Folks Help Center

The performance evaluation module allows you to create customized performance assessments and incorporate best practices for collaboration and communication between employees and managers.

Evaluations are taken to a whole new level with our limitless features. Supervisor evaluations, peer reviews, or even self-assessments: you can choose who will be involved in each evaluation process.

In this article, you will discover the features of the evaluation module.

Glossary 

These terms will help you better understand the performance evaluation module:

• Performance Evaluation: An activity in the form of a questionnaire aimed at assessing employee contribution.
• Performance Evaluation Process: A set of configurations defining a performance evaluation.
• Evaluator: Employee responsible for evaluating other employees. Not necessarily a supervisor.
• Evaluatee: Employee who is the subject of an evaluation.
• Supervisor: Employee who supervises other employees. In Folks, this is the person identified as the Employee’s Supervisor in an employee’s profile.

Features and Benefits

Whether for your annual evaluations or regular assessments, Folks HR is your best ally for effective performance management.

The evaluation module offers a large number of features and customizations.

Performance Evaluation Process

Create your questionnaires by choosing the criteria, questions, answers, and scoring systems suited to your reality by going to Career Development > Performance.

• Steps to Create an Evaluation Process
  • Create an Evaluation Process: General Information (Step 1/7)
  • Create an Evaluation Process: Assignment (Step 2/7)
  • Create an Evaluation Process: Creating Evaluation Forms (Step 3/7)
  • Create an Evaluation Process: Section Scoring (Step 4/7)
  • Create an Evaluation Process: Managing Results (Step 5/7)
  • Create an Evaluation Process: Evaluator's Toolbox (Step 6/7)
  • Create an Evaluation Process: Summary (Step 7/7)

Other articles about processes:

• Creating a Process Containing a Probation Evaluation
• Create a Bilingual Evaluation
• Performance Evaluation at the Hiring Date
• Assign the Process to One or More Organizational Structure Combinations
• Managing Sections
• Types of Statements
• Types of answers
• Quantitative Result Evaluation
• Qualitative Result Evaluation
• Finish Creating an Evaluation Process or Save as Draft
• Edit a Performance Evaluation Process

Process Tracking

Complete your evaluations and track the processes assigned to you (Career Development > Performance).

• Tracking Ongoing Evaluation Processes by Evaluator
• Add/Remove an Employee in an Ongoing Evaluation Process
• Edit an Evaluator in an Ongoing Process
• Complete a Performance Evaluation
• Complete a Performance Evaluation Assigned to Another User
  • How to Grant a User the Right to Complete a Performance Evaluation Assigned to Another User
• Completing a Past Performance Evaluation
• Modifying the Results of a Performance Evaluation
• Share the Results of a Past Evaluation Occurrence with the Employee
• Share the Result of the Latest Evaluation Occurrence with the Employee
• View the Result of a Performance Evaluation

Summary of Results

Access evaluation results and benefit from our performance indicators for a clear analysis of organizational objectives and employee productivity (Growth and Career > Performance tab Results).

• How to Generate the Annual Final Score of Performance Evaluations
• Possible Results in the Final Score
• Sort Final Scores
• Summary - Using Filters
• Summary - Viewing Performance Evaluation Results
• Summary - Results Legend

Follow these steps to create a performance evaluation process.

1. Once logged in, go to Career development > Performance. A list with all of the active processes will show up. This is the process monitoring tab. 
2. Click on the gear icon at the top right corner to access configurations. Then, click on the + Create a process button up top.
3. Complete all of the steps. To get a detailed view of each section, refer to the following articles : 
   ⚠️Warning: Mandatory fields are marked with a (*). The button to access the next step won't be clickable as long as mandatory fields are empty. You can always do back to a section by using the arrows at the bottom of the page or by clicking directly on the name of the section (left side of the page). 
   • Step 1: General information
   • Step 2: Assignment
   • Step 3: Creating evaluation forms
   • Step 4: Ratings by section
   • Step 5: Results management
   • Step 6: Evaluator's toolbox
4. Review your process in the Summary section.
5. Click on Finish creating the assessment or Save as a draft. 
    

👉 Very important: make sure that the users are properly linked with their employee profiles. Otherwise the evaluation process might not launch correctly. 

When you begin creating an evaluation process, the first step is to add the general information. For an overview of the different steps involved in creating a process, see Create a complete performance evaluation process.

Name

Name your evaluation process.

An evaluation process is defined as several evaluation steps with the same type or dates as the other steps in the process. It targets a category of employees by selecting combinations of organizational structures of the targeted employees. Several processes can be created for the same category of employees.

💡Tip: Use the frequency, the types of evaluators or the assignment to the structures to give a meaningful name to your process so that you can find it quickly (example : Monthly evaluation - Marketing or Annual Peer Review - Marketing).

Type of evaluators

Select one or more evaluators who will participate in the process (minimum 1).

• Supervisor - Allows managers to evaluate their employees.
• Peer - Allows employees to evaluate each other. You can consider employees who have the same supervisor as peers, or you can consider all employees assigned to the process.
• Employee (Self-evaluation) - Allows employees to evaluate themselves.

⚠️Warning: employees who do not have a supervisor defined in their profile will not be considered in the manager's evaluation or in the peer evaluation.

Languages

Add the appropriate languages t​o enable form completion by your employees (minimum 1). By default, the system will have selected the user's language.

You can select another language from the Completion languages drop-down menu or remove it by clicking on the X in the language label.

If you select a bilingual process, don't forget to fill in the translations of each statement and its possible answers. If you forget a translation, the system will prevent you from saving and will highlight the forgotten field(s).

Evaluation type

• Regular evaluation - This process will be renewed automatically
• Probation evaluation - This process is a single occurrence and will launch X months after hire date

Frequency and recurrence

If you have selected Regular evaluation, choose the frequency of occurrence of the assessments

• Frequency per year: allows you to select a regular completion recurrence between :

  • Annually

  • Bi-annual (Semi-annual)

  • Quarterly

  • Monthly

  The current date can be selected as the launch date (from tomorrow onward)

💡Tip: the Frequency per year option is useful when the assessment in question must be completed at regular intervals throughout the year without exception. The frequency starts on the first day of your HR reference year (the option to adjust the year to the employee's hiring date is planned for future updates of the module).

• Quantity per year: allows you to select several different evaluation dates.

By selecting this option, you will be able to specify the number of assessments needed for this process and assign dates to them. These dates are the start dates of the process and when the evaluators will receive notification that the evaluation is due. These dates will need to be reselected each year to provide the exact dates that apply to the new year.

The fields will automatically rearrange themselves in chronological order. It is normal for the date fields to change location if you do not enter them in order first.

👉 Next step: Assignment

Click the arrow to go to the Assignment section (see Create an evaluation process: Assignment).

💡Tip: at any time, click on the save disk in the top right corner and the process will be saved as a draft.

Once you have completed the General information section, you will be taken to the Assignment section. It is used to determine which employees are involved in the process.

Two options are available:

• Assign to entire organization - Select this option to assign the process to all employees in the company without exception.
• Assign to a defined structure in the organization - Select this option to select the combination(s) of working sites, departments and/or positions containing the employees to be evaluated. For more information on associating to a defined structure, see Assign the process to one or more combinations of organizational structures.

👉 Next step: Creation of evaluation forms

Click the arrow to go to the Creation of evaluation forms section (see Create an evaluation process: Creation of evaluation forms).

The Creation of evaluation forms section allows you to create evaluation questionnaires for each type of supervisor. Each questionnaire can contain several sections which in turn contain several statements of the same type.

Statement type

Select the type of statement contained in the section. There are two types to choose from:

• Question/Criteria - Allows you to write a short criteria to evaluate an employee.
• Objective - Allows you to determine an objective for the employee to achieve. The determination of the objective can be delegated to the employee's supervisor, and the objective can be rolled over to the next evaluation if needed.

You can add as many statements as you want in each section, but only one type of statement can be included in a section.

To find out more about the different statement types, see Types of statements.

Answer type

Select the type of answers you'd like. There are 3 possible types of answers. Only one type of answer can be associated with a section.

• Choice of answer
• Scale
• Short answer

To find out more about the different answer types and their respective parameters, see Answer types.

If you want to add a statement with a different answer type, you must create a new section for statements with different answer types.

Add a section

To add a section, click the Add a section + button at the bottom of the page. For more information on section settings, see Section Management.

👉 Next step: Calculation of sections

The arrow at the bottom of the page will take you to the creation of the next evaluator form or to the Calculation of sections section if you have completed all the evaluators (see Create an evaluation process: Calculation of sections).

Assign a result to the process

Activating this option allows you to give results to the different steps in the process. Each step will have the option to have a result or not depending on the type selected in the next step. Disabling this option allows a process without scoring.

Results type

If you have activated This evaluation process is scorable, you will need to select the desired result type.

• Quantitative result (Percentage): This evaluation allows the evaluator to put a percentage score on the criteria being evaluated. For more information, see Evaluation with a quantitative outcome.
• Qualitative result (Color code): This evaluation allows the evaluator to assign a color to the criteria being evaluated. For more information, see Evaluation with a qualitative outcome.

Assign only a final score to the whole evaluation process

This option allows the evaluator to give a single, overall score. When this option is enabled, the scoring steps per evaluator are no longer available, as only a score for the entire process can be put in.

Count by type of evaluator

Instead of assigning only a final score to the evaluation process, you can select the type of rating for each evaluator in the process.

• Supervisor assessment
• Peers assessment
• Employee assessment (self-evaluation)

The Assign an overall rating to the evaluation option allows for a single, overall rating to be assigned to the entire evaluation for that reviewer.

The Assign a rating by section option allows you to assign a rating to each of the activated sections, allowing you to exclude certain sections from the final rating. The final rating of the evaluation is an average of the rating given to the activated sections.

Count by section

If you have activated the Assign a rating per section option, select the sections for which you want the scoring to be available. The score for each section where this option is enabled will be counted in the overall score as an average. 

It is possible to configure the weighting of quantitative evaluation sections for the calculation of the final result.

Weighting allows you to give more or less weight to a section in the calculation of an employee's final result. For example, if you have a “Soft skills” section and you want this section to count for more in the calculation of the final result, assign a higher value to this section.

The weighting of the sections will be visible in the summary of the evaluation form, and the weighting information will be displayed in the evaluation results.

👉 Next step: Results Management

Click the arrow to go to the Results Management section (see Create an evaluation process: Results Management).

Here is how to access the tracking of ongoing evaluation processes:

1. Go to the performance evaluation module by navigating through Career Development > Performance. You'll land on the process monitoring page.
2. For more details on a specific process, click on the chevron icon to the left of the process name. 
3. A detailed list will appear below allowing you to see:
   - Which employees are targeted by this process;
   - Who must complete the evaluation (the employee, peers, supervisor);
   - The status;
   - Whether the results should be shared or not.

Three statuses can be assigned to a process:

• To Do : The evaluation has not been started and needs to be completed
• In Progress : The evaluation has been started but is not finished
• Done: The evaluation is completed 

It is possible to search by filtering by employee name or process name by clicking on search at the top left. 

You can add and remove an employee in a ongoing performance evaluation process. To access the performance evaluation module, you must have at least a manager/supervisor role.

Add an Employee in an Ongoing Process

1. In Folks, navigate to the performance evaluation module Career Development > Performance.
2. In the process monitoring, click on the ellipseto the right of the desired process, then select Add Employee to Evaluation.
3. In the window that opens, start typing the name of the employee you wish to add.
   ⚠️Adding an employee to the process will include them only in the supervisor evaluation as well as the self-evaluation, if applicable.
4. Click Save Changes. A confirmation message will appear informing you that this occurrence will be the only one affected by this change, unless organizational structures have been modified in the system. In that case, the information will be automatically taken into account during the next occurrence.
5. To confirm the addition, click Save Changes.

Remove an Employee from an Ongoing Process

1. In the process monitoring tab, click on the chevron icon located to the left of the name of the desired process. The list of employees assigned to the process will appear below.
2. Click on the ellipseon the line of the employee you want to remove, then select Delete the evaluation. A confirmation message will appear informing you that this action will delete all evaluations for which this employee is being evaluated.
3. To confirm the deletion, click Delete Evaluation.

New feature: This feature was added with an October 2024 update.

Change an employee’s evaluator

1. In the process monitoring board, click the ellipsisof the desired employee and select Change evaluator.
2. In the window that opens, under Supervisor assessment, click on Edit to change the evaluator, then select the new evaluator. Please note that it is only possible to change the evaluator for the supervisor assessment.
   
3. When you are done, click Save Changes. A confirmation message will appear. To confirm the change, click Save Changes.

Change an evaluator for all employees with this evaluator

1. In the process monitoring board, click on the ellipsisof the desired ongoing process and select Change evaluator.
2. In the window that opens, under Supervisor assessment, click on Edit to change the evaluator, then select the new evaluator. Please note that it is only possible to change the evaluator for the supervisor assessment.
3. When you are done, click Save Changes. A confirmation message will appear informing you that this evaluation will be the only one affected by this change, unless organizational structures have been modified in the system. In this case, the information will be automatically taken into account during the next evaluation.
4. To confirm the change, click Save Changes.

If you have received an email informing you that one or more performance reviews have been assigned to you, please follow these steps to complete them. 

1. In Folks, navigate to the performance review module (Career Development > Performance).
2. Under Evaluations to complete, you will find all the evaluations you need to complete. Click on the name of the person to be reviewed in the appropriate section.
   • Your employees to evaluate (visible to managers only) - Reviews of employees under your supervision (see Completing an Employee's Review).
   • Your peers to evaluate - Reviews of colleagues assigned to you.
   • Your self-evaluations to complete - Self-evaluations you need to complete.
3. In the window that opens, fill out the evaluation form.
4. When you are finished, click Save if you wish to complete the review later, or Submit to send it immediately.

Completing an Employee's Evaluation

The employee evaluation is how a manager can review their employees in Folks. Here you will learn how to evaluate your employees, review the evaluation criteria, add comments and goals, and save or submit the reviews. Follow the instructions to successfully carry out this essential human resources management process.

In the employee evaluation form, you will find the following elements:

• Evaluator's Toolbox
• Overall Rating (if requested)
• Supervisor's Evaluation
• Goal(s) Set by the Supervisor
• Evaluator's Comments
• Attachments

The form will only be valid once finalized by the evaluator, once they have clicked the Submit button. The form will then be converted into a result that can be viewed by clicking on the employee's ellipse.

In order to complete a performance review assigned to another user, you must first have the appropriate user right. To find out how to assign this user right, please refer to the article How to give a user the right to complete a performance evaluation assigned to another user.

To select the evaluation to be completed, go to the Process Monitoring page. In the Process Monitoring section, click on the chevron to open the process in which the evaluation to be completed is located. Locate the employee you need to evaluate and click the To-Do button.

Within the modal, click on the yellow Complete the evaluation button. You'll be able to complete the evaluation, save it and submit it when you're done.

This function, like most Folks modules, is based on the organizational structures assigned (visible) to the user. To enable the user to complete the evaluation of an employee he or she does not supervise, you must assign to the user the Complete evaluation instead designated evaluator right. This right is located in the Performance evaluation section at the bottom of the Role management or User creation pages.

You can add this new right within existing Security Roles or by modifying an existing user.

To generate final results, go to Career Development > Performance and click on the Results tab. Then, select the year to be calculated from the drop-down menu. Click Generate annual results.

When you click Generate annual results, a process will begin to calculate all employees’ final results. This process may take a few minutes, and you will have the option to request an email notification once the calculation is complete.

⚠️ Warning: When a calculation is in progress, it is not possible to restart it. You must wait for the process to finish before starting it again.

The final results will be displayed as one of the following three possibilities:

The calculation behind the assignment of the Final Result is as follows:

• For a Qualitative evaluation:
  In the evaluations that have been done during the year: Star is worth 1, Green is worth 0.5 and Red is worth 0.
  The results are averaged and assigned according to the following scale:
  0 to 0.49 = Red
  0.5 to 0.89 = Green
  0.9 to 1 = Star
• For a Quantitative evaluation :
  In the evaluations that have been carried out during the year, we convert the percentages into three categories:
  0 to 59.99% = Red (0)
  60% to 89.99% = Green (0.5)
  90% to 100% = Star (1)
  Next, we calculate the final result with the average of the converted results according to the following scale:
  0 to 0.49 = Red
  0.5 to 0.89 = Green
  0.9 to 1 = Star

Final results can be sorted by employee. This sorting allows you to see in order from best to worst or vice versa.

First, the final results must be generated. For more information on generating final results, see How to generate the final result for performance evaluations.

Next, you need to click on the final results header to sort in descending order, and click a second time to sort in ascending order.

Employees with the same final results (identical icon) will be sorted in order according to the average calculated to assign the rating. For more information on calculating final grades, read the article Possible results in the Final Result.

You can use filters to create customized views and reports. You can access filters by going through Carreer Development > Performance and clicking on the results tab. Filter options will be available by clicking on the funnel icon.
 

Using basic filters

1. Filter results by selecting the working site, department or position. 
2. Select process(es) as required
3. Click on the Apply button ➝ The menu will close and the results will be filtered according to the chosen parameters.

Using advanced filters

Advanced filters allow you to display results according to values

1. Click on the Qualitative Results + filter label or the Quantitative Results + filter label as desired.
   💡Tips and tricks: Qualitative and quantitative results can be filtered at the same time.
    
2. Select filter options by results type
3. Click on the Apply button ➝ The menu will close and the results will be filtered according to the chosen parameters.

Explanation of the results summary

The summary table functions the same as a calendar, it is based on your company's HR reference year. It displays the various processes, regardless of their frequency.

Employee column

In this column, you'll find the name and profile picture (if uploaded) of your employees. Only employees with at least one evaluation process are displayed, all other employees are hidden. You can click the employee's name of picture to display their information.

💡Tips and tricks: Employees are sorted alphabetically by default.

Process column

The second column contains all processes assigned to an employee.

Processes are sorted in order of frequency, from least to most frequent, so you can quickly distinguish between them. Probation processes are always listed first.

Calendar section

• All results are displayed in this section.
• When an evaluation is scheduled for a specific month, an indicator will appear in the corresponding column.
• When a result is entered for a process, it will be displayed in the corresponding cell.

⚠️ Warning: this is the result entered in real time for the evaluation. If not all supervisors have completed their entries, the result displayed will only take into consideration the completed evaluations.

The cells will be empty for occurrences in the months preceding the hiring of an employee and for the months preceding the creation of a process in the system.

Year's total column

The header of this column shows the HR reference year for the year selected. This column contains the total result of the process. It is an average of all evaluations during the year.

View a detailed evaluation of a specific employee occurrence

1. Click on a result to display detailed results by evaluator. A window will appear.
2. In the window, click on Consult the evaluation form to access the completed evaluation form.

The results of evaluation entries are represented in several ways:

1 - According to their type

• Qualitative: Represented by a circle or a star
  
   
• Quantitative: Represented by a percentage score
  
   
• Unaccounted for: Represented by a blue square
  
   

2 - According to evaluation status

Planned

This is a future occurrence, i.e. not yet triggered.

• Qualitative: Represented by a light gray shape
  
• Quantitative: Represented by the "%" symbol, also pale grey.
  

Completed

This is an occurrence for which the evaluation has been completed.

• Qualitative: Represented by a colored shape
  
• Quantitative: Represented by a percentage score
  
   

Not completed

This is a current or past occurrence whose evaluation has not been completed.

• Qualitative: Represented by a gray outline shape
  
   
• Quantitative: Represented by the symbols "-%".
  
   

💡Tip and ticks: You can complete a past occurrence by accessing the associated form on the Process Monitoring page. Click here to find out more.

3 - Result not shared with employee

When the result is not shared with the employee, the result is displayed in dark gray according to type.

 

The career development module allows you to document employee certificates and training costs, and receive automated reminders for renewals, if applicable.

A career management page also allows you to view the certificates of all employees, including training requirements, as well as the goals and career plan defined when associating certificates to employees.

Features and benefits

Careers and certificates

Create certificates to track obtain and/or renewal dates for each employee.

You will then be able to see the certificates to be renewed in the next 30 or 90 days on the home page. Expired certificates will also be visible on the home page.

An employee can also access the list of certificates to print or export it.

Training

Create trainings for one or more employees, entering all the information you need to calculate training costs and keep a record of the documentation received (receipts, documents, proof of assistance, etc.)

An employee can also send a training request to their manager for approval.

When adding or requesting a training, you can select the associated certificate or create a training without a certificate.

You can add certificates you want to keep track of in Folks, such as work permits or first aid courses, and associate them with each employee.

You can also use certificates to create a task with renewal, for example, background check validation.

Adding a Certificate

1. In Folks, navigate to the certificate creation form by going to Career Development > Careers and Certifications. Make sure you are in the certificates tab and click on the + Add button. 

2. On this new page, click on add a new certificate (just below the existing certificates). In the certificate creation form, complete the required information. Mandatory fields are marked with an asterisk. The other fields allow you to fill in and standardize the information in certificates and training.

   Certificate Field	Description
   Certificate*	Enter the name of the certificate.
   Recurrence*	Specify the frequency (days, months, or years) for certificate renewal or check the No renewal box. You may want to keep track of a certificate that does not require renewal.
   Training Fields
   Type of training	Add a category for reference (examples: Safety, Compliance).
   Required Hours	Enter the number of hours required to obtain the certificate.
   Eligibility	Eligibility refers to whether or not it is eligible for the 1% law or another law depending on your province. Folks HR will allow you to generate detailed reports on training that is eligible or not eligible for this law.
   Internal or External Instructor?	If a trainer is external, you can enter the trainer's name as well as the company providing the certificate, if you always do business with the same company or trainer.
   Instructor Cost	The trainer cost is the total amount of the invoice for the trainer, including all eligible expenses.

3. When you are finished, click Save at the bottom of the page. The certificate will be available to be associated with all employees (see Linking a Certificate with an Employee).

To edit or delete a certificate, simply click the pencil-paper icon to access editing for each certificate.

Calculating Costs Related to the Certificate

A certificate allows you to track the date of acquisition and/or renewal and to specify the trainer cost. You can calculate all costs related to a certificate by adding a training (you will need to select the associated certificate).

On the certificate creation page (Career Development > Careers and Certifications > + Add), select the employee from the dropdown menu and then check the certificates you want to associate with this employee.

• To add a certificate to an employee's file, you must check the box for the certificate and enter the date it was obtained. If the template for this certificate has a renewal period, the renewal date will be automatically adjusted when you click outside the field. If the certificate does not have a renewal, it will not be possible to enter a date as the note no renewal will be displayed.
• If you do not know the renewal date (or do not want to enter one), simply enter the date the certificate was obtained and delete the renewal date.
• You can also simply check the certificate without adding a date to specify that the employee must have the certificate but you do not know when they will obtain it. It is also possible to enter only a renewal date.

💡Tip: You can select the date by clicking on the calendar. The renewal date can be changed if the renewal period does not reflect the desired date.

When associating a certificate with an employee, the sections on the right allow you to add required courses, set career goals, and a career plan.

You can also attach a file such as a certificate or a career plan. However, we recommend adding the career plan on the career management page and the certificate in the training or the employee's profile to keep your attachments organized.

Certificates Summary Page

The certificate summary page (Career Development > Careers and Certifications) allows you to see all employee's certificates, when they were obtained, and when they need to be renewed. It also provides an overview of all employees requiring certifications.

You can use the search functions to filter the list or click on the column names to sort them. To display inactive employees, check the box above the table.

• By sorting this table by renewal date, part of your training plan is displayed. This allows you to plan the training to be given to each employee requiring a certificate.
• You can also search by certificate name, department, working site, position, and supervisor to see all employees who have received this certificate.

As an employee, you may have access to your list of certificates. Here are the possible actions on the page.

• Export
• Show/Hide

To access certificate attachments, go to the employee files or the training module.

Career Summary Page

The careers page (Career Development > Careers and Certifications, careers tab) provides an overview of certificates for all employees. If needed, you can quickly add certificates as attachments for each employee here, but we recommend adding them directly in the employee files.

To display inactive employees, check the box above the table.

This page provides a global view of all your employees, including their future aspirations within the company, their plan to achieve that aspiration, and which training and certifications they will need to obtain to reach that goal. 

• By hovering over the certificates required box, the name of each certificate required to achieve the objective appears. 
• By hovering over the certificates obtained box, you can see each certificate obtained and the date it will need to be renewed. 
• The courses needed column contains the training the employee needs to complete in order to achieve their career objective. This may include academic or professional training.
• The career goals column contains the goal the employee aims to achieve in the coming years. 
• The career Plan column contains the steps the employee needs to accomplish to achieve their career objectives. 
• The paperclip icon allows you to add or view attachments related to career management.

Here are the possible actions on the page.

• Print summary
• Export
• Show/Hide

You can submit a training request by following these steps:

1. In the header, click on the + Make a Request button and select Training.

2. On the request page, fill in the required information. Refer to your system administrator to find out what information should be entered in this form.

   Field	Description
   Name of Training	You have the option to select a certificate or create a training if it does not lead to a certificate. Select a certificate if the training you wish to take leads to a certification that your company tracks for renewal. Click on Create a Training to enter the training title when it is a training without certification.
   Type of Training	Enter the training category.
   Identification Number	Enter the identification number. Leave this field blank if you do not have this information.
   Eligibility	Specify whether you are eligible or not. Leave this field blank if you do not have this information.
   Start and End Date	Enter the start date and end date manually or display the calendar. You can also use the Add a Date Range button to add series of non-consecutive dates. The last end date will be used as the certificate acquisition date, if the training is linked to a certificate.
   Required Hours	Enter the number of training hours.
   Internal or External Instructor	Specify whether it is an internal or external instructor. If you select an external instructor, additional fields will be required.
   Instructor Cost	Enter the instructor's cost. Leave this field blank if the instructor is internal.
   Travel Cost	Enter the travel cost. Leave this field at 0 if this information is not yet available.
   Other Costs	Enter any other costs related to the training.

3. If desired, you can add comments and attach files to your request. Refer to your organization's requirements.
4. When you are finished, click Save Data.

You will be able to edit your request if it has not yet been approved, or simply view your requests from the home page.

Once submitted, your request will automatically send an email to your immediate supervisor and other relevant individuals to notify them of your request. When your request has been processed, you will receive an email indicating whether it has been approved or denied.

You can add the different trainings that employees have completed, whether or not they are linked to a certificate, in order to calculate all associated costs.

1. Navigate to the training creation form by going to Career Development > Training. Click on the + Add button. 

2. In the training creation form, fill in the necessary information, making sure to select the employee(s) from the employees list on the right. If you do not know some information, you can always come back to it later.

   💡Tip: To select multiple employees, hold down the Ctrl key.

   Field	Description
   Name of Training	Select the associated certificate or enter the training title. If a training is linked to a certificate, some information previously entered during the certificate creation will be automatically added when the certificate is selected from the list of available certificates. You can modify this information as needed, for example to adjust costs according to the number of selected employees.
   Type of training	Add a category for reference in order to generate reports (examples: OHS, Onboarding, Compliance, Other).
   Identification number	Optional, but useful for generating reports by training. Trainings become easier to identify and find with sorting.
   Eligibility	Eligibility refers to whether or not it is eligible for the 1% law. Folks HR will allow you to generate detailed reports on trainings that are eligible and not eligible for this law. This option is only available for companies with Quebec as the province in their company file.
   Department	Used to filter employees in the employee list on the right. Attention! You cannot select an employee in one department, change department, and then select a second one. The employee selection is cancelled when changing departments.
   Start and end date	Enter the start date and end date manually or display the calendar. You can also use the Add a Date Range button to add series of non-consecutive dates. The last end date will be used as the certificate acquisition date, if the training is linked to a certificate.
   Required hours	What is the duration of the training in hours? This is used to calculate the wage cost of the trainer and participating employees.
   Internal or external instructor?	Specify whether it is an internal or external instructor. If you select an external instructor, additional fields will be required.
   Instructor cost	Divided cost (15 hours at $20 = $300 divided by the number of participants (e.g., 3) = $100 per person). Other instructor costs (e.g., provided meals, preparation, equipment).
   Travel cost	Additional expenses you incurred for the travel and accommodation of employees participating in the training. The costs entered here will be divided among all employees who attended the training ($100 / 10 participants = $10/participant).
   Other costs	This section contains additional expenses paid per employee. If the costs entered here are individual amounts associated with each employee, you can enter the additional cost in these fields. If you want global costs to be divided equally among all employees rather than costs specific to each employee, you can click on the Other costs in depth button, which will display a single field for all participants.

3. If desired, you can add comments and attachments to the training. These items will be applied to all selected employees. Attachments are particularly useful if the training is eligible for the 1% Law, since you can keep here all documents proving the training, such as the course plan, attendance sheet, etc.
4. When you are finished, click Save Data. The next renewal date will be updated for the selected certificate (if applicable). If you have the hourly wage entered in the profile, the information will appear in the training list. The total cost will also be calculated.

To edit or delete a training, simply click on the edit icon in the training list. When you edit an entry or add an attachment, the changes are applied to all selected employees.