Evaluating Employee Performance

• You have set up and activated Labor Management and implemented engineered labor standards to enable you to compare planned and actual execution durations properly.

• You have created indirect labor tasks for effort times that are not recorded directly in the system.

• To be able to draw conclusions for employee performance from the performance document, an executed workload must exist for every task associated with effort time.

The following are performance-document-relevant settings in the EWM system:

• Define the internal number range interval for the performance document in Customizing for EWM, under Labor Management → Define Number Range for Performance Document.

• Define the HR systems that are relevant for the employees in Customizing for SCM Basis, under Master Data → Resource → Processor. If you have connected an SAP ERP HR system (Rel. 4.6C and higher), you have defined the corresponding logical system, number range interval for the performance document, and the version of the HR system.

• To be able to forward the performance document amount to the SAP ERP HR system, you must enter the origin. This must match the ID of the application in the interface for External Wage Components in Customizing for the HR system.

• You must also specify the wage types and currency that were permitted in the SAP ERP HR system for the interface when considering the application ID and the country grouping.

• If you have not connected an HR system but still want to evaluate the performance of your employees, you must define a dummy system so that you can then assign a number range interval.

You define the following fields in the processor master data:

• You specify the HR system that is relevant for the employee in the business partner, under LM Attributes in the field HR Bus. System.

• If you have connected an SAP ERP HR system, you must also specify the personnel number of the employee on the Identification tab page.

• Define a supply chain unit (SCU) for the Home Location under LM Attributes. This SCU must be the same as the SCU in which the processor is mainly active. The SCU defines the time zone for the evaluation intervals of the performance document.

To create and process the performance document you use the Employee Performance Overview transaction.

• If a performance document has the status Created, you can set the status to For Approval. You can cancel this status change and return the status to Created.

• If a performance document has the status For Approval, you can set the status to Approved. You can cancel this status change and return the status to For Approval.

• If a performance document has the status Approved, you can perform the following actions:

  - You can use Send Performance Document to HR to transfer the document and set the status to Transferred. This cannot be canceled.- You can transfer the document manually and set the status to Manually Transferred. If you have not saved the document yet, you can cancel the transfer and return the status to Approved.

• If a performance document has the status Transferred, you can set the status to To Delete. You can cancel this status change and return the status to Transferred.

• If a performance document has the status To Delete, you can use Send Performance Document to HR to delete the document. This cannot be canceled.

• If a performance document has the status Manually Transferred, you can set the status to Manually Deleted. If you have not saved the document yet, you can cancel the transfer and return the status to Manually Transferred.

Resetting a status is only possible if you have not yet saved the document. In the figure, this is indicated by the label Cancel (transient). You can delete performance documents that have the status Created, For Approval, and Approved. You can set the statuses Transferred and Deleted only by using the function Send Performance Document to HR (transaction /SCWM/EPD_TRANSFER).

The program log displays the performance documents for which the transfer was successful, or for which it was not possible. If the transfer was successful, the system changes the status of the performance document to Transferred or Deleted. The reference number of the generated external wage component (infotype 579) in the personnel master data of the employee is the document number of the transferred performance document.

If you use the performance document without a connection to an HR system, you can still use a customer implementation of BAdI /SCWM/EX_LM_BASICS_TIMEAVS for the available time of the processors to use other labor time information available in the system. If you do not want to use the data of the performance document or assigned workload to determine and pay out a performance-related bonus, you can still use the data to appraise the employee's performance.

If you want to pay out a performance-related bonus without using the advantages of a connection to an SAP HR system, you can not use the SAP EWM system when transferring the amount to the responsible payroll. You would then set the status of the performance document to Transferred Manually. If you have revoked a bonus payment that was not supported by the system, you must set the status of the performance document to Deleted Manually.

• You can use the information in the performance document and in the executed workload (EWL) assigned to the performance document to calculate, save, and forward performance-related amounts to a connected HR system.
• Prerequisites: you have set up and activated Labor Management with implemented engineered labor standards to enable you to compare planned and actual execution durations properly, you have created indirect labor tasks for effort times that are not recorded directly in the system, and to be able to draw conclusions for employee performance from the performance document, an executed workload must exist for every task associated with effort time.
• For a situation where there is integration with SAP HR, the program log displays the performance documents for which the transfer was successful, or for which it was not possible. For a situation where there is NO integration with SAP HR, you can use a customer implementation of a BAdI for the available time of the processors to use other labor time information available in the system.