Request for Proposal Template for a
Modern Performance Management Solution
Questions for: Goals, Performance, Compensation Management
Career Development, Succession Planning, Social Learning and Recognition
RFP Template for a Modern Performance Management Solution
Table of Contents
1
Unified Talent Platform ........................................................................................................................... 3
1.1
Mobile ............................................................................................................................................ 3
1.2
User Experience ............................................................................................................................ 3
1.3
Integration ..................................................................................................................................... 3
1.4
Person Profile ................................................................................................................................ 4
1.5
Recommendations Engine ............................................................................................................ 5
1.6
Platform, Reporting and Analytics ................................................................................................. 5
1.7
Global Language and Currency Support ...................................................................................... 6
1.8
Access Control .............................................................................................................................. 7
1.9
Technical Environment .................................................................................................................. 8
2
Competency and Skills ........................................................................................................................... 8
2.1
Competency and Skills Management ........................................................................................... 8
2.2
Observational Assessment and On-the-Job Training ................................................................. 10
3
Performance Management ................................................................................................................... 11
3.1
Goals ........................................................................................................................................... 11
3.2
Coaching and Development ........................................................................................................ 13
3.3
Performance Reviews ................................................................................................................. 14
4
Social Recognition & Peer Feedback ................................................................................................... 19
4.1
Social Recognition & Peer Feedback ......................................................................................... 19
4.2
Sentiment & Contribution Analysis .............................................................................................. 20
5
Collaboration & Learning ...................................................................................................................... 21
5.1
Social and Collaborative Learning .............................................................................................. 21
5.2
Gamification ................................................................................................................................ 23
6
Career & Succession Planning ............................................................................................................. 23
6.1
Succession Management ............................................................................................................ 23
6.2
Talent and Succession Monitoring .............................................................................................. 25
6.3
Career Planning and Development ............................................................................................. 26
7
Compensation Management ................................................................................................................ 28
8
Cloud (Software-as-a-Service) Environment ........................................................................................ 32
9
Support Requirements .......................................................................................................................... 33
10 Training Requirements ......................................................................................................................... 33
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1 Unified Talent Platform
1.1 Mobile
Mobile Performance
Answer
Which mobile OS do you support?
Do you have a downloadable
native mobile application available
to users free of charge?
1.2 User Experience
User Experience
Answers
Explain how your graphical user
interface (GUI) and navigation
work.
Does the system provide specific
UI for employees, managers and
HR/admin personnel?
Does the system provide a
session timeout warning
message?
1.3 Integration
Integration
Answer
Describe your system’s ability to
integrate with other enterprise
systems, such as a corporate
HRIS.
Describe the system’s ability to
integrate with industry-standard
email and scheduling
applications.
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Integration
Answer
To what extent does the system
support open technology
standards and service-oriented
architecture (SOA), and provide
tools for integrating with other
applications and third-party
providers?
Describe how the system
integrates with other processes
(e.g., learning, talent,
performance) and/or tools (e.g.,
LinkedIn, Twitter).
Does the system support
enhanced test results for Workday
integration?
Does the system support thirdparty content integrations? Can
the end-user access this content
from within your proposed
application without logging in
separately to the content
provider’s system?
1.4 Person Profile
Person Profile
Answer
Does the system include an
extensible person profile that can
be used to track job roles and
responsibilities, skills, experience,
education, etc.?
Can attributes of the user profile
(standard or custom) be used to
determine learning assignments?
Can users access their profile
(e.g., personal details, status
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Person Profile
Answer
development plans, goals,
training) on demand?
1.5 Recommendations Engine
Recommendations Engine
Answer
Does the system use information
from learner profiles, such as job,
roles, industry, service line,
competencies, past courses,
country, and office to
automatically suggest learning the
user might be interested in?
Does the system have the ability
to automatically learn about users’
interests and preferences and
provide personalized
recommendations based on that
data?
1.6 Platform, Reporting and Analytics
Reporting and Analytics
Answer
Please provide a high-level
overview of the reporting
capabilities available with your
system.
Describe the system’s capability
to create ad hoc reports including
ability to combine information
from multiple processes.
Does the system support
graphical reports (bar charts and
pie charts) out of the box?
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Reporting and Analytics
Answer
What skills does a user need to
use the reporting tools?
Can the system create report
subscriptions that distribute
reports to specific individuals on a
periodic basis?
Does your system offer a
summary of concurrent sessions
by hour?
Does your system offer
configurable demographic fields?
Describe the system’s ability to
configure a dashboard to show
various types of reports (e.g.,
graphs, charts, standard reports).
Describe the system’s ability to
export data to various formats,
including ASCII and Excel.
Describe the system’s ability to
establish scheduled report
subscriptions that can be sent via
email.
Describe how view access to
given reports can be restricted.
1.7 Global Language and Currency Support
Language Support
Answer
What languages does the system
support?
Describe the system’s currency
support.
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1.8 Access Control
Access Control
Answer
How does the system support
single sign-on?
Is access to the system managed
through user ID and password
authentication?
Briefly describe the configuration
options for managing user
passwords, such as determining
the length of the password, expiry
time frame, if the user has the
ability to reset own password, etc.
Can password management rules
be managed by subdomain/site?
Describe the ability to manage
security by role (employee,
manager, delegate, administrator)
and organizational structure.
Does the system support esignatures?
Please list the ways that the
system’s auditing capabilities
(e.g., capture information
whenever a content object is
accessed) help an organization
reduce compliance risk.
Roles and Permissions
Answer
Can system administration be
restricted in terms of both
functions and user populations?
Do admins have the ability to
create new users manually and
through batch load?
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Roles and Permissions
Answer
How can managers keep track of
and approve their team’s training?
Does the system differentiate
between Active and Disabled
users? Please explain.
1.9 Technical Environment
Technical
Answer
What are the supported web
browsers and operating systems?
Is the system 100% web based
for all users including
administrators?
Is there a need for any additional
software installs?
2 Competency and Skills
2.1 Competency and Skills Management
Competency and Skills
Management
Answer
Can competencies be used in all
facets of the application?
How much flexibility does the
system have to handle unique
competency models, proficiency
levels, and behavioral
descriptors?
Can these competencies be
categorized or grouped by
categories or families?
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Competency and Skills
Management
Answer
Does the system support
workflow for multi-rater
assessments (MRA) of
competencies? Describe the
system’s ability to support multirater and 360-degree evaluations.
Can employees complete a selfassessment against a
competency or group of
competencies at any time?
How are “held proficiency levels”
calculated?
Can managers assess their
team’s competencies? How?
Does the system support
validation processes, whereby
managers can validate MRAs or
other assessments before a held
level is granted?
How are competency experts
identified and used for mentoring
or knowledge-transfer activities?
Can the same competency library
and job hierarchy be maintained
in one place to feed the
performance management,
learning management, succession
management, career
management, compensation, and
workforce planning processes?
Can recommended learning be
linked to specific
competencies/skills, so that
individuals with a skill gap receive
guidance as to how to close this
gap?
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Competency and Skills
Management
Answer
Does the system allow the
assignment of competencies/skills
to individuals and teams by their
managers?
How do individuals monitor
competency/skill attainment?
Does the system provide a means
to integrate into a current inhouse-developed or off-the-shelf
competency model? If so, how?
2.2 Observational Assessment and On-the-Job Training
Observational
Assessment
Answer
How does the system facilitate
and track on-the-job training
activities?
How does the system facilitate
and track observational
checklists?
Is the checklist tied with the
competency model or can it also
be used to track learning
activities?
Who can mark observation
checklists and other on-the-job
training activities as successful?
Must administrators get involved
in every task or can managers
and/or senior team members
perform all management tasks?
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3 Performance Management
3.1 Goals
Corporate / Organizational
Objectives
Answer
Provide an overview of your
performance functionality.
Can corporate goals, vision,
and/or mission statements be
defined in the system? If so,
where is this done and can this be
done without linking them to a
specific individual?
What tools are available to help
departmental/organizational
management communicate and
assign shared objectives to the
team as a whole?
What views are available to help
departmental/organizational
management monitor progress
toward these key objectives? Do
individuals and managers have
“line-of-sight” that shows how
other goals and objectives are
directly or indirectly aligned to
these objectives?
How does the system allow for
(but not require) the creation of
goals, initiatives, and/or vision
statements at one level of
management, that can then be
aligned to objectives at a higher
level of management? If available,
how is this done?
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Corporate / Organizational
Objectives
Answer
Does the system enable crossfunctional teams to align their
goals to a single initiative, or a set
of initiative-based goals?
Creating and Cascading
Goals
Answer
Who can assign goals to others?
Is this restricted only to
managers, or can others create
goals and assign related goals to
other team members?
How is access to goals assigned
to others controlled? Can a team
member view the goals of a peer
if given access?
Can managers assign goals to
their teams in bulk?
Can employees suggest goals to
be added?
Can employees view their goals?
Can goals include SMART
metrics that can be used to track
progress toward measurable
metrics?
Can goals be linked to associated
tasks or a “to do” list?
How do administrators assign
shared goals to large groups in
bulk, based on job/role/position,
organizational affiliation, location,
or other criteria?
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Creating and Cascading
Goals
Answer
Is there a user dashboard for
viewing goals and progress?
Does the system allow users to
see alignment with parent or subgoals?
Is there full reporting on progress
against goals? Can the user make
progress updates through email,
system login, and mobile?
Manager Experience
Answer
How can managers keep track of
their team’s goals, skills,
recognition and performance?
Are there any portlets designed
specifically for managers?
Does the manager have the ability
to drill down into the goals, skills,
and recognition and performance
activities of their employees?
3.2 Coaching and Development
Managing Ongoing
Performance
Answer
Can managers monitor goal
progress and status for their team
from a dashboard?
Can individual goals be
categorized as open-ended or
based on time-based
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Managing Ongoing
Performance
Answer
performance so that the
employee’s efforts are focused on
the right priorities?
Can proficiencies and goals be
weighted or prioritized?
How can individuals manage all of
the different activities that they
need to accomplish in order to be
viewed as “successful” in the
organization? These include
performance and development
goals; development activities such
as courses, certifications, and
curricula; and competencies
required at a particular proficiency
level.
How do performance plans and
associated content (goals,
competencies, etc.) and
weightings get incorporated into
the performance
evaluation/review process at the
end of the performance cycles?
Can the system track disciplinary
actions, such as performanceimprovement plans, taken against
an employee?
Can tasks be added and tracked
for ongoing discussion and
manager visibility?
3.3 Performance Reviews
Performance Review
Process
Answer
Does the system provide
monitoring and tracking of review
status completion for the
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Performance Review
Process
Answer
employee and manager, such as
a dashboard with milestones and
status?
Can employees, managers, and
other raters provide a rating and
comments for each individual goal
or competency on the review?
Does the system provide
automatic saves on the review
forms (e.g., in the event a rater
has to jump onto another task
before completing the evaluation
form)?
Can employees and/or managers
nominate additional raters to
provide feedback?
Can raters accept or reject their
nomination to rate/provide
feedback on the individual?
Does the system support
objectives-based evaluations?
Does the system support
competency-based evaluations?
Are goal details such as progress
logs, performance journal notes,
status logs, completion
information, and previous
comments easily accessible to
raters during the review?
Does the system provide a
language check feature to avoid
the use of politically incorrect or
offensive terms?
Can the review be taken offline for
completion, and then uploaded to
the system later?
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Performance Review
Process
Answer
Does the system provide
reminder notifications to ensure
reviews are submitted on time?
For example, can reminder email
notifications be associated with
steps in the workflow process
(e.g., reminder to all managers of
an upcoming deadline; follow-up
emails up the hierarchy if
deadlines are missed)?
Can the employee be restricted to
only seeing the finalized,
approved “official” performance
review as completed by
management?
Can the “official” performance
review be restricted from access
by the employee until approved
by all necessary parties? If so,
how is this accomplished?
How can managers override the
final calculated review rating by
entering a new score?
Does the system provide a means
that either an individual’s
manager or an HR person can
transfer an individual’s
performance currently in progress
to another manager?
Does the system have a process
that “kicks off” a performance
review for an employee, by
notifying the direct manager and
creating a “working document” to
be completed?
Does the system include a
workflow process that
automatically routes the review for
approval to the individual’s
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Performance Review
Process
Answer
second level of management,
after it is “finalized” by the
individual’s immediate manager?
Does the system provide a
mechanism for management and
HR to track the status of the
approval process?
Can performance monitoring
provide support for calibration
processes?
Can the system store feedback,
rebuttals, and other information as
part of the review?
Performance Review
Design
Answer
Does the system support various
types of reviews such as annual
(focal), quarterly, mid-year,
anniversary reviews, etc.?
How does the system allow for
different formats
(forms/templates) of performance
reviews to be used in different
situations (e.g., “interim” review,
“annual” review, “review result of
job change”)?
Does the system allow definition
of different templates of
performance review documents to
be used for different types of
employees (e.g., non-exempt or
exempt, temporary or permanent,
executive or non-executive, etc.)?
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Performance Review
Design
Answer
Can these forms be created and
maintained by HR personnel (not
IT)?
Does the system support
electronic signatures?
Can different rating models be
created for different forms? How
many rating levels are possible?
Can the review design/form be
configured to mimic a current or
desired layout, such as the order
of various sections, whether
comment boxes appear for each
rated item or just at the section
level, etc.?
Does the system automatically
include an individual’s goals and
competencies on their
performance review?
Can the review sections (e.g.,
individual goals, core
competencies) be weighted?
Can different types of raters be
weighted, so that, for example,
the direct manager’s ratings are
more heavily weighted than a
peer’s ratings? Can certain raters
be asked to provide ratings only
as an input to an overall review
owner (e.g., their ratings are
weighted 0, while the review
owner is weighted as 100%)?
Does the system support
situations such as proxy access in
the event of a manager’s
absence, or situations where an
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Performance Review
Design
Answer
employee has a dotted-line
relationship to a specific
manager?
Can different forms be assigned
in bulk to certain jobs, employee
groups, or geographies?
If different forms are assigned to
different groups, but all groups
are on the same annual or
quarterly cycle, can they be
monitored for completion as a
group by HR?
Can the manager and individual
view the summary of results and
results based on raters?
4 Social Recognition & Peer Feedback
4.1 Social Recognition & Peer Feedback
Social Recognition and
Peer Feedback
Answer
Does the platform offer
“Leaderboard” capability for
recognizing the top contributors?
Please describe the functionality
available in this area?
Can employees and managers
give each other impressions and
badges to recognize individuals
for their contribution? Please
describe the functionality
available in this area?
Does the platform offer
“customized” badges that
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Social Recognition and
Peer Feedback
Answer
organizations can create to
promote certain behaviors among
their teams? Please describe the
functionality available in this
area?
How can the badges and
feedback be pulled into the
reviews?
Does the solution enable
employees and managers to give
each other private feedback?
Please describe the capabilities?
What social recognition and peer
feedback capabilities are
available via mobile app?
4.2 Sentiment & Contribution Analysis
Sentiment & Contribution
Analysis
Answer
Does the platform offer real-time
“sentiment” analysis capabilities?
Please describe the functionality
available in this area?
Does the platform offer any
mechanism to measure and track
contribution and engagement
level of employees online?
Describe the social graph analysis
capabilities available in the
platform.
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5 Collaboration & Learning
5.1 Social and Collaborative Learning
Social and Collaborative
Learning
Answer
Provide an overview of your
collaborative functionality.
Does the system have the
capability to automatically
escalate a chat session into a
virtual meeting?
Does the system allow users to
record and publish virtual
meetings and other videos to
video channels (e.g., like an
enterprise “YouTube”) so that
others can subscribe to that
channel and learn from (often
informal) expert sessions they did
not attend?
Do learners have the ability to
rate formal or informal learning
and provide an optional
explanation for their rating?
Do learners have the ability to
request removal of an
inappropriate rating?
Does the system allow users to
explore additional
recommendation criteria not in
their current recommendations
based on courses, course tags,
topic areas, jobs, roles, industry,
service line, competencies,
country, and office?
Does the system have the ability
to promote learning as “officially”
recommended by one or more
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Social and Collaborative
Learning
Answer
groups, such as a business unit or
function?
Does the system support study
groups and collaborative learning
processes?
Can the system capture informal
conversations and ad hoc
questions?
Please describe the system’s chat
capabilities.
Describe how the system
provides the ability to add virtual
events to groups associated with
courses.
What avenues do students have
for providing ideas or feedback to
a group associated with a course?
Does the system create
“communities of practice” that
users can join based on their role
in the organization and skill sets?
Describe how the system
supports social networking.
Does the system support wikis?
Can the system manage the
exchange of information among
subject-matter experts (e.g., IM
messages)?
Can users be automatically
assigned to communities?
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5.2 Gamification
Gamification
Answer
Does the system support
“gamification” of learning and if
so, how?
Can learners earn badges? How
is this accomplished? Can badges
be customized?
Do you have activity metrics for
each user? If so, what factors play
into the metric? Are there
leaderboards associated with
these metrics?
Is ideation supported by the
system? How does this work?
Describe how the virtual
classroom could be used to
support game type interactivity.
6 Career & Succession Planning
6.1 Succession Management
Succession Management
Answer
Please provide an overview
description of your succession
management functionality.
How can managers or
administrators rank and assess
the readiness of potential
candidates?
Does the system support peerbased nominations for promotions
and building of talent pools?
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Succession Management
Answer
Does the system support selfbased nominations for building of
talent pools (e.g., employees
expressing interest as part of their
career plan)?
Can these pools be targeted?
Can the pool owner (a manager
or administrator) define “pool
profile”?
How can a manager or
administrator perform a detailed
search of people profiles to
identify potential candidates as
possible successors for key
positions?
Can this search be based on
multiple, weighted criteria as
defined in the “pool profile”?
Can internal and external
candidates be manually added to
the pool?
Does the system support side-byside comparison of potential
candidates on multiple criteria?
Can a level of visibility be set on
the pool that determines whether
or not candidates or their
managers know that they are
being considered for the position
or program?
Can certain pools be designated
as “private,” making them only
visible to that pool’s owner?
Does the system support 9-box
analysis and reporting as part of
the candidate comparison
process?
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Succession Management
Answer
Can the 9-box analysis include
the ability to select which criteria
to use on each axis (such as
potential rating, performance
rating, or competency
proficiency)?
Can pool owners access a
personal profile on each
candidate that includes detailed
information about that individual?
Can the system allow for the
ranking of successors?
Can an employee’s application for
an internal posting be
accepted/rejected by the pool’s
owner?
6.2 Talent and Succession Monitoring
Talent and Succession
Monitoring
Answer
Can administrators be granted
access to manage/analyze talent
and succession for either a
certain division or across the
organization?
Does the system provide the
ability to flag certain jobs as
“critical” in the organization?
Does the system provide
managers with a dashboard that
summarizes information related to
the management of their team’s
talent? Can information such as
flight risk, retirement risk, job
criticality, and other important
information be highlighted?
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Talent and Succession
Monitoring
Answer
Does the system support the
management of attrition risk?
Can this “risk” information also be
displayed to managers when
viewing critical talent tools such
as organizational charts and 9box analyses?
How can managers select which
criteria to use on each axis (such
as potential rating, performance
rating, or competency
proficiency)?
6.3 Career Planning and Development
Career Planning and
Development
Answer
Does the system provide career
planning and development
capabilities that are integrated
with other performance and talent
management processes? Are
they all part of one
database/application?
Does the system require inputs
from HR and/or managers to build
career ladders and the associated
skill/competency requirements for
each job? Can this be automated
leveraging machine learning
algorithms so that manual inputs
are not required?
How does the system guide endusers to possible next career
steps and required competency
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Career Planning and
Development
Answer
proficiencies based on job role
requirements and other criteria?
Can a detailed career plan be
created with competency
requirements and recommended
learning, experiential, or
mentoring opportunities?
Can individuals self-identify one
or many career interests as part
of their profile, so that they can be
considered for these
opportunities?
Can individuals and managers
perform a gap analysis of the
individual compared to the
competency requirements of the
targeted position?
Does the system provide skill gap
analysis to employees and
managers based on current and
possible future roles?
Do employees have self-service
access to complete a personal
profile, including their picture that
can serve as an “internal resume”
for that individual? Does this
profile include information such as
job history, education,
certifications, relocation
preferences, and special skills?
Can the system alert an individual
that their profile has not been
updated recently and requires
their attention?
Can managers and talent
administrators access and
update/contribute to these
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Career Planning and
Development
Answer
personal profiles on each
employee to include detailed
information about that individual?
Does the profile have detailed
security so that sensitive
information, like flight risk or
performance ratings, are only
shown to individuals who have
been granted the right to view this
information?
7 Compensation Management
Compensation Mgmt.
Answer
Please provide a brief description
of your compensation capabilities.
Does the system perform
retention vs. replacement
analysis, providing data needed to
justify individual investments?
Does the system provide
warnings and notifications
regarding the salary review
process (e.g., the manager should
get a warning if s/he wants to
increase each team member
more than s/he is allowed)?
How does the system handle payfor-performance?
Does the system support the
ability to handle multiple salary
structures (e.g., fixed, bonus
plans) when calculating salary
reviews?
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Compensation Mgmt.
Answer
Does the system support using
variables other than performance
review results when determining
salary increases?
Is the system able to connect
succession plan/talent pool
information with the salary review
process?
Does the system allow storing of
data regarding internal mobility
and willingness to relocate?
Can the system support mapping
team members according to
performance?
Does the system have a budget
tool to show spend vs. actual by
group?
Does the system enable
employee access to view current
and historical pay information?
Does the system have a
configurable dashboard with
base, bonus (compa-ratios, etc.)
and historical information by role,
along with market ranges with
drill-down capabilities?
Does the system calculate
recommended salary changes
based on employee’s
performance appraisal and
compa-ratio (recommended
guideline increase)?
Does the system have auditing
capability and exception flagging?
Does the system manage
compensation adjustments, bonus
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Compensation Mgmt.
Answer
payments, and promotions with a
managerial approval process?
Does the system allow the
building of a salary structure tied
to a salary benchmarking tool and
market pricing tool?
Does the system allow defining
real-time data capture from the
HRIS system (to capture new
hires, transfers, FTE changes,
etc.)?
Can the system provide merit
increases by either flat amount or
percent?
Does the system support the
annual salary planning process
with modelling of salary
scenarios?
Does the system provide mass
change capability for common
salary increase amounts, dates,
and other increases?
Can the system support multiple
salary structures?
Can the system maintain
information for multiple bonus
plans, other incentive programs,
and commissions across
departments?
Can the system maintain multiple
compensation plans that include
various compensation methods?
Does the system identify bonuseligible and commission
employees?
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Compensation Mgmt.
Answer
Does the system store
compensation payout history on
base, bonus, referrals, and longterm incentives?
Does the system provide an
authorization mechanism for
salary/rate changes?
Does the system analyze
compensation paid in current year
against previous year?
Can the system prohibit a merit
increase that is above the allowed
maximum for a given hiring
manager?
Does the system provide
compensation recommendations
based on predetermined wage
tables with the ability to upload
customized salary surveys,
industry specific information, and
changes yearly?
Does the system provide
automatic reminders/notices for
pending salary increases to
supervisors and appropriate HR
leaders and approvers?
What reports are available to help
with compensation planning?
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8 Cloud (Software-as-a-Service) Environment
Cloud (SaaS) Environment Answer
Do you offer a SaaS solution?
Describe the physical
environment of the data center.
Where are the data centers?
Are your data centers audited by
a third party?
Do you have a documented
Business Continuity and Disaster
Recovery Plan?
How does the system scale to
support growing user
populations?
Does the hosting environment
support load balancing and
redundancy?
What is your policy about notifying
clients in the event of an outage
or security breach?
How is system usage and
performance monitored?
Do you have a standard
maintenance window?
What is your backup strategy?
How do you ensure the
confidentiality of a customer’s
data in a multi-tenant SaaS
environment?
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Cloud (SaaS) Environment Answer
How do you ensure secure file
transfers between your SaaS
environment and the client’s
workstations?
9 Support Requirements
Support
Answer
Please describe your customer
support policy. Include information
about response times, escalation
policies, and hours of operation.
How do users and administrators
contact support during nonbusiness hours?
Is support available for extended
(e.g., 24x7) hours, including
support for all global regions?
What online resources are
available to customers?
What service management do you
offer?
10 Training Requirements
Training
Answer
What training resources do you
provide to our staff to get them
started?
What is the recommended
training curriculum for the
proposed solution?
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