Overview
The Performance Appraisals, Competency Assessments & Evaluations feature in Better HR is designed to help organizations manage employee evaluations more effectively — whether for probation completion, promotions, monthly or yearly reviews, or bonus eligibility.
Managers or assigned reviewers can rate employees, provide feedback, and make decisions such as passing probation, extending probation, or recommending promotion, bonuses, additional training, or even reassignments. It streamlines the evaluation process and ensures structured, consistent performance reviews across teams.
How to Set Up a Performance Appraisal Group
To begin evaluating employee performance, follow these steps to set up a group:
Access the Module
Go to the Performance Appraisals, Competency Assessments & Evaluation tab from the left sidebar.
Create a Group
Click the Create Group button at the top right. A “Create a New Group” form will appear.
Fill in Group Details
Group Name: Name your group (e.g., “Marketing Probation Reviews”).
Template: Select an existing template. If none exist, you can leave it set to "New."
Number of Reviewers: Choose 1 to 3 reviewers from the dropdown.
Conducted Date: Pick the review date from the calendar.
Create the Group
After filling in all required fields, click Create Group. Your group will appear in the dashboard, ready for you to add participants and begin evaluations.
Set Up Competencies & Weightage
After creating the group and clicking on the group name, you'll be taken to the Main Config page.
On the left panel, you’ll see the Competencies & Weightage section:
It contains preset sections such as Collaboration to Work, Quality of Work, and Leadership Potential. Those can be edited.
Each section includes questions that can be edited.
You can add more questions under each section or add a new section entirely.
Each question has a weighting field (e.g., 10 points). You can adjust this to reflect how much impact the question should have in the overall evaluation.
Configure Rating Logic, Reviewer Roles & Suggested Actions
On the right panel, configure additional group settings:
Rating Logic
The default rating scale is 1–5.
You can toggle on “Allow 0.5 decimal” if you want to allow more detailed scoring (e.g., 3.5).
Reviewer Generation
Assign up to 3 reviewers based on your group setup.
For each reviewer, choose from the dropdown options: Self, Line Manager, Line Manager Level-1, or Specific Person.
You can also assign Backup Reviewers to ensure continuity.
Suggested Actions
You’ll see default options like Pass Probation or Promote.
These actions can be edited or customized.
You can add up to 7 different suggested actions (e.g., Extend Probation, Recommend Bonus, Needs Training, etc.).
You can also change the tag color by clicking on it.
Add Employees and Go Live
After configuring the evaluation form in Main Config, go to the Employee List & Review tab next to it.
Add Employees to the Group
Click “+ Add Employee” at the top.
A box will appear showing a list of all employees.
You can either scroll or search by name.
Tick the checkbox next to each employee you want to include.
Click “Add Employee” to confirm.
Once added, each employee will appear in the list along with their assigned Reviewer 1, Reviewer 2, and Reviewer 3.
Modify the Employee List
If you need to add or remove employees, click “Add/Remove Employee” from the top-right (next to the "Set It Live" button).
Go Live
When you're ready to start the appraisal process, click “Set It Live”.
A confirmation pop-up will appear: “Are you sure you want to go the group live?”
Click “Go Live” to proceed, or Cancel to stay.
Reviewer Input
Assigned reviewers will receive the form in their Better HR Mobile App Inbox.
If they have dashboard access, they can also complete the reviews via the system inbox.
Review Scores and Enter Final Score
Once all reviewers (e.g., Reviewer 1, Reviewer 2, and Reviewer 3) have completed their evaluations, their names and scores will be displayed in the table under their respective columns.
Score Breakdown
You’ll see each reviewer’s individual score and suggested action.
The system will also calculate and display the average score and standard deviation to help analyze consistency across reviewers.
Final Score Input
There will be a column labeled “Final Score (Decided by Organization)”.
You can manually enter the final score based on reviewer input and internal criteria.
This final score will be used for record-keeping and further actions like promotions, bonuses, or probation decisions.
Review or Download the Performance Appraisal Report
After reviewers complete their evaluations:
In the column next to “Final Score Decided by Organization”, you will see:
A “performance.pdf” link — click to download the full appraisal report before publishing.
A “View Detail” button — click this for a quick on-screen view of all reviewer ratings, suggestions, and scoring breakdowns without downloading the PDF.
This allows you to review everything internally and make final adjustments before publishing the result.
Resend the Review Form (If Needed)
If a reviewer needs to revise or complete their feedback:
Simply click on the review score beside the respective Reviewer 1, Reviewer 2, or Reviewer 3 column.
This will resend the review form directly to their Inbox (in the mobile app or web, depending on their access).
This feature helps ensure all appraisals are accurate, complete, and aligned before finalizing results.
Publish the Performance Appraisal Results
Once all reviews are complete and final scores are confirmed:
Click the “Publish Result” button at the top right corner.
A confirmation box will appear:
“Send performance appraisal results to all employees in the group ?”Click Confirm to publish, or Cancel to return.
Once confirmed:
Each employee in the group will receive their Performance Appraisal Result PDF directly in their Better HR Mobile App Profile under the Performance Appraisal tab.
They can tap the file to view their evaluation results.
How to Calculate Performance Appraisal Scores with Equal Weighting
🧾 Example Information
Reviewer 1: Shwe Yi Tun
Each question has an equal weight of 10, and the scores given are:
Question | Score | Weight |
Q1 (Collaboration to work) | 3.00 | 10 |
Q2 (Communication with team) | 4.00 | 10 |
Q3 (Collaboration) | 4.00 | 10 |
Q4 (Quality of Work) | 4.00 | 10 |
Q5 (Knowledge of work) | 4.00 | 10 |
Q6 (Quality of work) | 4.00 | 10 |
🔢 Step 1: Calculate Average Score (Out of 5)
Since all weights are equal, you just take the average of the scores:
Average Score = (3 + 4 + 4 + 4 + 4 + 4) / 6
= 23 / 6
≈ 3.83
✅ Average Score (out of 5): 3.83
📝 Why divide by 6?
Because there are 6 questions answered. You're calculating the average, which means adding up all the scores and dividing by how many scores there are.
🔢 Step 2: Convert Average Score to Percentage
Now, turn the average score into a percentage:
(3.83 / 5) × 100
= 76.6%
✅ Score as Percentage: 76.6%
📝 Why divide by 5?
Each question is rated on a scale of 1 to 5, where 5 is the highest possible score. To convert to percentage, you compare the average score to the full score of 5.
📌 Final Answer:
Weighted Average Score: 3.83 out of 5.00
Score as Percentage: 76.6%
How to Calculate Performance Appraisal Scores with Different Weights
In this method, each question carries a different weight, meaning some questions contribute more to the final score than others. Let’s walk through the steps using the example below.
🧾 Example Data:
Question | Score | Weight |
Q1 | 4 | 10 |
Q2 | 5 | 10 |
Q3 | 3 | 10 |
Q4 | 4 | 8 |
Q5 | 5 | 8 |
🔢 Step 1: Calculate the Weighted Total Score
Multiply each score by its corresponding weight:
Q1: 4 × 10 = 40
Q2: 5 × 10 = 50
Q3: 3 × 10 = 30
Q4: 4 × 8 = 32
Q5: 5 × 8 = 40
Add them together:
40 + 50 + 30 + 32 + 40 = 192
✅ Weighted Total Score = 192
🔢 Step 2: Calculate the Maximum Possible Score
If the employee had scored 5 on every question:
Q1: 5 × 10 = 50
Q2: 5 × 10 = 50
Q3: 5 × 10 = 50
Q4: 5 × 8 = 40
Q5: 5 × 8 = 40
Add them together:
50 + 50 + 50 + 40 + 40 = 230
✅ Maximum Possible Score = 230
🔢 Step 3: Convert to Percentage
( 192/230 )×100
=83.48%
✅ Final Score as Percentage = 83.48%
Calculate Weighted Average Score (Out of 5)
To show how the score looks on a 5-point scale:
Weighted Average Score=192/46 ≈ 4.17
Where 46 is the sum of all weights:
10 + 10 + 10 + 8 + 8 = 46
✅ Average Score (out of 5) = 4.17
📌 Summary
Weighted Total Score: 192
Maximum Possible Score: 230
Final Percentage Score: 83.48%
Average Score (out of 5): 4.17
How to Calculate Average Score and Standard Deviation
When multiple interviewers give ratings for a candidate, you can calculate the average score and standard deviation to understand both the overall evaluation and consistency of ratings.
Reviewer Scores for Naing Oo
Shwe Yi Tun: 3.83
Myo Zaw Hein: 3.00
Thandar: 3.50
✅ How to Calculate the Average Score
Average = (Sum of all scores) ÷ (Number of reviewers)
Average = (3.83 + 3.00 + 3.50) ÷ 3
Average = 10.33 ÷ 3
Average = 3.44
✅ How to Calculate the Standard Deviation
Standard deviation shows how spread out the scores are from the average.
Step-by-step:
Find the mean (average): 3.44
Calculate each score's difference from the mean, then square it:
(3.83 – 3.44)² = 0.1521
(3.00 – 3.44)² = 0.1936
(3.50 – 3.44)² = 0.0036
Find the sum of squared differences:
0.1521 + 0.1936 + 0.0036 = 0.3493Divide by (n - 1), where n = number of scores (for sample standard deviation):
0.3493 ÷ 2 = 0.1747Take the square root:
√0.1747 ≈ 0.42
✅ Final Result:
Average Score: 3.44
Standard Deviation: 0.42
This tells you that while the average rating is 3.44, individual scores vary around 0.42 from the mean. A lower deviation means more consistency between reviewers.