Appendix Viii

PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL GUIDE 2013

For manual calculation executive form
PREPARED BY:
GROUP HUMAN RESOURCES
1
TABLE OF CONTENT
PAGE
1.0 Introduction 3
2.0 Objectives 3
3.0 Performance Appraisal Forms 4
4.0 Introduction of Performance Appraisal form for (Executive) 5
5.0 Guide for filling out the Employee Performance Appraisal form 6 - 17
Part 1 Appraisees Particulars 6
Part 2 Performance Assessments 7 - 12
Part 3 Summary Results 13 - 15
Part 4 Individual Development Plan 16 - 17
2
1.0 INTRODUCTION
The format of Performance Appraisal provides the necessary tools to assist

leaders in conducting comprehensive and effective performance meeting with
their employees
2.0 OBJECTIVES
This guide has been written to assist each supervisor and manager in
obtaining the maximum use of the new performance appraisal format, while at
the same time making the appraisal process more easier and the most
important thing is to be in line with the departmental and organizational goals.
3.0 PERFORMANCE APPRAISAL FORMS

3
Group Human Resources had introduced two (2) forms of Performance
Assessment. Details of the forms are as follows;
No. Forms To be used for
1 Performance Appraisal for Executive Executive
(Grade 9 & above)
2 Performance Appraisal for Non- Executive Non - Executive
*For Restaurant Operation
No. Forms To be used for
1 Performance Appraisal for Executive (Grade 7 & above)
2 Performance Appraisal for Non- Executive (Grade 6 & below)
4
4.0 INTRODUCTION OF EMPLOYEE PERFORMANCE APPRAISAL FORM
FOR (EXECUTIVE)
The new performance appraisal process consists of four (4) major

components:
PART 1 Appraisees particulars
Subpart Performance Rating Guidelines

PART 2 Performance Assessments
PART 3 Summary Results
PART 4 Individual Development Plan
Subpart Scale for development plans
5
5.0 GUIDE FOR FILLING OUT THE PERFORMANCE APPRAISAL FORM
Auto fill by the system
Refer to Performance Appraisal form, page 1
Auto-Fill by System
6
It has three (3) sections:
Section Description Total

Score
(%)
1 Achievement of Key Performance Indicator (KPI) 10
2 Assessment of Results (What the individual achieved) 36
3 Assessment of behaviour (How the individual performed) 54
100%
Section 1 Achievement of Key Performance Indicator (KPI)
Section 1 Total Score To be completed Remark

(%) by
Achievement of Key 10 GHR (upon receiving Auto fill
Performance Indicator 3rd Quarter KPIs You can
(KPI) result from KPI view your
committee) KPIs result
For example: Refer to Performance Appraisal form, page 2

SECTION 1 : ACHIEVEMENT OF KEY PERFORMANCE INDICATOR (10%)
To be completed by Group Human Resources upon receiving final KPI's result from KPI Committee
ACHIEVEMENT OF KPI BONUS ENTITLEMENT (%) SCORE
Above 75% 100% Bonus 5
51% to 75% 75% Bonus 4
26% to 50% 50% Bonus 3
1% to 25% 25% Bonus 2
0% 0 Bonus 1
KPI score
Auto fill by the system You can view your KPIs result
Section 1 will be filled up by GHR upon receiving final Division / Department

KPIs year to date result from KPI Committee.
7
Subpart Performance Rating Guideline
New Performance Rating categories:

Rating Description Details explanation
Significantly Outstanding or exceptional performance, showing the best
5 possible results far exceeding the requirements of the position
Above Target and sustained over the review period. Seen by others as an
expert.
Above average performance. Accomplishments are very good
(superior) and are more than the standards required by the
4 Above Target position. Keen to accept changes and has own independent
judgement. Minimal guidance required, become increasingly
independent.
Performance meets all expected requirements of the position
3 On Target and conducted in a comprehensive manner.
Accomplishments are clearly in accordance with job demands.
Fairly dependant on superiors guidance.
Performance is below what is normally expected. Requires
2 Below Target improvement in one or more basic aspects of the work.
Accomplishments are below expectations demanded of the
job. Largely seeking superiors guidance.
Inadequate performance, does not meet the normal
Significantly Below requirements of the position and necessary improvement has
1 not been forthcoming. Consistently fails to meet expectations
Target
and standards in most areas. Nil to low level of ability.
Requires constant supervision.
8
Section 2 Assessment of Results (What the individual achieved)
Four (4) criteria to assess the employees achievement:
Section Criteria Sub criteria Total To be

Score completed by
2 1. Job Output / 1a 1d 20 Respective
Productivity managers or
2. Customer focus 2a 2d 20 supervisors.
3. Measurable outcomes 3a 3d 20
& Accomplishments
4. Adherence to 4a 4d 20
schedule
Grand Total 80
How to fill out & calculate criteria for Section 2:

SECTION 2 : ASSESSMENT OF RESULTS (WHAT THE INDIVIDUAL ACHIEVED) EMPLOYEE A
1 Job Output / Productivity STEP 1: Rate your employee, based on the criteria sets
1a 5 Resourceful, take action/suggest ideas/method to further enhance improvement.
1b 3 Able to sets priorities and tackles job assignments accordingly
1c 5 Fast learner and able to apply learning quickly.
1d 3 Steady and effective even under pressure, display confidence.
16 =Total STEP 2: 1a + 1b + 1c + 1d = 16 4
STEP 3: 16 / 4 criteria = 4
Achievement / opportunity for improvement:
STEP 4: To use this column to describe employee achievement or/and

describe the opportunity for improvement in order to meet the departments
goals. (Must link/relate with the criteria)
**Mandatory Field
STEP 1: To rate your employee;
You can start your assessment and give rating based on criteria listed in the form.
Please use scale 1 to 5.
Kindly indicate your score in each box.
STEP 2: SPECIAL NOTE for

Total your score by adding up all score given from 1a to 1d. E-Appraisal:
The score will be

auto calculated by
the system
9
STEP 3:
Actual Rating is an average total scores earned divided by number of
sub criteria.
For example:
Total score from 1a to 1d (16) divide by 4
Total score = 16/4
= 4 to indicate the score inside the box at right hand side of the
section
STEP 4:
Please provide comments as specific as possible on the employees
achievement and highlight opportunity for improvement.
An addition, you may also provide supporting comments for that ratings if
necessary.
To repeat the same action for criteria 2a until 4d
10
Section 3 Assessment of behaviour (How the individual performed)

Score completed by
3 5. Adherence to 5a 5d 20 Respective
organization value managers or
6. Communication 6a 6d 20 supervisors.
7. Leadership 7a 7d 20
8. Adaptability 8a 8d 20
9. Teamwork 9a 9d 20
10. Development 10a 10d 20
Grand Total 120
Refer to Performance Appraisal form, page 4 - 5 EMPLOYEE A

SECTION 3 : ASSESSMENT OF BEHAVIOUR (HOW THE INDIVIDUAL PERFORMED)
5 Adherence to organization value STEP 1: Rate your employee, based on the criteria sets
5a 5 Seeks to achieve results which are in the best interest of the organisation.
5b 4 Action and behaviours are consistent with words (Walk the Talk).
5c 5 Ensures that practices and procedures of the company is maintained and adhered to at all times.
5d 4 Conforms to organisation's vision, values & ethical conduct at all time.
18 =Total STEP 2: 5a + 5b + 5c + 5d = 18 4.5
Achievement / opportunity for improvement: STEP 3: 18 / 4 criteria = 4.5
STEP 4: To use this column to describe employee achievement or/and describe

the opportunity for improvement in order to meet the departments goals. (Must
link/relate with the criteria)
**Mandatory Field

STEP 2:
Total your score by adding up all score given from 5a to 5d.
11
STEP 3:
sub criteria.
For example:
Total score from 5a to 5d (18) divide by 4
Total score = 18/4
= 4.5 to indicate the score inside the box at right hand side of
the section.
STEP 4:
necessary.
To repeat the same action for criteria 5a until 10d.
12
PART 3 SUMMARY RESULTS
Below is a sample on how to fill out and calculate Summary Results.

PART III : SUMMARY RESULTS EMPLOYEE A
1 KPI score STEP 1: Auto-fill by the system
SECTION 2 : ASSESSMENT OF RESULTS (WHAT THE INDIVIDUAL ACHIEVED) (36%)
1 Job Output / Productivity 4
2 Customer Focus (100% Customer Satisfaction) 5
3 Measurable outcomes & accomplishments 5
4 Adherence to schedule/deadlines 5
STEP 2: Total rating of (section 2) /4 x 0.36
1.71
SECTION 3 : ASSESSMENT OF BEHAVIOUR (HOW THE INDIVIDUAL PERFORMED) (54%)
5 Adherence to organization value 4.5
6 Communication (Listening, processing information, communicates effectively) 5
7 Leadership (Instills trust, provides direction, delegates responsibilities) 5
8 Adaptability (Adjust To Circumstances. Think creatively) 5
9 Teamwork 5
10 Development (Team and Personal) 5
2.66
TOTAL SCORE (Section 1, 2 & 3)
Rating Scale Overall Performances
4.00 - 5.00 = Significantly Above Target A Excellent
3.50 - 3.99 = Above Target B Above Average
2.75 - 3.49 = On Target C Average
1.00 - 2.74 = Below Target D Below Average
STEP 4: Total your score by adding up all score from Section 1 to 3.
STEP 1: For Section 1

Please leave it blank, as GHR will finalise upon receiving final division/
departments KPI result from KPI Committee.

Total scores in section 2 divide by total criteria and then multiply by 36%.
For example:
Total score for Section 2 is 19.
= 19 X 36% = 1.71
4
= 1.71 to indicate the score in the space provided at right hand

side of the section.
13
Total scores in section 3 divide by total criteria and then multiply by 54%.
For example:
Total score for Section 3 is 29.5.
= 29.5 X 54% = 2.66
6

side of the section.
STEP 4: Total Score (Section 1,2 & 3)

Total Score from section 1 3 will determine the final result for the employee for that
year.
SPECIAL NOTE for

E-Appraisal:
The score will be

auto calculated by
the system.
14
After you have completed the Summary Results, then you have to fill up the
following column;
**Mandatory Field
STEP 5: This space is provided for

comments that the employee desires to
be included
STEP 6: Immediate managers /supervisors to **Mandatory Field

complete a brief summary of the employees overall
performance. Remember, to provide consistent
comments so that its tally with the overall rating scored
by the employee.
STEP 7: *OPTIONAL FIELD

IMPORTANT NOTE:
Supervisor to get the
manager/HOD concurrence
before discuss or confirm with
the employee on the result/rating.
STEP 8:
IMPORTANT NOTE:
Supervisor to get the
manager/HOD concurrence
before propose for employees
promotion.
SPECIAL NOTE for
E-Appraisal:
Once completed the whole

process, please print the
completed form and both the
manager / supervisor should
sign. Please return the
hardcopies to GHR
15
PART 4 INDIVIDUAL DEVELOPMENT PLAN

Individual Development Plan (IDP), help us to determine the development
needs to prepare the employees to be ready for next position.
The scale below will give an indication on how to further plan the IDP for the
employee.

Shows that Appraisee have the skills needed to be successful.
5 Master
Personal development never stop, continue to seek ways to
become better leader.
3-4 Beginning to Master Indicates that Appraisee possess the basics requirement, but
have skill that need to be develop.
1-2 Opportunity Means that there is much need for development and
immediate improvement.
Please take note that the above scale for development plans is applicable
only for PART IV.
PART IV : INDIVIDUAL DEVELOPMENT PLAN
What this Appraisee's Team Appreciates about him/her How this Appraisee could be even more effective
STEP 1: Immediate STEP 2: Immediate

Managers/supervisors to highlight Managers/supervisors to highlight
employees strength. employees weaknesses.
Going Forward # What are the short-term (next 12 months) and long-term (2-3 years) career interest of the appraisee?
# Indicate your thoughts on how this appraisee can be utilized going forward
Short-Term (next 12 months) Long-Term (2 - 3 years)
STEP 3: Short-term development

should be focussed on STEP 4: The long-term development is
supporting the achievement of actually an indication of what they are
business aspiring to. In supporting long-term
objectives and development of development, consider
competencies for the following:
the coming year. What could be learnt or developed in the
So, immediate managers / employees current role that could contribute
supervisors to highlight the short to their aspirations?
term development for the employee How could the development activities
benefit the service / organisation in the long-
term?
Managers are encourages to identify the career plan for employer for short
term (next 12 months) as well as long term (2 3 years).
16
EMPLOYEE A
Development Plan # List development priorities for all areas of performance, base on the development scale
By When (please one of the below)

Area's of Opportunity
Within 6 months After 6 months
ASSESSMENT OF RESULTS (WHAT THE INDIVIDUAL ACHIEVED) (36%) Rating Score
1 Job Output / Productivity 4
StepSatisfaction)
2 Customer Focus (100% Customer 1: Refer to Page 6,
5
Summary Result under the
3 Measurable outcomes & accomplishments
rating scored from each 5
criteria. = Rating is 4
4 Adherence to schedule/deadlines 5
ASSESSMENT OF BEHAVIOUR (HOW THE INDIVIDUAL PERFORMED) (54%) Rating Score 6 months 9 months
After 6 months
5 Adherence to organization value 4.5

6 Communication (Listening, processing information, communicates effectively) 5
7 Leadership (Instills trust, provides direction, delegates responsibilities) 5
8 Adaptability (Adjust To Circumstances. Think creatively) 5
9 Teamwork 5
10 Development (Team and Personal) 5 **Mandatory Field
Step 1: For example, the rating score for employee A, under the criteria no.1
is 4. 4 means beginning to MASTER.
Step 2: Priorities the overall development plan for the employee.
For example, the manager (appraiser) think that this is very important
criteria, so that he want the employee A to develop his skill on this
criteria urgently. So the manager expected/planned that the employee A will be

ready and improve on this criteria within 6 month.
Step 3: To tick in the respective column = within 6 months
Step 4: To apply the same method from criteria 1 until 10
Managers MUST fill up the respective space/column if the employees rating

score is between 1 to 4.99.
17
PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL GUIDE 2013

For manual calculation (Non-executive form)
PREPARED BY:
GROUP HUMAN RESOURCES
18
TABLE OF CONTENT
PAGE
1.0 Guide for filling out the Employee Performance Appraisal form 18 - 30
Part 1 Appraisees Particulars
Part 2 Performance Assessments
Part 3 Summary Results
Part 4 Individual Development Plan
19
1.0 INTRODUCTION OF EMPLOYEE PERFORMANCE APPRAISAL FORM
FOR (NON - EXECUTIVE)
The new performance appraisal process consists of four (4) major

components:
Subpart Performance Rating Guidelines

PART 3 Summary Results
PART 4 Individual Development Plan
2.0 GUIDE FOR FILLING OUT THE PERFORMANCE APPRAISAL FORM
Auto fill by the system
20
It has three (3) sections:
Section Description Total

Score
(%)
1 Achievement of Key Performance Indicator (KPI) 10
2 Assessment of Results (What the individual achieved) 31.5
3 Assessment of behaviour (How the individual performed) 58.5
100%
Section 1 Achievement of Key Performance Indicator (KPI)
Section 1 Total Score To be completed Remark

(%) by
Achievement of Key 10 GHR (upon receiving To leave it
Performance Indicator final KPIs result blank
(KPI) from KPI committee)
For example: Refer to Performance Appraisal form, page 2

To be completed by Group Human Resources upon receiving final KPI's result from KPI Committee
ACHIEVEMENT OF KPI BONUS ENTITLEMENT (%) SCORE
Above 75% 100% Bonus 5
51% to 75% 75% Bonus 4
26% to 50% 50% Bonus 3
1% to 25% 25% Bonus 2
0% 0 Bonus 1
KPI score
To leave this
space blank
Section 1 will be filled up by GHR upon receiving final Division / Department

KPIs year to date result from KPI Committee.
21
Subpart Performance Rating Guideline
New Performance Rating categories:

Significantly Outstanding or exceptional performance, showing the best
5 possible results far exceeding the requirements of the position
Above Target and sustained over the review period. Seen by others as an
expert.
Above average performance. Accomplishments are very good
(superior) and are more than the standards required by the
4 Above Target position. Keen to accept changes and has own independent
judgement. Minimal guidance required, become increasingly
independent.
Performance meets all expected requirements of the position
3 On Target and conducted in a comprehensive manner.
Accomplishments are clearly in accordance with job demands.
Fairly dependant on superiors guidance.
Performance is below what is normally expected. Requires
2 Below Target improvement in one or more basic aspects of the work.
Accomplishments are below expectations demanded of the
job. Largely seeking superiors guidance.
Inadequate performance, does not meet the normal
Significantly Below requirements of the position and necessary improvement has
1 not been forthcoming. Consistently fails to meet expectations
Target
and standards in most areas. Nil to low level of ability.
Requires constant supervision.
22
Section 2 Assessment of Results (What the individual achieved)
Four (4) criteria to assess the employees achievement:

Score completed by
2 11. Job Knowledge and 1a 1g 35 Respective
Productivity managers or
supervisors.
Grand Total 35

SECTION 2 : ASSESSMENT OF RESULTS (WHAT THE INDIVIDUAL ACHIEVED) EMPLOYEE A
1. Job Knowledge and Productivity
STEP 1: Rate your employee, based on the criteria sets
1a 5 Carry out assigned job responsibilities, meets goals and objectives
1b 5 Work consistently well organised, orderly and accurate
1c 5 Efficient and productive, follows rules, guidelines and policies
1d 5 Steady and effective, able to respond to urgent request while still meeting existing demands and deadlines
1e 5 Completes assigned task in a timely manner; meet deadlines for task assigned
1f 5 Comprehensive understanding of job duties and related work; demonstrates necessary skills and ability to perform
1g 5 Able to perform job duties without supervision, manage to get effective results from others
35 =Total STEP 2: 1a + 1b + 1c + 1d + 1e + 1f + 1g= 35 5
STEP 4: To use this column to describe employee achievement or/and

describe the opportunity for improvement in order to meet the departments
goals. (Must link/relate with the criteria)

STEP 2:
Total your score by adding up all score given from 1a to 1g.
23
STEP 3:
sub criteria.
For example:
Total score from 1a to 1g (35) divide by 7
Total score = 35/7
= 5 to indicate the score inside the box at right hand side of the
section
STEP 4:
necessary.
24
Section 3 Assessment of competency and behaviour
(How the individual performed)

Score completed by
3 12. Competency (Skills 2a 2g 35 Respective
and abilities) managers or
13. Behaviour 3a 3f 30 supervisors.
Grand Total 65
Refer to Performance Appraisal form, page 3 EMPLOYEE A

SECTION 3 : ASSESSMENT OF COMPETENCY AND BEHAVIOUR (HOW THE INDIVIDUAL PERFORMED)
2. Competency (Skills and Abilities) STEP 1: Rate your employee, based on the criteria sets
2a 5 Good written and verbal skills, body language, telephone and e-mail etiquette; and responsiveness
2b 5 Adjust/adapt (to change) with minimum disruption to productivity
2c 5 Communicate effectively with all levels, ideas logically developed and delivered
2d 5 Establish and maintain effective work relationships with colleagues; works harmoniuosly and effectively with others
2e 5 Courteous, exhibit a caring attitude, timely in responding to the need of others
2f 5 Identifies ways to continuously improve performance and functions effectively as a team member
2g 5 Able to identify problem and come out with effective solutions with minimal guidance and direction
35 =Total STEP 2: 2a + 2b + 2c + 2d + 2e + 2f + 2g = 35 5
STEP 4: To use this column to describe employee achievement or/and describe

the opportunity for improvement in order to meet the departments goals. (Must
link/relate with the criteria)

STEP 2:
Total your score by adding up all score given from 2a to 2g.
25
STEP 3:
sub criteria.
For example:
Total score from 2a to 2g (35) divide by 7
Total score = 35/7
= 5 to indicate the score inside the box at right hand side of
the section.
STEP 4:
necessary.
To repeat the same action for criteria 2a until 3f.
26
PART 3 SUMMARY RESULTS
Below is a sample on how to fill out and calculate Summary Results.
Refer to Performance AppraisalPART

form,IIIpage 4
: SUMMARY RESULTS
EMPLOYEE A
KPI score (10% from Performance Appraisal)
SECTION 2 : STEP
ASSESSMENT OF RESULTS (WHAT THE INDIVIDUAL 1: To leave
ACHIEVED) 31.5%it this space blank
1. Job Knowledge and Productivity 5.0
STEP 2: Total rating of (section 2) x 0.315
1.6
SECTION 3 : ASSESSMENT OF COMPETENCY AND BEHAVIOUR (HOW THE INDIVIDUAL PERFORMED) 58.5%
2. Competency (Skills and Abilities) 5.0
3. Behaviour 5.0
2.9
STEP 4: To leave it this space blank
TOTAL SCORE (Section 1, 2 & 3)
Rating Scale Overall Performances

4.00 - 5.00 = Significantly Above Target A Excellent
3.50 - 3.99 = Above Target B Above Average
2.75 - 3.49 = On Target C Average
1.00 - 2.74 = Below Target D Below Average

Please leave it blank, as GHR will finalise upon receiving final division/
departments KPI result from KPI Committee.

Total scores in section 2 divide by total criteria and then multiply by 31.5%.
For example:
= 5 X 31.5% = 1.6
side of the section
27
Total scores in section 3 divide by total criteria and then multiply by 58.5%.
For example:
= 10 X 58.5% = 2.9
2

side
STEP 4: Total Score (Section 1,2 & 3)

Total Score from section 1 3 will determine the final result for the employee for that
year.
After you have completed the Summary Results, then you have to fill up the
following column;
Appraisee's Comments
STEP 5: This space is provided for

comments that the employee desires to
be included
STEP 7: After the assessment meeting, both the

manager and the individual should sign, and
complete the form.
Name:
Appraisee's Signature Date Designation:
STEP 6: Immediate managers /supervisors to Appraiser's Comments
complete a brief summary of the employees overall
performance. Remember, to provide consistent
comments so that its tally with the overall rating scored
by the employee. STEP 8: The appraisal form should then be
sent to the Head of Department for
reviewing and further comment.
Name:
Appraiser's Signature Date Designation:
HOD's Comments
STEP 9: The Head of STEP 10: The Head of Department to

Department to recommend the sign and date the form.
employee for promotion. If
YES, tick accordingly.
Recommendation for Promotion: Head Of Department's Signature Date
YES Position: Grade: Name:
NO Designation:
28
PART 4 INDIVIDUAL DEVELOPMENT PLAN

Individual Development Plan (IDP), help us to determine the development
needs to prepare the employees to be ready for next position.
The scale below will give an indication on how to further plan the IDP for the
employee.

Shows that Appraisee have the skills needed to be successful.
5 Master
Personal development never stop, continue to seek ways to
become better leader.
3-4 Beginning to Master Indicates that Appraisee possess the basics requirement, but
have skill that need to be develop.
1-2 Opportunity Means that there is much need for development and
immediate improvement.
Please take note that the above scale for development plans is applicable
only for PART IV.
PART IV : INDIVIDUAL DEVELOPMENT PLAN
What this Appraisee's Team Appreciates about him/her How this Appraisee could be even more effective
STEP 1: Immediate STEP 2: Immediate

Managers/supervisors to highlight Managers/supervisors to highlight
employees strength. employees weaknesses.
Going Forward # What are the short-term (next 12 months) and long-term (2-3 years) career interest of the appraisee?
# Indicate your thoughts on how this appraisee can be utilized going forward
Short-Term (next 12 months) Long-Term (2 - 3 years)
STEP 3: Short-term development

should be focussed on STEP 4: The long-term development is
supporting the achievement of actually an indication of what they are
business aspiring to. In supporting long-term
objectives and development of development, consider
competencies for the following:
the coming year. What could be learnt or developed in the
So, immediate managers / employees current role that could contribute
supervisors to highlight the short to their aspirations?
term development for the employee How could the development activities
benefit the service / organisation in the long-
term?
Managers are encourages to identify the career plan for employer for short
term (next 12 months) as well as long term (2 3 years).
29
EMPLOYEE A
Development Plan # List development priorities for all areas of performance, base on the development scale
By When (please one of the below)

Area's of Opportunity
Within After
Rating Score 6 months 6 months
1. Job Knowledge and Productivity

5
Step 1: Refer to Page 4,
Summary Result under the rating
2. Competency (Skills and Abilities) scored from each criteria. =
5
Rating is 5
3. Behaviour
5
Appraiser's Signature Appraisee's Signature Head Of Department's Signature
STEP 5: Both the manager STEP 6: Again, The Head of

and the individual should Department will review the
sign the form final development plan and
sign the form.
Step 1: For example, the rating score for employee A, under the criteria no.1
is 5. 5 means MASTER.
Step 2: Priorities the overall development plan for the employee.
For example, the manager (appraiser) think that this is very important
criteria, so that he want the employee A to enhance his skill on this
criteria urgently. So the manager expected that the employee A will
be ready and improve on this criteria within 6 month.
Step 3: To tick in the respective column = complete within 6 month
Step 4: To apply the same method from criteria 1 until 3.
Managers MUST fill up the respective space/column if the employees rating

score is between 1 to 4.
The field is Optional if the employees rating score is 5.
30
31

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PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL GUIDE 2013

3.0 Performance Appraisal Forms 4

4.0 Introduction of Performance Appraisal form for (Executive) 5

Part 1 Appraisees Particulars 6

Part 2 Performance Assessments 7 - 12

Part 3 Summary Results 13 - 15

Part 4 Individual Development Plan 16 - 17

The format of Performance Appraisal provides the necessary tools to assist

3.0 PERFORMANCE APPRAISAL FORMS

No. Forms To be used for

1 Performance Appraisal for Executive Executive

(Grade 9 & above)

2 Performance Appraisal for Non- Executive Non - Executive

*For Restaurant Operation

No. Forms To be used for

1 Performance Appraisal for Executive (Grade 7 & above)

2 Performance Appraisal for Non- Executive (Grade 6 & below)

The new performance appraisal process consists of four (4) major

PART 1 Appraisees particulars

Subpart Performance Rating Guidelines

PART 1 Appraisees particulars

Auto fill by the system

Refer to Performance Appraisal form, page 1

It has three (3) sections:

Section Description Total

1 Achievement of Key Performance Indicator (KPI) 10

2 Assessment of Results (What the individual achieved) 36

3 Assessment of behaviour (How the individual performed) 54

Section 1 Achievement of Key Performance Indicator (KPI)

Section 1 Total Score To be completed Remark

For example: Refer to Performance Appraisal form, page 2

Section 1 will be filled up by GHR upon receiving final Division / Department

New Performance Rating categories:

Refer to Performance Appraisal form, page 2

Four (4) criteria to assess the employees achievement:

Section Criteria Sub criteria Total To be

How to fill out & calculate criteria for Section 2:

Refer to Performance Appraisal form, page 3

STEP 4: To use this column to describe employee achievement or/and

Kindly indicate your score in each box.

STEP 2: SPECIAL NOTE for

The score will be

To repeat the same action for criteria 2a until 4d

Section Criteria Sub criteria Total To be

10. Development 10a 10d 20

Grand Total 120

How to fill out & calculate criteria for Section 3:

Refer to Performance Appraisal form, page 4 - 5 EMPLOYEE A

STEP 4: To use this column to describe employee achievement or/and describe

STEP 1: To rate your employee;

Kindly indicate your score in each box.

To repeat the same action for criteria 5a until 10d.

Below is a sample on how to fill out and calculate Summary Results.

Refer to Performance Appraisal form, page 6

STEP 1: For Section 1

STEP 2: For Section 2

= 1.71 to indicate the score in the space provided at right hand

= 2.66 to indicate the score in the space provided at right hand

STEP 4: Total Score (Section 1,2 & 3)

SPECIAL NOTE for

The score will be

STEP 5: This space is provided for

STEP 6: Immediate managers /supervisors to **Mandatory Field