Appraisal Template in Frappe HR: Defining KRAs & Rating Criteria
An Appraisal Template defines the criteria against which employees are appraised. It’s a reusable blueprint listing the Key Result Areas (KRAs) and rating criteria each with a weightage that an appraisal will measure people on. Build the template once, and every appraisal that uses it is scored the same consistent way.
You will find it under Home > Human Resources > Performance > Appraisal Template.
BEFORE YOU START
Decide what you’ll actually measure the handful of Key Result Areas that matter for the role or team and roughly how important each one is. The template is just where you record that thinking.
How to create an Appraisal Template
- Open the Appraisal Template list and click New.
- Enter the Appraisal Template Title (e.g. “Sales Executive – Annual”).
- Add your Key Result Areas, each with a weightage (%).
- Add any Rating Criteria used for feedback or self-appraisal, again with weightages.
- Save.
Key Result Areas (KRAs)
KRAs are the outcomes an employee is responsible for “Achieve quarterly sales target”, “Maintain customer satisfaction”, and so on. Each KRA carries a weightage reflecting how much it counts toward the overall score, so the things that matter most carry the most weight.
Rating Criteria
Rating criteria are the qualities or competencies a person is rated on communication, teamwork, initiative typically used in self-appraisal and feedback. Like KRAs, each criterion is weighted so the final rating reflects your priorities.
COMMON MISTAKE
The weightages need to add up to 100%. If they don’t, the appraisal score won’t calculate correctly so check your totals before saving the template.
TIP
Create a separate template per role or department rather than one generic one. A sales appraisal and a support appraisal measure very different things, and role-specific templates keep every review fair and relevant.
Related Topics
- Appraisal Cycle
- Appraisal
- Goal
- Employee Performance Feedback
SUMMARY
An Appraisal Template defines the criteria for appraising employees, Key Result Areas (the outcomes they own) and rating criteria (the competencies they’re rated on), each with a weightage. Create one with a title and these weighted tables, making sure the weightages total 100%. Templates are reused across appraisals and appraisal cycles, so build a role-specific template for each team to keep reviews fair and consistent.
