VASHAM PERFORMANCE

MANAGEMENT REQUIREMENT
Performance Management Cycle
January
• Performance Appraisal (KPI &
Competencies Feedback) 2nd
Semester
• Set objective for PA 1st Semester
July – December
• Update objective continuously
• Continuously feedback from
superior thru 1 on 1s session.
For Performance Appraisal Period, you’ll get e-mail for
notify you when the period started.
January - June
• Update objective continuously
• Continuously feedback from
superior thru 1 on 1s session.
July
• Performance Appraisal (Individual
Objective & Competencies
Feedback) 1st Semester
• Set objective for PA 2nd Semester
DISCUSSION POINT: Scoring Component

For Individual Performance will be defined in 2 component :

Component Sr. Management Middle Junior Scoring
Management Management
Individual Objective 70% 75% 80% 1-5 based on self
(KPI) assessment, direct
report assessment,
skip report
assessment
Competency 30% 25% 20% 1-5 based on self
assessment, direct
report assessment,
skip report
assessment
Penilaian atas pencapaian sebagaimana tercantum dalam kolom Achievement dibandingkan dengan target yang ditetapkan pada saat penentuan KPI. Panduan dalam
menetapkan scoring :
1 : tidak perform
2 : kinerja belum mencapai target yang ditetapkan
3 : kinerja sesuai target yang ditetapkan
4 : kinerja melebihi target yang ditetapkan
5 : kinerja yang sangat baik dan jauh melebihi target yang ditetapkan
DISCUSSION POINT: PMS Weightage Performance
Rating

Level Indicator KPI Competencies

K Day to day operations

Senior Management J Projects/ Initiatives
People Development
I Day to day operations
Middle Management H Projects/ Initiatives
A. KPI consists of the following:
70% 30%
1. Day to day : Operational activities
2. Projects/ Initiatives : One time plan
execution
3. People Development : Development for
75% 25% Self or Team activity.

G People Development

F Day to day operations B. Competency consists of the following:

1. Values : DOLPHIN in daily behavior
Junior Management E Projects/ Initiatives 80% 20%
2. Job Competency* : Competency related
D People Development job and level

C
Operator B TBD TBD
*Will be available in the later stage
A

4
Section 1 : Home Page

Dashboard from
company/department/individual
objective to review status objective

KPI
 Section 2 : Langkah-langkah Penyusunan
KPI EXAMPLE
July
Result Measurement YTD Jan'20 Feb'20 Mar'20 Q1 Apr'20 May'20
Outstanding Exceptional
KPI Metrics Weightage Below Par (1) Par (2) Quality (3) Actual Actual Actual Actual Actual Actual Actual
(4) (5)

Recruitment fulfillment
10% 45% 55% 65% 75% 85% 77% 41% 49% 67% 67% 74% 78%
meet SLA

Quality of hire 10% 50% 60% 70% 80% 90% 82% 73% 75% 76% 75% 90% 86%

Number of Training Activity

10% 55% 65% 75% 85% 95% 38% N/A 13% N/A 13% N/A N/A
Fulfillment in 1 year

Average score of training

10% 1 2 3 4 5 N/A 4,17 N/A N/A N/A
activity’s feedback form 4 4

Feedback onboarding 10% 1 2 3 4 5 N/A N/A N/A N/A N/A N/A N/A

PR4 – Vasham Way 20% 1 2 3 4 5 0,3 1,5 1,5

1,50 1,50 1,50 1,50

PR5 – Project Growth 20% 1 2 3 4 5 0,3 1,05 1,05

1,05 1,05 1,05 1,05

TM Project 10% 1 2 3 4 5 N/A N/A 3 N/A N/A

3 3
Example to add KPI on system :
4 4. Employee and line manager can update achievement as well by
type your achievement

5. Write progress update on objective via Update(s), you can

5 attach your document to support your if needed and Click “Post”

As a manager their can give comment and feedback as well via update(s) section .

In Update(s) you and your team members can upload files of size up to 2MB each. Supported file formats are
.pdf, .doc, .docx, .jpg, .jpeg, .png, .xls, .xlsx, .ppt, .pptx, .txt, .csv to support your progress
Section 3 : Appraisals In Appraisals, Feedback evaluation
will divide into three stages:
Stage 1 :
Self –Assessment

Stage 2:
Direct Report Assessment

Stage 3 :
Skip Level Assessment

employee will get notification by e-mail for starting

the process on each stages based on role
Stage 1 : Self - Assessment
Give self - employee ratings ,Achievement and Key Action Taken in Goals Evaluation

2
Write your
Achievement
and Key Action
Taken on
Comments
Stage 2 : Direct Report Assessment
Superior can view self - employee ratings ,Achievement and Key Action Taken in Goals Evaluation

1
3
Before give rating on Goals, Superior
able to view goals history progress in
each goals. Click “view goals details”.
– Detail on next slide

2 4 Choose your rating between 1 – 5 for each question.

Write your 5
feedback on
Comments

6
Click Next to next question.
Stage 3 : Skip Level Assessment

1. Skip level assessment memberikan final

rating
2. Memberikan overall comment
Final Score
Person who can access Score
will depend on Role that we
set to employee :
1. Individual – only able to
see score for themselves
2. Superior – able to see
score for their direct report
only
3. Head of Department – able
to see score for all
employee in their
department/team
4. HR (Certain position)– able
to see score all employee

Overall score will based on

Feedback Score Competency and
Filter based on KPI after calibration
Position/Department/Job Level
Section 4 : Calibration
Based on the score among the cohort on the same title and level, all employee and score will be categorized
into low, medium, and high performance category

Filter based on
Management can move Position/Department/Job Level
employee from category to
another category
 Based on the score, the calibration
Report for Leader team (top management on each
division) will discuss on employee
9Box talent team
score and performance. The
calibration team then can move
Name, Position employee from on category to
and Score
another.
After the calibration team member
agreed, they can push the button
submit. Performance Management
team will receive the calibration
result.
Score performance and competency
Detail ranked and
will be crossed (y axis is competency
score
and x axis is performance). Then, we
get the complete performance profile
on each employee