performance appraisal. (3)

8/14/2019 Performance Appraisal. (3)

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DEFINITIONS OF TERMS USED IN THIS FORM

Definitions for Terms Used in Section 2: Performance Factors

Annexure-014 SEHER-HR-014

PERFOMANCE APPRAISAL FORM

Name: Position:Department: Joining Date:

Current Location: Period Under Review:

DIRECTIONS TO THE APPRAISER

Annual Performance Review is based on objectively assessing individual employees performance against responsibilities,objectives and SEHER`s core values. They should then form the basis for setting future objectives and action plans and ultimatelyhave an influence on performance related pay.

1. The Appraiser/Supervisor should fill out the Objectives and Results column of section 1 of the form prior to forwarding it toeach Employee for self-assessment. The Employee should return the form with his self-assessment.

2. A meeting should be held between the Appraiser and the Employee to discuss his/her evaluations. The objective should be todiscuss his/her performance, provide recognition for good results and strengths, set a future work plan, assess his trainingneeds and provide counseling and motivation to improve where results fall short of expectations.Both the Appraiser and the Employee should sign on the form.

3. The HR will review and cross verify (through leave record; deliverables; and other sources)the performance appraisal and theperformance rating provided by the Appraiser.HR Section translates the performance rating into salary recommendation .Final

approval will be obtained from E.D4. Employee will provide his/her comments about the Appraisers Appraisal andprovide comments wheather agrees/disagrees

with it .Prospect of dissent will be treated by HR section, by cross verifying the whole appraisal.

5. The HR Section takes the necessary actions to implement the decision.

SCORING SYSTEM

E- Excellent 3.1 to 4.0(Increment15%)

Performance leaves little room for improvement:

Understanding is highly advanced with a high degree of commitment to SEHERsaims.

Tasks are always performed to the highest standards.

Behavior consistently exceeds the required standard.

G- Good 2.1 to 3.0(Increment10%)

Performance exceeds requirements: Strong understanding of the requirements and identifies with SEHERs aims Performance/task behavior meets requirements and usually exceeds the basic

standards. Behavior is consistent and usually exceeds the basic requirement.

S- Satisfactory 1.1 to 2.0(Increment5%)

Performance consistently meets job requirements. Adequate understanding and commitment to SEHER goals & objectives. Tasks are performed adequately. Behavior is consistent and does not exceed the basic requirement.

P- Poor 0 to 1.0 Performance does not meet requirements. Understanding is inadequate and theres little or no identification with SEHER

goals. Tasks are not performed or not to a satisfactory level. Standards are met; the team member cannot be relied on to perform consistently.


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Individual Traits, Behavioral Patterns Consistently Demonstrated In The EmployeesPerformance

Attitude: Interest in work, acceptance of supervision and general disposition towards others.

Acceptance of Responsibility and Initiative: The amount of additional responsibilities willingly accepted the degree ofsuccess in timely completion of required work and the extent to which performance barriers were removedindependently.

Flexibility: The ability to deal with different situations simultaneously and to shift from task to task without losingmomentum.

Leadership (If Applicable): Effectiveness in remaining people oriented and situation sensitive, in order to influence andmotivate subordinates to work towards assigned goals through mutually supportive relations.

Creativity: The ability to generate new ideas and techniques having a practical application.

Coping with Stress: The ability to cope with stressful situations in the work environment while maintaining normal jobeffectiveness

Personal Productivity: Output and quality of work in relation to time spent.

Appearance & Personality: Punctuality, attendance, conduct, discipline and grooming/appearance.

Integrity: Adherence to personal principles (including honesty) and the courage to uphold convictions.

Commitment to Personal Development: Able to demonstrate ongoing acquisition of knowledge & skills relevant to thejob , track record of identifying, addressing and pursuing own learning needs, and apply learning gained from a range

of activities e.g. experience as well as courses. Commitment to SEHER goal, vision, values: Demonstrates awareness, understanding, and acceptance.

Knowledge

Job Related: Demonstrated adequacy of knowledge required for job performance e.g. functional knowledge of newdevelopment tools and products, knowledge of new software and research in their area of expertise.

Developments in Profession: The extent to which the employee keeps himself updated on continuing developments inhis profession, and applies this to the job.

Work Management Skills

Planning: The ability to set specific goals and objectives and effectively plan the work required to attain them.

Organizing: The ability to organize own work and the work of subordinates into manageable activities.

Directing (If applicable): The ability to make sound decisions and to motivate employees to implement actions,providing guidance as required.

Controlling (If applicable): The ability to continuously monitor performance with established standards, identifyperformance deviations and to take corrective action to bring performance in line with requirements.

Problem Solving Skills

Routine Problem Solving: The ability to identify, define and solve problems which are well within the scope of the job.

Interpersonal Skills

Rapport With beneficiaries: Employees ability to identify and respond to the needs of potential and current customers.

Rapport with Peers: Consider cooperation with peers, success in building & maintaining respect and loyalty.

Conflict Resolution: Consider the employees ability to effectively manage conflicts among subordinates by allowing

differences to be constructively resolved rather than ignored, suppressed, or denied.Communication Skills

Written: Consider the employees ability to put his ideas across in writing

Verbal: Consider the employees ability to put his ideas across in speech


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SECTION 1: JOB RESPONSIBILITIES

The Supervisor should fill out the Objectives column; with reference to the objectives set mutually withthe employee for the previous period, and indicate the results in the Result column. This should be donebefore the form is given to the employee for self-assessment.

Score Key:

Excellent: 3.0 to 4.0 Good: 2.0 to 3.0 Satisfactory: 1.0 to 2.0 Poor: 0 to 1.0

Objectives (To be filled as per the

Job description)

Remarks Appraiser Score

EmployeeComments(Agree/Dis

agree)

1. Objective

2. Objective

3. Objective

4. Objective

5. Objective

6. Objective

7. Objective

Average Score

(Please Explain the point of dissent).


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SECTION 2: PERFORMANCE FACTORS

Please indicate assessment of performance with respect to the overall level of achievement.

Score Key: Excellent:3.0 to 4.0 Good:2.0 to 3.0 Satisfactory:1.0 to 2.0 Poor:0 to 1.0

Performance FactorsAppraiserScore

EmployeeComments

Agree/Disagree

3.1 Individual Traits, Behavioral Patterns Consistently Demonstrated in theEmployees Performance

3.1.1 Attitude

3.1.2 Acceptance of Responsibility & Initiative

3.1.3 Flexibility

3.1.4 Leadership (If Applicable)

3.1.5 Creativity

3.1.6 Coping with Stress

3.1.7 Personal Productivity

3.1.8 Appearance & Personality

3.1.9 Integrity

3.1.10 Commitment to Personal Development

3.1.11 Commitment to SEHER`s Goals, Vision, & Values

3.2 Knowledge

3.2.1 Job Related

3.2.3 Developments in Profession3.3 Work Management Skills

3.3.1 Planning

3.3.2 Organizing

3.3.3 Directing (If applicable)

3.3.4 Controlling (If applicable)

3.4 Problem Solving Skills

3.4.1 Routine Problem Solving

3.5 Interpersonal Skills

3.5.1 Rapport with beneficiaries3.5.2 Rapport with Peers

3.5.3 Conflict Resolution

3.6 Communication Skills


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3.6.1 Written

3.6.2 Verbal

Total Score(Please explain the point of Dissent)

SECTION 3: SCORE SUMMARYTo be filled by the Appraiser

Section # Number of Questions Total Score Average Rating

4.1 Behavioral Patterns

4.2 Knowledge

4.3 Work Management

Skills

4.4 Problem Solving Skills

4.5 Interpersonal Skills

4.6 Communication Skills

TTToootttaaalll

SECTION 4: ANNUAL PERFORMANCE PLAN

To be filled by the Appraiser

OBJECTIVES/MAJOR TARGETSCompletion

Date

Status Employee

Comments(Agree/Disagree)

(Please Explain The point of Dissent)


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SECTION 5: TRAINING NEEDS ASSESSMENT

Indicate what training and development is recommended for the employee based on Performance Appraisal &Planning

Training Needs Assessment Action Plans and Target Dates

6.1 Refresher Courses

6.2 Skill Development Courses

6.3 Others


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SECTION 7: PERFORMANCE SUMMARY

7.1 Appraisers Comments Date ___________

Position Title Name

Signature

7.1 Employees Comments Date ___________

Position Title Name

Signature

7.2 Confidential Assessment

(To be filled by HR Department)

Indicator/Criteria Score Increment

Job Responsibilities

Performance factor

Annual Plan

Total

7.3 HRs Comments Date ___________

Position Title Name

Signature

7.5 Summary Recommendations:To be completed by the HRD

Current Salary in Rupees

Recommendation for Increment in percentage

Impact on annual basic salary in Rupees

With effect from (Date)


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________________________________

Signature & Date, HRD Manager

7.6 Approval Authority

____________________ _____________________ ______________________ _____________

Name Title Signature Date

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