Review Administrators are now able to add reviewers to complete a manager review for people who are not in your actual engage account. When adding a reviewer, you can no select from your own account or add a new user by entering in their email address. They will be able to complete the review by clicking on the link in their email. Keep in mind external reviewers will not be able to create goals for employees they are reviewing.

While creating anniversary or onboarding reviews, you will now be able to add employees to specifically be excluded even if they exist as part of your participants group. This new group allows you to better accommodate certain employees you do not want to be part of the review while being part of a group you do want to include.

When making a review cycle, you will no longer be restricted to a 3,5, or 7 scale and instead you will be able to select from any number scale from 1-10.

After creating an anniversary or onboarding review you can now edit the notifications that have been added. this will impact new users receiving that notification event going forward.

Going forward, we have clarified the language for employees while they are acknowledging their performance reviews and made it clear it does not mean an acceptance but instead only an acknowledgement.

After the manager review process ends, review administrators will now be able to see remaining notifications from the admin approval page to be able to complete them from there. These will only show if they are not completed by the managers yet to make it easier to see remaining blockers from employees being able to see their review results.

The participants export now include the date the review was signed off by each employee

Career tracks can now be edited after being created. Keep in mind, any existing reviews that reference employees will be preserved based on the competencies they had when the review was created

Everyone was so excited about having private questions in forms last release we got tons of feedback asking to make the entire form private from the form subject. When you make new forms you will be given the option to decide if the form should be private or not. If you elect to make it private, this will mean after being completed the subject of the form will not see any reference of it or receive a notification one was submitted.

We now include Employee ID and Company ID in the CSV exports for the custom report builder to make it easier to differentiate between employee segments.

The newest data element that can be selected in the report builder is now High Fives data. You can now compare things like reviews against the high fives someone has given out or received.

We made the decision to rename the existing Access Management section to Asset Management to better reflect the total resources available to the organization rather than just what people may have access to.

Organizations hoping to have an easy way to track certifications held by their employees now have a great new tool that gives them an ability to inventory and report on which certifications are held and potentially coming up on expiration and need to be renewed.

This new section allows you to determine if the certification expires on any given schedule, track specific fields associated with it, and hold a central repository for evidence collection in the event someone needs a copy that covers a certain coverage window.

This now allows employees to self submit their certifications and be approved by an administrator or have an administrator add certifications on any employees behalf.

We are happy to announce a whole new experience for Tasks in Engage! This new experience combines all the features everyone was currently using and adds these great new options:

Team boards are now created by adding certain departments, positions, etc. into the board which will now dynamically track members based on their details.

Board Admins can now edit and add their own custom fields they want to the task cards. They can decide the question type, if they are mandatory, and where they show up.

The swim lanes on each task board are now custom to each board and you can now create any of your own columns based on your desired workflows

Rather than seeing all of your employees task in a single board, you can now view each persons board directly by looking at your list of direct reports and selecting each of their task boards

Report to and reports to email are now visible in the CSV export for the individual goal export

The new dashboard experience creates a fresh new user experience while also allowing the option to customize your dashboard by dragging and dropping the items you care most about to the front and center of the dashboard to make sure you dont miss out on the things you care most about.

The employee profile has been similarly redesigned to allow more information to be readily accessible and visible to employees.

Rewards administrators can now decide if they want managers to have the ability to give out points to their employees that do not come from their high five amount. This new access also gives managers the ability to create challenges as a method to distribute those points given. They can decide how many points each manager receives by going to the rewards settings and adding each manager and their points they have to give out. These points are not eligible to be used by the manager themselves only to give out to their direct reports.

Rewards approvers now receive email notifications when custom items needing approval are redeemed. The email will contain the link directly to approve the reward redemption.

We have made it even easier to customize your desired rewards programs by giving you the option to disable the gift card catalog and the custom item catalog so now you have control over each potential gift catalog to only show the catalogs you want employees to see.

We have finished adding about 250 new virtual reward options leaving people with over 320 options for employees to decide on in our virtual gift card catalog

When making rewards deposits it will now be totally free when you decide to transfer via ACH.

When making challenges, you are now able to decide specific employees or teams of people along with the existing groupings you could choose from before.

For those admins looking to allow for more flexible feedback options in a survey, we have now added the option to select other on multiple choice questions which will give employees an option to enter in a response other than the options given to them.

The new Date type question in surveys will give you the option to force employees to select a specific date from a calendar as a response in a survey.

Compensation settings are now able to be configured per cycle rather than a standardized set. This means custom compensation statements per cycle and custom notification settings per cycle.

For hourly employees, previously, people who had higher standard hours were shown as if they made more than someone who had the same hourly rate but worked less hours. This has now been changed where the rates are now normalized so the hours worked will not impact an employees compa ratio.

When generating compensation bands, many people do not know a great high and low end target. You can now generate these values with AI which gets values based on those positions and position type for the United States.

There is now a new privilege added for messaging, this lets them view conversations in channels but not respond in the channel or send any direct messages themselves. People with access to direct messages will not be able to send messages to those without access. This is helpful for people looking to use it as a notification method to employees.

You will no longer need a review to have scorable questions to receive a score. You will be able to opt in to a feature that after submission will generate a sentiment score of the review for the employee based on all their responses.

We will be introducing a new type of conversation cycle which will enroll participants in compensation cycles based on their anniversary date or time in a current position. This is a great option for organizations managing compensation throughout the year as opposed to all at once.

Similarly, we are going to be introducing an extension of reviews that will allow you to run reviews annually or after a certain period of time in a new position

Company Administrators will soon have the ability to mass text their employees critical updates or alerts through the Paychex Flex Engage platform. Keep in mind, employees must verify their phone numbers to receive SMS Alerts.

Goals is being significantly improved to allow for full approval workflows, additional permission sets, expanded functionality, and better overall reporting aiming to significantly improve the goals experience.