Concept: Backdating Employee Segment Data
Any employee record changes you make reflect on segment dashboards from the next survey round, and they don’t affect historical data on dashboards. If an employee moves to a new manager, their old responses remain with the old manager, while latest scores move to the new manager.
Backdating the segment values of an employee increases the amount of historical data that the employee contributes to the segment. You can decide how much retroactive data should move by setting a validity date. By moving scores and comments to a new segment, you also withdraw them from the original segment the employee was part of.
You can backdate employees individually or in bulk, using a data upload or directly on Peakon.
Considerations
Consideration | Description |
|---|---|
Data accuracy | Avoid backdating employees to a time that doesn’t reflect reality. |
Validity date | Opt for the Custom date option and backdate the employee to the day before a specific survey start date. Example: if the survey started on 1st November, backdate the segment value for the employee to 31st October. Only use Start date to backdate something to the start of time. |
Confidentiality | Backdating can be a risk to confidentiality, especially when backdating a small group of people, or even a single person. |
Survey frequency | Higher survey frequency will reduce the need to backdate if you update your employee records frequently. |
Focus areas & strengths | Backdating doesn’t recalculate the existing focus areas and focus segments. Focus areas calculate at the end of each survey round. |
Attribute configuration | It's always possible to add more attributes and backdate their values to populate the new segments retrospectively, as though they were always there. |
Historical movement | It's not possible to undo backdating, because you lose the historical segment movements of employees between segments. |
Best Practice
We don't recommend backdating as the standard practice, when a new manager takes over a team. The old feedback might not be relevant or actionable to the new manager, and it could contain sensitive information intended for the previous manager. Consider whether providing access to historical data aligns with employee expectations and your communication on survey results handling.
Excluding old scores from a new manager's dashboard also ensures that the scores that they can see accurately reflect their own effort.
If the new manager needs historical context of their new team, you can export the old manager's dashboard, segment heat map and comments before the change in managerial lines.