STRICTLY CONFIDENTIAL

PERFORMANCE APPRAISAL FOR MANAGERS

SECTION A
A-1 Employee Details:
Name:
Designation:
Date of Joining:
Reporting Head:
Parallel Reporting Head (if any):
Reviewing Head:
Current Appraisal Date:

Employee Code:
Department:
Location:

Next Appraisal Date:

A-2 Appraisal Management: (To be filled by HR before filing the

completed Appraisal)
Year or Period covered
Is this appraisal completed?
Has the signed copy been filed?
Signature of the HR Manager:

From:
Yes

To:
No,
Date Completed:
Yes
No,
Date Filed:

A-3 Appraisal Procedure:

i.
ii.

iii.
iv.
v.
vi.

vii.

Before the appraisal, collect data regarding previous assessments, personal

data and all performance related information for the appraisal period.
The Reporting Head should specify the Key Result Areas (KRA) and the
respective Key Performance Indicators (KPI) for each KRA in the appraisal
form and hand it over to the appraisee.
The KRAs should be mentioned in the order of importance with respect
to the job profile.
The appraisee shall do the self-appraisal and submit the form to the Reporting
Head.
The appraisal interview should be fixed at a predetermined date, time and
place.
The Reporting Head and the appraisee should sit together and do the appraisal
and then forward the completed appraisal to the Reviewing Head. The rating of
the Reporting Head (in consensus with the appraisee during the discussion)
shall be final and will be approved by the Reviewing Head.
Commend the Employees achievement, discuss his/her areas of weakness and
propose plan of action for his/her developments.

viii.

The Form should be duly signed in the allotted space, by the appraisee,
Reporting Head and Reviewing Head before submitting it to the HR department.

A-4 Performance for each category is graded into the following

Outstanding
expectations.

5 points

Very Good
expectations.

4 points

Performance is exceptional and far exceeds

Consistently demonstrates excellent standards.
Performance

is

consistent

and

exceeds

Good
3 points
job requirements.

Performance is consistent. Clearly meets

Satisfactory
2 points
minimum requirements of the

Performance

is

satisfactory.

Meets

job.

Needs Improvement
1 point
Meets requirements of the job
occasionally.
Unsatisfactory
0 point
requirements of the job.

Performance

Performance

does

not

is

inconsistent.

meet

minimum

SECTION B
Assessment of Job Related Attributes
Please specify the points for each Job Related Attribute by referring to each
category specified in the table Section A 4. When completing the form, the
Reporting Head is required to support his/her points with comments in the spaces
provided for each category. Comments should be specific and explanatory.

S
No

Attributes

JOB KNOWLEDGE: The Assigned

roles and responsibilities are well
understood and delivered as expected.
Stays
current
on
industry
developments. Displays a high level of
technical competence /skill in area of
specialization.

Points
by
Self

Points
by
Reporti
ng Head

Comments by Reporting
/Reviewing Head

WORK QUALITY: Ensures that work

performed in the department is as per
the expected quality and standards.
COMMUNICATION
SKILL:
Communicates
and
presents
information effectively to all the
people concerned.

Performance Categories: Outstanding - 5 points; Very good - 4 points; Good 3 points;

satisfactory 2 points; Needs improvement 1 point; Unsatisfactory 0 point.

S No

Attributes

INTERPERSONAL SKILLS: Strives

to develop good relations with other
departments. Ensures teamwork and
co-operation amongst staff. Displays
effective interpersonal skills.

POLICY
COMPLIANCE:
Demonstrates integrity and good
work ethics in the companys best
interest. Actively promotes best
practices
that
save
company
resources and minimize wastage.

TIME DISCIPLINE: Punctuality to

work. Consistency in completing the
given task and delivering the results
on time.

GOAL ORIENTATION: Sets realistic

goals and walks that extra mile to
achieve the goals. Plans and
organizes work effectively.

LEADERSHIP/MOTIVATION
OF
STAFF: Is a positive role model for
subordinates, motivates staff to
perform better in all areas, delegates
responsibilities
to
subordinates
effectively, Ensures staff receive
timely feedback

PROBLEM SOLVING & DECISION

MAKING:
Helps
resolve
staff
problems on work-related matters,
Handles
problem
situations
effectively; Exhibits sound judgment
when making decisions.

Points
by
Self

Points by
Reporting
Head

Comments by
Reporting /Reviewing
Head

10

STAFF
TRAINING
&
DEVELOPMENT: Demonstrates an
interest in the career development of
staff within the department. Is proactive in training new hires and less
experienced staff
Total Score

SECTION C
Assessment of Key Result Areas (2012 - 13)
The Reporting Head should set Key Result Areas (KRA) in the order of their
importance, i.e. the most significant KRA with respect to the job profile should be
KRA1 and KRA5 should be of less significance.
The KRAs, if required can be split into Key Performance Indicators (KPIs)
Please appraise by specifying the points for each KPI with reference to the performance
categories
Performance Categories: Outstanding - 5 points; Very good - 4 points; Good - 3 points;
Satisfactory - 2 points; Needs improvement - 1 point; Unsatisfactory - 0 point.

Key Result Area

KRA 1:
KPI 1
KPI 2
KPI 3
KPI 4
KPI 5
KRA 2:
KPI 1
KPI 2
KPI 3

Point
s by
Self

Points
by
Reporti
ng
Head

Comments by the
Reporting /
Reviewing Head

KPI 4
KRA 3:
KPI 1
KPI 2
KPI 3
KRA 4:
KPI 1
KPI 2
KRA 5:
KPI 1
KPI 2
Total Score for KRA (Out of 100) <<To be filled by HR>> =

SECTION D
Key Result Areas planned for 2013 - 14)
I.
II.
III.

The Reporting Head and the Appraisee should sit together and plan for the
Key Result Areas (KRA) to be set for the next year / next period of appraisal
KRAs have to be mentioned in the order of significance and timeframe should
be allotted for the goals (KRAs) to be achieved
Key Performance Indicators (KPI) for the respective KRAs have to be set
alongwith the KRAs

S
No

KEY RESULT AREAS

TIME
FRAME /
WEIGHTAG
E

KRA 1:
KPI1:

KPI2:
KPI3:
KPI4:

KRA 2:
KPI1:

KPI2:
KPI3:
KPI4:

KRA 3:
KPI1:

KPI2:
KPI3:

KRA 4:
KPI1:

KPI2:
KPI3:

KRA 5:
/

KPI1:
KPI2:

Note: New KRAs with KPI can be added in the future.

SECTION E
Apprasiees Section
For the appraisee to share his/her comments and expectations.

What do you consider to be your most important achievements of the past

year? Please provide supporting documents, if any. (Example : Report ,
appreciation mails from your team members, Reporting Head, customers,
Managers & Business Heads etc)

What do you consider to be your most important aims and tasks in the next
year?

What action could be taken to improve your performance in your current

position by you, and your boss?

What sort of training would benefit you?

Technical :

Behavioral :

How much has your Manager supported / contributed to your success; any
significant learning from him?

What constructive comments would you have with regard to making your
department a better place? What were some of the barriers that prevented
your optimal performance?

What do you the like/dislike about CCTS?

What do you see on your future at CCTS?

Your contribution to achieve CCTS Vision & Mission?

10
Please read the statements below and respond: (To be filled by the
appraisee)
(I)

The ratings and comments in this appraisal are a fair and reasonable
assessment of my work performance and development needs
(a) Strongly agree

(b) Agree

(c) Not sure (d) Disagree (e)

Strongly

disagree
(II)

I believe that the goals set are fair and reasonable and I will try to
achieve them

(a) Strongly agree

disagree

Appraisee:

(b) Agree

(c) Not sure (d) Disagree (e)

Strongly

Reporting Head:

Signature

Signature

Date

Date

:
:

Note: (*) If the response of the appraisee is(c), (d) or (e) for questions in
section E8 the Reporting Head should either discuss and clarify the concerns of
the appraisee or rework on the appraisal, if required.

Managers Feedback and Recommendation

SWOT Analysis:
1

Strengths:

What quality does make this team member better than anyone else in the team?

What are the major strengths of this team member acknowledged by other
members of the team?

Weakness:
3

What should this team member avoid?

What are the areas he/she should improve on?

What behavior of this team member is seen by others as weaknesses? (Examples

unorganized workspace, too casual dress, poor time management.)

Opportunities:

Do the strengths of this team member open up any opportunities?

What are the opportunities that will arise by eliminating his/her weaknesses?

Threats:

What obstacles does this team member face?

Is there any change in the job or a change in the demand for the job that this team
member is doing?

10 Is his/her weakness a serious threat? If yes, how?

RECOMMENDATIONS:
11 What is your plan for the growth of this employee? Where (dept. & location) and
how do you think he /she will grow in SZITPL?

12 Your recommendations (please tick the right options):

Performance Grading:
Your assessment of the
Assesse
Outstanding
Excellent

Very Good

Good

Satisfactory

Normal

Yes

___ / ___ / ______

Ready for promotion:

If Yes, with effect from

No

Remarks
on
Promotion/added
responsibility:
__________________________________
___________________________________________________________________

12 Please include any additional comments you would like to make:

Signature of Reporting Head

Reviewing Head
Date:

Signature of
Date: