Appraisals FAQs

An appraisal arrear is the difference between the old and new salary for the period between the appraisal effective date and the date it was actually processed. For example, if an employee's appraisal was effective from April but processed in June, the salary difference for April and May needs to be paid as arrears. Use the Calculate Appraisal Arrears screen to calculate and disburse these amounts.

Yes. Increment and appraisal letters can be generated using the Document Templates module. HRStop provides payroll-linked salary placeholders that automatically pull the employee's current and previous salary data into the letter template. Refer to: Salary Placeholders in Document Templates using HRStop Payroll Data.

Yes. Changes to appraisal settings apply to future transactions only. Existing appraisal records will not be affected.

Triggering creates the appraisal entry in the system. The employee's salary is revised only after the appraisal is published. Refer to: Managing Appraisals.

The Salary Update Type depends on the nature of the salary revision:

Assign New Salary Template - use this when the employee's salary structure itself needs to change. For example, when moving a trainee with a single stipend component to a full time role with a complete salary structure including Basic, HRA, and other allowances.

Update Only Salary of Employee - use this when the salary structure remains the same but individual component values need to be revised. For example, increasing an employee's Basic and HRA values without changing the components they are mapped to.

Enter Appraisal Percentage - use this when a standard percentage increment needs to be applied across the board. For example, applying a uniform 10% increment to an employee's current salary during an annual appraisal cycle.

Yes. Under Enter Appraisal Percentage, use Do not change amount of following components to select components that should remain unchanged, and Absorb Excluded Component Increment In to specify where the excluded increment amount should be adjusted.

No. An appraisal can be triggered for an employee even if no payroll has been processed yet, as long as a salary template is assigned and salary is configured.

Component Wise import is used when individual salary component values need to be updated directly for each employee. CTC Based import is used when only the CTC needs to be entered, and the system calculates component values automatically based on the salary template assigned to each employee.

Yes. Each employee in the uploaded file can have a different salary template, as long as the template and salary are already configured for that employee in HRStop Payroll.

No. Bulk import only triggers the appraisal and creates an entry for each employee. The salary is revised only after the appraisal is published. Refer to: Managing Appraisals

Publishing an appraisal applies the revised salary to the employee's payroll, effective from the date selected during triggering.

Yes. Unpublishing a previously published appraisal rolls back the salary revision, reverting the employee's salary to its previous state. The appraisal record itself is not deleted.

Unpublishing reverts the salary revision but keeps the appraisal record in the system. Deleting permanently removes the appraisal record entirely and cannot be undone.

Yes. Appraisals can be published in bulk by selecting multiple employee records on the Appraisals page and using the Publish action.

The Appraisal Details page shows a summary of the appraisal including designation, department, date of joining, status, effective date, new CTC, and last CTC, along with a side by side comparison of the employee's previous and new salary breakup.

No. The Appraisal Details page is read only. To make changes to an appraisal, refer to: Managing Appraisals

Click on the employee's name from the Appraisals list page to open their Appraisal Details page.

Click on the employee's name from the Appraisals list page to open the Appraisal Details page, then click the History button on the top right.

No. Only published appraisals are reflected in the Appraisal History page.

Yes. The Appraisal History page includes a CTC growth chart along with a complete salary breakup for each appraisal applied since the employee's joining date.

Arrear Period is the set of months for which the salary difference is calculated.

Arrear Payout Period is the payroll month or months in which this arrear amount is actually disbursed to the employee. These two periods do not need to be the same.

Example:

Consider an employee whose appraisal is effective from April, but is only triggered and published in July. The employee's salary from July onwards will already reflect the new appraised amount. However, the employee is still owed the salary difference for April, May, and June, since these months were paid at the old salary. This difference is the arrear.

Arrear Period: the months for which the salary difference is calculated - in this example, April to June.

Arrear Payout Period: the payroll month(s) in which this arrear amount is actually paid to the employee - usually the current cycle, such as July.

Some organisations prefer to split the arrear amount across more than one payroll cycle instead of paying it all at once. In that case, the same arrear amount calculated for April to June could be set to a Arrear Payout Period of July to August, and the system will split and disburse the amount across both months.

No. Once arrears are submitted, the values cannot be edited. Review all values carefully before submitting.

Yes, the Arrear Payout Period can span multiple months, allowing the calculated arrear amount to be split and disbursed across one or more payroll cycles instead of being paid in a single cycle.

Some organisations prefer splitting the arrear amount across multiple payroll cycles when the appraisal arrear amount becomes large, to ensure business continuity and control overall payroll expenses.

Consider an employee whose appraisal is effective from April, but the appraisal was triggered in July. Since the employee's new salary has already become effective from July, the company needs to pay arrears for the period April, May, and June.

If this arrear amount is large, the company may decide to split the payout across multiple months, for example July and August, or even spread it further across July, August, and September if required. The Arrear Payout Period can be configured to match however many months the company chooses, and the arrear amount will be split and paid accordingly along with the respective month's salary.

Yes, the Arrear Period allows selecting a specific range of months, so a company is not required to calculate the entire pending arrear period in one go.

Some organisations prefer calculating arrears in smaller batches rather than all at once, especially when reviewing or approving large arrear amounts in stages, or when only partial data is available for the full pending period at the time of calculation.

Consider an employee whose appraisal is effective from April, but the appraisal was triggered in July. This means arrears are pending for April, May, and June.

Instead of calculating arrears for all three months together, the company can choose to calculate arrears for only April and May now, by setting the Arrear Period to April to May. The remaining June arrear can then be calculated in a separate session at a later date, by setting the Arrear Period to June when ready.

Yes. The Calculate Arrears option on the Appraisals page allows arrears to be calculated together for all eligible employees who share the same appraisal effective date.

The Effective Date field acts as a filter. It identifies and includes only those employees whose appraisal was triggered with the selected effective date, so that arrears can be calculated together for this group.

Only salary components with a non zero arrear value are displayed as columns in the results table. Components with no arrear amount for any employee are automatically excluded.