PERFORMANCE APPRAISAL FOR THE YEAR – 2007

Employee Name:

Department & SBU:

Grade & designation:

Name of the Sub-Appraiser:

Name of the Appraiser:

Score Standard
Does Not Meet/ Does not meet Marginally meets/ Meets Completely meets Consistently Significant
Requires significant requirements Requires continuous requirements Requirements exceeds strength/
Development in some aspects/ development Requirements Outstanding
Requires development

1.0 1.5 2.0 2.5 3.0 3.5 4.0

Performance Achievement Review

Agreed objectives Weightage Degree of Score
Achievement

1. Team Objectives 20%

1.1
1.2
1.3
1.4
1.5

Sub-total Achievement of Team Objectives

2 Individual Objectives 55%
2.1
2.2
2.3
2.4
2.5

Sub-total Achievement of Individual Objectives

3 Average of General Performance Competencies 25%

Total Achievement of All - Weighted Average Score

General Performance Competencies (Please tick in appropriate score box for each parameter
below)

Job Responsibilities
Taking responsibilities to try all the best to do the job well, willing to take risks and additional duties . 1.0 1.5 2.0 2.5 3.0 3.5 4.0

Initiative –Self-starter
Demonstrating ability to think and act effectively & originating new ideas to improve working performance. 1.0 1.5 2.0 2.5 3.0 3.5 4.0

Customer Awareness

Demonstrating a strong willingness to help and serve internal and external customers to meet their 1.0 1.5 2.0 2.5 3.0 3.5 4.0
requirement.

Team Work
Able to work with other departments and employees, and to maintain good relationships. Aware of group 1.0 1.5 2.0 2.5 3.0 3.5 4.0
and departmental and corporate goals.
Job Knowledge
Demonstrates the knowledge and skills needed to perform the job. Understands the work 1.0 1.5 2.0 2.5 3.0 3.5 4.0
environments, the job requirements and customer requirements.

Quality & Efficiency

Demonstrates a commitment to quality and quality process. Consistently achieves agreed 1.0 1.5 2.0 2.5 3.0 3.5 4.0
upon results in the given time frames and gets things done in an accurate and thorough
manner. Produces work that meets standards.

Communication Skills
Communicates timely, effectively and directly with co workers and supervisors. 1.0 1.5 2.0 2.5 3.0 3.5 4.0

Energy Level

Exhibits a consistently high level of personal energy, and is able to generate a high level of 1.0 1.5 2.0 2.5 3.0 3.5 4.0
excitement and enthusiasm in others.

Cost Consciousness
Always keeps in mind, the impact of cost in all the work related activities (whether critical 1.0 1.5 2.0 2.5 3.0 3.5 4.0
or not) and gives suggestions for cost reduction.

Interpersonal Relationships
1.0 1.5 2.0 2.5 3.0 3.5 4.0
Maintains good and harmonious relations with all the employees (including superiors, subordinates,
colleagues etc.), customers, suppliers, etc.

Supervisory Roles

Staff Development/ Mentoring

Coaches and mentors subordinates with a view to developing their talents for higher responsibilities 1.0 1.5 2.0 2.5 3.0 3.5 4.0
and better performance. Sets high performance standards and holds employees accountable; gives
honest and constructive feedback; efficiently develops staff

Influencing Skills
1.0 1.5 2.0 2.5 3.0 3.5 4.0
Effectively uses a variety of approaches and techniques to communicate, gains commitment,and
causes others to perform at or above expectations.

Analytical/Conceptual Thinking
Recognizes sources of problems; absorbs new information easily; recognizes gaps in logic and
contradiction; develops effective solutions to problems.

Ability to Lead a Team

1.0 1.5 2.0 2.5 3.0 3.5 4.0
Fosters teamwork within department. Motivates his team and gets results by participative leadership.
Represents his team and inspires a positive attitude toward work.

Using Business Acumen

Ensures long-term business success by developing distinct strategies and translating them into clear & 1.0 1.5 2.0 2.5 3.0 3.5 4.0
practical operating plans. Identifies critical success factors in different business situations. Learning
from experience and applying these lessons to making the business more viable.
Summary-- Development Plan

A. Performance Review Comments by Appraiser

Instruction: Review the employee’s performance against the standard established. Analyze on quality, quantity
and methods. What job duties were handled particularly well? What job standards were not met?

B. Employee’s reaction to performance feedback

Instruction: Comments on employee’s reaction of interview. Be specific in description of the results.

C. Plan for Improvement and Development

Instruction: Both employee and appraiser have agreed for development/ training needs and development activities in order
to improve work results.

Development Needs:

Development Activities: By Whom:

Target Set Up Dialogue

Date Employee Appraiser HOD

Performance Review

Date Employee Appraiser HOD