Personal annual plan for the year: 2019 Job grade 1-9

Division: BAM International bv Region / department: Projects

Employee: Ade Tedi Function: Subcon Manager

Job category: Date of birth: tba

Manager: Mark Lester Ramirez Role: Subcon Manager

Planning meeting:30/09/19 Review meeting: 08/11/19 Appraisal meeting: 13/12/19

Performance objectives Indicator Target Result Appraisal

(This primarily refers to performance objectives
based on the job profile. The guideline is to
formulate not more than six objectives).

Financial

Managing subcontractor
Percentage of
100%
subcontractor/vendor/supplier
package which were
completed/delivered within the
agreed period

Percentage of
95%
subcontractor/vendor/supplier
package within budget upon
completion.

Percentage of
95%
subcontractor/vendor/supplier
package which meet the agreed
quality requirements upon
completion/delivery.

Client

Building long term relationship with internal and >6

Score annual satisfaction survey
external client
for performance of the Subcon
Manager

Number of meeting held with

Strengthening subcon relationship >3
subcontractor per package.

Doc: Personal annual plan job grade 1-9.doc

 Internal Processes
Annual safety inspection score
Safety Awareness >8

Percentage reduction of printed

Reducing wastage 85%
documents for distribution.

Maintain subcontract package

Percentage of subcontract
98%
package (RFQs, RFPs, RFIs,
Price, delivery, terms and
conditions, specs, plans).

Learning and Development

Transferring knowledge Number of presentation on 2

subcontract execution to the
team

Mentoring Train one (2) Package Engineer, 2

to be independent in packaging
for subcontract.

Score: 0 = target not achieved; 1 = on target; 2 = well above target.

Knowledge objectives Appraisal

(These agreements are only made if there are reasons to do so).

Score: 0 = not meeting job requirements: further development in indicated area required; 1 = as may be expected in this role;
2 = clearly exceeding job requirements: strength.

Competence objectives
(Choose a maximum total of ten competences which are relevant for a successful performance. Guideline is to
agree on a maximum of four competences from the job profile which need to be developed further). Apraissal

Professional behaviour

Mental agility
-

Leadership
-

Entrepeneurship
-

Cooporation
-

Score: 0 = not meeting job requirements: further development in indicated area required; 1 = as may be expected in this role;
2 = clearly exceeding job requirements: strength.

Actions agreed based on review meeting

Date Action Outcome

Doc: Personal annual plan job grade 1-9.doc

Conclusion of appraisor

Summarising appraisal score:

E = has not performed satisfactorily and will need to make every effort to meet the requirements
D = has not (yet) performed satisfactorily and will need to improve on various points
C = has made a contribution which was in line with what was expected and performed satisfactorily
B = has made a valuable contribution and exceeded the requirements for the job
A = has made an exceptional contribution and performed at a very high level

Conclusion / comments of employee

Signed on Appraisor
Employee Second appraisor

Other development aspects (Points for development and attention in the area of knowledge, experience and competences
which are relevant for the future of the employee, for example, to prepare for a different role within our organisation. These
points (often based on the PDP) are taken into account for coaching needs but not for the appraisal of the current role.)

Doc: Personal annual plan job grade 1-9.doc