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Employee name: Job and Role/Current Stage: Reviewer/Line Manager:

Assignment/Project Description:

Assignment/Project Objectives:

Employee Position in Project:

Employee’s Key Deliverables &Responsibilities:

Review period (dd/mm/yyyy) : -

GOVERNANCE guiding principles for Assignment/Project Review (APR)

› APRs recommended to be conducted for employees in Common core taking part of assignments/projects that- Constitutes minimum 50% of a full time employment.- Has a length of minimum 1 month.

› Project manager responsible for APRs are being conducted.– Small project: Project manager typically to conduct APRs for all employees involved.– Large project: Project manager typically to appoint additional reviewers if considered necessary to cover allemployees involved.

› Reviewer to be decided prior to assignment/project start. Project Managers to be reviewed by Key AccountManager (KAM).

› APR to be filled in, presented to employee in assignment/project and given to employee’s line manager no laterthan 2 weeks after assignment/project finalization.

› Contact local HR&O for any additional local instructions in line with these guiding principles.

BEFORE ASSIGNMENT/PROJECT START

› Reviewer fills in Assignment/Project information in the APR template, securing that Employee position in projectand Employee key deliverables & responsibilities is clear and understood by the employee.

AFTER ASSIGNMENT/PROJECT FINALIZATION

› When reviewer fills in employee’s performance in relation to the observable behaviors connected to Ericsson’s fivePrinciples:‒ Fill in observed behaviors and proof points for these five Principles in free text. The observed behaviors canindicate both strengths and areas of improvement.‒ Fill in performance assessment of the 5-grade scale for each of the areas of observable behaviors.

› When filling in the Assignment/Project summary:– Reviewer fills in Employee overall Assignment/Project evaluation by doing a combined weighting of theperformance assessment of the 5-grade scale for each of the areas of observable behaviors in the previous section.

– Reviewer fills in Most important strengths/achievements for employee based on the observed behaviors identifiedin the previous section.

– Reviewer fills in Most important development needs for employee based on the observed behaviors identified in

Web IPM - New Supplementary Comments http://onlineipm.ericsson.se/IPMGlobal/CoreIPM/SupplementaryCommen...

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the previous section.

– Employee fills in comments to their own performance in the project (strengths, areas of improvement, etc.)

STORAGE OF INFORMATION

Assignment/Project Reviews are not to be stored centrally and will only be available to the closest concerned:

– Reviewer

– Employee reviewed

– Employee’s line manager

FivePrinciples Observable Behaviors Observations and Proof

Points Evaluation

CUSTOMER.FIRST

Efficiently captures and pro-actively addressescustomer issue and priorities;perceived as very analytical and knowledgeable inhis/her area of expertise

-Select-

Is perceived by customer as an authority andthought leader, someone that adds value to theirbusiness

-Select-

INNOVATE.EVERYDAY

Pro-actively contributes with innovative approachesand solutions to address relevant customer issuesand exceed project objectives

-Select-

Efficiently identifies and reuses knowledge, fullyleveraging global and regional expertise,experiences, and best practices

-Select-

SPEED.QUALITY

Focuses on the objective at hand, anticipatescustomer requirements and responds with clearsense of urgency; perceived as very responsive

-Select-

Takes timely actions to secure and continuouslyimprove quality of work

-Select-

EMPOWER.ACTION

Capable of simplifying complex tasks, providingclear priorities to effectively engage and mobilizekey resources across the organization

-Select-

Communicates effectively and takes timelydecisions

-Select-

PERFORM.TEAM

Pro-actively fosters an open environment for directand constructive feedback to continuously improveoverall performance; provides high quality coaching

-Select-

Skillfully leverages team and overall Ericssoncapabilities, across organizational boundaries, tocontinuously improve overall performance

-Select-

Assignment/project review SUMMARY

Employee overall assignment/project evaluation (Mandatory)

UnderPerforming

PartiallyPerforming

MeetsExpectation

ExceedsExpectations

ExceptionalPerformance


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Most important strengths/ achievementsfor employee

Most important development needs foremployee

The scale below should be used to measure assignment/project performance considering both goal achievement andbehaviors.

Under performing Partiallyperforming

Meetsexpectations

Exceedsexpectations

Exceptionalperformance

OverallPerformance

Overallperformanceinsufficient andgenerally belowexpectations.

Overallperformance isalmost in linewithexpectations.

Overallperformance isin line withexpectations.

Overallperformance isaboveexpectations.

Overallperformance at anexceptionally highlevel - well beyondexpectations.

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