Human Resources

Department

PPF- Performance Planning Form (2018-19)

Instructions: This form is geared tow ards SMART objective setting of an Executive having KPI’s. Individual level objectives should be aligned
w ith Department/Divisional Goals in consultation w ith the respective line manager and GH/RM (If Applicable). Upon filling up and signing off by the
respective Executive, the PPF w ill be handed over to the concerned line manager and GH/RM (If Applicable) for sign off and w ill then be shared
w ith Section Head /Initiator w ith a copy submitted to the HR department making it the foundation for performance evaluation, at the conclusion of
the period under review .
Executive Information (Line Manager)
Exec.
Nam e: Exec No: Name:
No:
Dept: Division: Div/Dept Title/Grade
Title: Grade: (Geographical Head / RM (North Region Only)
Location Exec No: Name:
Div/Dept Title/Grade

Rating Scale
SEE BE
Rating 1 81+ Rating 4 26 - 50
(Substantially Exceeds Expectations) Below Expectation
EE NA
Rating 2 66 – 80 Rating 5 0 – 25
(Exceeds Expectations) (Not Acceptable)
ME NR Not eligible for
Rating 3 51 – 65 N.R.
(Meets Expectations) (Not Rated) rating

I. PERFORMANCE OBJECTIVES: The Executive should clearly indicate Points Tim e Frame
Allocated
objectives, what, how and when, after consultation with the line manager (Out of 70)
and Geographical heads or Regional Managers for Executives working in Jul-Dec Jan-June
North Region only. (Marks-70)

II. DEVELOPMENT OBJECTIVES REVIEW: This section should include Points Time Frame
executive development activities to be carried out in line with job Allocated
(Out of 10)
responsibilities in the upcoming year. Clearly indicate the activities Jul-Dec Jan-June
covering what, when and how.

Executive Line Manager Geographical Head

Date: Date : Date :
 Human Resources
Department

III. COMPETENCIES & SKILLS: The executive must identify the prioritized target competencies in relation to his current/future
job roles for development during the year.
COMPETENCIES & Points
S.NO Developmental Initiatives. Allocated
SKILLS (Out of 10)

IV. CORE VALUES: All SSGC values are equally important. Based upon value specific desired behaviors each executive is
required to assess on-the-job behaviors and document them against each core value. However, Integrity is given higher weight
due to its controlling role.
Points
Demonstrated Behaviors (Examples Should be Related to Your Daily Allocated
S.NO CORE VALUES (Out of 10)
Work Life) Integrity : 2.5
Remaining: 1.5
1 Integrity 2.5

2 Excellence 1.5

3 Teamwork 1.5

4 Transparency 1.5

5 Creativity 1.5

Responsibility to
6 1.5
Stakeholders

Executive Line Manager Geographical Head

Date: Date : Date :