pms a overview

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Performance

ManagementSystem

An Overview An Overview

OIL PMS



Performance Management Philosophy

Performance Management Parameters

Illustration of Assessment Parameters

The System

The Appraisal Process

Addendum to PMS

The Evolving Scenario

OIL PMS



� Aligned To Company¶s Strategy.

� Assess Capabilities And Competence.

� Support Development Of Individual.� Facilitate Empowerment On A Continuous Basis.

� Prepare Leadership Pipeline.

� Synchronize Individual¶s Growth With Organizational Growth.

� Continuous Process Of Identifying, Measuring And Developing

Human Performance

OIL PMS



� Physical Targets Related To Functional / Business Areas.

� Behavioral Attributes

� Managerial Competence

� Views on Integrity and Sensitivity to Weaker Section

(Weightages Vary With Levels)

OIL PMS



Business Targets

� Reserve Accretion (total HC)

� Drilling Meterage

� Hydrocarbon Production� Quality of Products

� Environment Management

� Safety Performance

� Cycle Speed

� Budget Utilization / Cost Control

� Training Performance

(A Few are Pre-Agreed for Assessment)

OIL PMS



Behavioral Attributes

� Team Work & Cooperation

� Change Orientation, Flexibility / Adaptability

� Customer Focus

� Initiative & Drive

� Performance Orientation & Accountability

� Interpersonal Relationship Skills

� Honesty

� Integrity

OIL PMS



Managerial Competence

� Planning & Organization

� Problem Analysis & Decision making

� Job Knowledge & Competence� Control & Supervision

� Resource Management

� Delegation

� Quality Of Work Output

� Cost Consciousness

� Ingenuity� Development of Self / Subordinates

OIL PMS



� Annual Assessment Cycle ( Financial Year)

� Finalization Of Targets / Assessment Parameters

� Jointly By Appraiser / Appraisee� Physical / Business Targets

� Time Bound Assignments.

� Behavioral / Managerial Attributes

� Beginning Of Assessment Period.

� Mid Term Reviews And Feedback

� Annual Appraisal

OIL PMS



� Mid-term review by Immediate Superior (IO)

�Focus on Mid-term Achievements vis-à-vis Targets.

� Mid course corrective measures for delays / shortfalls

� No Ratings done.

� Targets modified, if warranted by circumstances.

� Feedback To Appraisee

Mid Term Review

OIL PMS



Self Appraisal:

� Submitted By Appraisee

� Achievements vis-à-vis Business Targets

� Time-bound assignments

� Role played in above

� Status of the assignments (at the time of reporting)

� Assistance / Guidance received from Colleagues / Seniors.

� Difficulties / Constraints faced.

� Training during the year (In-house / In-country / Overseas)

� Future Needs For Development.

(This Inter-alia Forms a Basis For Performance Assessment)

Annual Appraisal

OIL PMS



� Multi Stage Assessment depending on Levels

- Initiation / Review / Next Stage Review

� Performance Evaluation Initiated Based On Self Appraisal

� Each Stage of Evaluation Time Bound

� Minimum Duration of Service Required for Assessment

� Comments And Ratings By IO Communicated.

� Appraisee Free to Dissent / Appraiser to Record Reason

� Reviewer / Next Stage Reviewer Moderate

Appraisal By SuperiorsOIL PMS



� Five Point Rating Scale: ³5´ - Highest and ³1´ - Lowest.

� Fraction of 0.5 may be awarded

� No points like 3.4, 3.6, 3.9, etc. are permitted.

The scale definitions:

5 - ³Outstanding or significantly exceeds performance standards´

4 - ³Above Average or Exceeds performance standards´

3 - ³Highly Satisfactory or Meets performance standards´

2 - ³Satisfactory or Marginally meets performance standards´

1 - ³Unsatisfactory or Fails to meet performance standards´

Rating Scale

OIL PMS



The Weightages Of IO, RO, SRO & NSRO For Different Grades :

GRADESGRADES IOIO RORO SROSRO NSRONSRO TOTALTOTAL

H & IH & I 4040 3030 3030 -- 100100

D,E,F & GD,E,F & G 3030 2525 2525 2020 100100

A,B,C,C1 A,B,C,C1 4040 3030 3030 -- 100100

� At Least 03 Appraisers Needed To Initiate / Review For

Moderation Of Scores.

Weightages of Ratings

OIL PMS



� Strengths and Weaknesses Discussed

� Development Needs Identified

� Job Rotation Need Identified (HR Custodian)

� Training Requirements Prescribed (TNI)

� Adverse Remarks / Counseling

Feedback / Counseling

OIL PMS



Department of Public Enterprise (DPE) vide its OM No. 2(70)/08-DPE(WC) dated 26.11.2008 prescribed that

Quote

³Each CPSE would develop a robust and transparent PerformanceManagement System. CPSEs would adopt ³Bell Curve Approach´ in

grading the officers so that not more than 10% to 15% executives are

³Outstanding/Excellent´. Similarly, 10% of executives should be

graded as ³Below Par´. Some CPSEs already have a PMS and other

will have to frame a robust and transparent PMS to be able to pay

PRP´

Unquote

Addendum to PMSOIL PMS



Looking Back, We Ascertain«.

� Performance Appraisal Process In OIL - A Healthy System

� Utilized To

� Evaluate The Individual Performance� Identify Their Development Needs,

� Assess Job Enrichment Requirement

� Affect Inter & Intra Departmental Rotation

� Decide on Annual Increment &

� Assess for Career Progression

Addendum to PMSOIL PMS



� APR Scores Across Departments And Grades Normalized

� Compensates for Difference in Assessment Pattern.

� A Comparable Relative Performance Metric Created for

Each Grade To Fit In A Bell Curve.

� Performance Related Payments (PRP) made Based onFitment in Bell Curve

Addendum to PMS

Bell Curve Approach



PMS IN OIL ± AN EVOLVING PROCESS

A Robust & Healthy PMS In Place

Periodic Reviews To Update / Keep Pace With Change

Measuring And Rewarding Performance - A Key Requirement(2nd PRC)

Time & Objectivity Of Assessment Extremely Critical

Need To Transform Current PMS To On Line System

Internal Task Force / TrainingReputed Consultant For Upgrading (BSC Based) PMS

Going On-Line

OIL PMS

pms a overview

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