & final
• NO further appeals
📋 Available to PERC
Supervisor's evaluation, all scores, comments, dispute history,
and evidence available to PERC for comprehensive review
📋 Available to PERC
Reviewer's validation, all scores, quality assessment, and
recommendations available to PERC for comprehensive review
↓
PERC Final Decision
Stage 9
LOCKED
✓ Complete
✓ View Final Results
• Access final scores
• View performance rating
• Download appraisal report
• Plan development goals
• No changes possible
✓ View Team Results
• Access completed appraisals
• View team performance
• Identify development needs
• Plan training & support
• Generate reports
✓ View Validated Results
• Access locked appraisals
• View validation statistics
• Analyze quality metrics
• Generate review reports
• Quality assurance complete