The ePIP System The ePIP System is made up of three independent modules, PIP.Review (360-degree Performance Review), PIP.Training (Training Needs Analysis) and PIP.Plan (Management By Objective). All modules can be used stand alone or together as an integrated whole (see process flow diagram ).

PIP.Review The ePIP performance review process will:
  1. Incorporate 360° feedback (from internal or external stakeholders) and automatically collates feedback for the performance review.
  2. Provide a process for employees to work through their results prior to the face-to-face review meeting with the manager.
  3. Provide an online survey analysis workbook to help prepare for the face-to-face review meeting.
  4. Provide a process for documenting development goals on-line and then tracks them over the coming year.
  5. Effectively prompt managers to meet with team members on a regular basis to review goals, and to provide supervision or coaching.
PIP.Training This ePIP Training Needs Analysis module gives you:
  1. A selection of training options tailored to the individual performer based on the organisation wide and job specific competencies.
  2. Training requests that can be made directly by the individual or in consultation with his/her manager and entered directly into the ePIP database.
  3. A number of training needs reports that can easily be generated on demand.
  4. The ability to use this module in conjunction with the PIP.Review or utilised on its own at a different time of the year.
PIP.Plan This ePIP Management By Objective strategic-plan cascading and goal tracking module will:
  1. Allow business goals to be set up and tracked on a different time-line from the 360-review process (fitting in with the financial year).
  2. Make strategic business plans (divisions & teams) available online.
  3. Make it easy for departments or teams to link operational goals to the strategic plan.
  4. Allow individuals to document and track business goals separately from development goals (thus, with the online scorecard, providing a potential link with performance based remuneration).
  5. Create a record of individual, team & department action plans allowing managers & staff to track and review goals on a regular basis.

<< New Organisations Process Flow Diagram >>


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