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In this blog, we will understand the importance of the Performance Document Transfer for Terminated Managers schedule process, If you have a large organization with frequent employee turnover, you may face the challenge of managing performance documents for terminated managers. You don't want to lose track of the progress and feedback of your employees, but you also don't want to spend a lot of time manually transferring performance documents to new managers.
Fortunately, there is a solution for this problem: the 'Reassign Performance Documents with Terminated Managers' batch process. This process allows you to automatically transfer in-progress performance documents from terminated or inactive managers to other managers in your organization. Here are some benefits of using this process:
- You can save time and effort by transferring multiple performance documents at once, instead of doing it one by one.
- You can ensure continuity and consistency in the performance evaluation process, by assigning the performance documents to the most appropriate managers.
- You can choose between two options for reassigning the performance documents: either to the employee's new line manager (if one exists) or to the manager of the terminated performance document manager.
- You can run the process for specific review periods or all review periods, depending on your needs.
To use this process, you need to schedule it in the Scheduled Processes work area. You can specify the parameters for the process, such as the review period, the type of manager to reassign, and an action that is Preview and Update. You can also monitor the status and results of the process in the same work area.
By using this batch process, you can simplify and streamline your performance management workflow and ensure that your employees receive timely and accurate feedback from their managers.
I hope this blog post was helpful for you. If you have any questions or feedback, please leave a comment below.
I hope this blog post was helpful for you. If you have any questions or feedback, please leave a comment below.