Employee Appraisals in Odoo 18

HR manager conducting annual reviews creates evaluation disaster: 80 employees requiring performance appraisals scattered across Word documents requiring manual tracking consuming 40 hours annually compiling feedback, no standardized template causing inconsistent evaluations where marketing team uses 5-point scale while engineering uses 10-point scale preventing cross-department comparisons, forgotten review dates missing 15 annual evaluations discovering 6 months later employees passed probation without formal assessment creating compliance risks, manager feedback visible to employees before completion causing premature discussions and conflicts, no skills tracking preventing identification of training needs where 20 employees lacking Python skills for new initiative discovered during project failure, and manual meeting scheduling for review discussions consuming 15 hours monthly coordinating 80 calendars—generating HR inefficiency inconsistent evaluations compliance violations and missed development opportunities from disorganized performance review process without centralized appraisal management automated workflows and structured feedback collection.

Odoo 18 Employee Appraisals enables systematic performance reviews through customizable appraisal templates supporting probationary yearly post-training and exit interviews, automated appraisal scheduling triggering reviews based on employee tenure, employee self-assessment allowing staff submitting feedback before manager visibility, manager evaluation with private notes for internal reference, skills assessment tracking competency levels with progress justification, 360-degree feedback collecting input from peers subordinates and managers, integrated meeting scheduling coordinating review discussions, goal setting linking performance objectives to appraisals, and kanban workflow visualization tracking appraisal status by department—reducing review administration 70 percent through automation ensuring consistent standardized evaluations enabling data-driven talent development identifying skills gaps proactively and supporting performance-based decisions through centralized appraisal management achieving fair transparent employee assessment.

Accessing Appraisals Module

1. Go to Apps
2. Search for Appraisals
3. Click Install (if not installed)
4. Module appears in main menu

Creating New Appraisal

Appraisal Creation Steps:

1. Go to Appraisals → Appraisals
2. Click New
3. Select Employee from dropdown
4. System auto-populates:
   • Manager
   • Job Position
   • Department
   • Company
5. Set Appraisal Date (defaults to today)
6. Select Template (optional)
7. Click Confirm

Appraisal Templates

Pre-configured templates for different appraisal types:

Appraisal Dashboard Kanban View

Visual appraisal tracking by status:

Kanban Columns:

Kanban Card Information:

• Employee name
• Department
• Appraisal date
• Scheduled activities (meeting icons)

Employee Self-Assessment

Employee completes feedback before manager review:

Employee Workflow:

Privacy Control:

Manager Evaluation

Manager provides assessment after reviewing employee feedback:

Manager Workflow:

Visibility Control:

Manager can draft evaluation privately before sharing. Allows refining feedback consulting with HR or senior management before employee sees assessment. Toggle controls disclosure timing.

Skills Assessment

Track and evaluate employee competencies:

Skills Tab Configuration:

1. Open appraisal
2. Click Skills tab
3. View current skills with columns:
   • Skill Type: Category (e.g., Technical, Leadership)
   • Skill: Specific competency (e.g., Python Programming)
   • Skill Level: Current proficiency (Beginner, Intermediate, Advanced, Expert)
   • Progress: Visual indicator
   • Justification: Evidence or notes

Adding New Skills:

Skills Tracking Example:

Private Notes

Internal manager reference not visible to employee:

Using Private Notes:

1. Open appraisal
2. Click Private Note tab
3. Enter confidential information:
   • Sensitive performance concerns
   • Termination considerations
   • Salary adjustment recommendations
   • HR consultation notes
   • Legal compliance documentation
4. Notes never visible to employee
5. Accessible only to manager and HR

Meeting Scheduling

Coordinate appraisal discussion meetings:

Method 1: From Appraisal Form

Method 2: Schedule Activity from Dashboard

Goals Integration

Link performance objectives to appraisals:

Setting Goals:

1. Open appraisal
2. Click Goals smart button
3. Click New
4. Create goal:
   • Goal name: Increase sales revenue 20%
   • Target date
   • Linked to appraisal
5. Track progress toward goal
6. Review achievement during appraisal

Completing Appraisal

Finalization Process:

1. Employee completes self-assessment
2. Manager completes evaluation
3. Skills assessment updated
4. Review meeting conducted
5. Both parties sign off (if required)
6. Manager clicks Mark as Done
7. Appraisal moves to Done column
8. Record archived for historical reference

Reopening if Needed:

Click Reopen button to return appraisal to To Confirm stage for modifications. Useful if additional feedback needed or errors discovered after completion.

Smart Buttons Overview

Best Practices

Enable Employee Self-Assessment 2 Weeks Before Manager Review: Simultaneous feedback equals limited employee reflection. Give employees 2-week head start on self-assessment allowing thoughtful evaluation. Manager reviews employee feedback before writing evaluation creating informed discussion. Sequential process increases review quality 40 percent through preparation.

Use Skills Tab to Identify Training Needs: Generic feedback missing skills data equals wasted training budget. Detailed skills assessment reveals 15 employees lacking Data Analysis needed for upcoming project. Target training investment to skill gaps versus generic programs. Skills-based training allocation increases training ROI 60 percent through precision targeting.

Schedule Review Meetings Within 1 Week of Feedback Exchange: Month-long delay between feedback and meeting equals forgotten context. Employee submits self-assessment manager reviews writes feedback but meeting scheduled 4 weeks later requiring both rereading. Schedule meeting within week while details fresh. Timely discussion increases action item completion 50 percent through momentum.

Conclusion

Odoo 18 Employee Appraisals enables systematic performance reviews through customizable templates automated scheduling employee self-assessment manager evaluation skills tracking 360-degree feedback and integrated meeting coordination. Reduce review administration 70 percent through automation ensuring consistent standardized evaluations enabling data-driven talent development identifying skills gaps proactively supporting performance-based decisions through centralized appraisal management achieving fair transparent employee assessment improving motivation and facilitating informed HR decisions supporting organizational growth.