Professional Documents
Culture Documents
TRNG - PA Formats
TRNG - PA Formats
TRNG - PA Formats
Outstanding 5 Exceptional contribution well in excess of job requirements. Needs little supervision
Very Good 4 Better than average performance. Shows good development and potential
Good 3 Adequately meets requirements of job. Average performance and potential for development.
Average 2 Barely meets requirements of job. Needs improvement.
Poor 1 Does not meet requirements of job and has reached performance ceiling.
Indicate the rating from 1 through 5 which best describes the employee’s performance in each of the following
Categories.
RATINGS
BEHAVIOUR TRAITS
APRL- JULY- OCT.- JANUARY- TOTAL
JUN SEPT. DEC. MARCH
1. ATTENDANCE &
PUNCTUALITY
(Timely arrival ,leave planning,
Prior Approval, leave schedule,
Etc.)
2. PERSONAL CLEANLINESS
(Wearing ID Card, trimmed
hair and nails,clean dress,etc,)
3. JOB KNOWLEDGE
Understands what he is doing.
Handles changes easily and
Learns new things
Knows principles and methods
Of His job process/system
4. ATTITUDE
Willing to work hard,assume
Added responsibility,plans and
Meets schedules and commit-
Ments, Produces reliable
Results.
5. MOTIVATION
Shows strong desire to accomp-
Lish things, Possess ‘self’
Starting ability,Performs job
With minimum amount of
Supervision, Ability to over-
Come obstacles, Strong desire
To rise to top, Promptness
In making decisions.
6. ANALYSIS
Thinks through complex &
Difficult problems before
Coming to a decision
Keeps personal feelings out
Of situation
7. CREATIVITY/ORIGINALITY
Demonstrates ability to organise ideas
Approached problems with inquisitive mind
Looks for new/improved methods in his job
8. LEADERSHIP
Effective in dealing with people
Effectively evaluate people
Inspires loyalty in sub-ordinates
Can reprimand without incurring resentment
Generates confidence
Has capacity to generate enthusiasm
Concerns for sub-ordinate development
9. COMMUNICATION
Demonstrate ability to express himself well
Expresses ideas simply, concisely and effectively
Sells ideas in persuasive and logical manner
14 TEAM WORK
Builds team work culture
Works for consensus approach
Participative approach
15. SUGGESTIONS
Contributes valuable suggestions
Accepts new suggestions
18. INTER-DEPARTMENTAL
RELATIONSHIPS/
CLIENT’S RELATIONSHIP
TOTAL
YEAR END
COMMENTS BY HOD
1. Name of Employee
3. Department/Section
4. Designation
5. Date of Joining
TERMINATION w.e.f.----------------
------------------------------------- --------------------------------------------
Signature of HOD Signature of HR/Personnel Manager
(Please tick A or B or C)
2. PERSONAL CLEANLINESS & HYGIENE
A) CONFIRMATION
3. ATTITUDE & GOOD MANNERS w.e.f.
7. - SPEED
DATED: 2001.07.24
INTER-OFFICE MEMO
We have designed a new Format on Performance Evaluation for Trainees. It has been seen and approved by xxx for
implementation with immediate effect. The new format supercedes the old format which may be in practice.
Regards,
Encl: a.a.
Cc: All HODs- HR Manager will guide you in case you need any clarifications.
Cc:
CONFIDENTIAL
8. TIME PLANNING
9. LEARNING
Performance is a resultant behaviour of an employee on the task, which can be observed and evaluated whether
quantifiable or not, it can be rated from excellent to inadequate, outstanding to poor, etc.
PURPOSE OF APPRAISAL
1) Employee’s Effectiveness: The employee appraisal helps in identifying the deficiency in the employee
and enable him to strive lfor remedies to improve efficiency.
3) Removing Work Alienation: The appraisal also helps to counsel the employee to correct
His misconceptions which might have resulted in work alienation.
4) Removing Discontent: It also helps to remove discontent amongst the employees and motivate
Them towards their jobs.
6) Helps Promotions: Employee’s performance appraisal highlights the strong and weak points
And also the potential in him for his promotion to higher rank.
8) Aid to Training & Development: This also helps in selecting the employees for T&D
Programmes and indeitifying the real training needs.
Sudeep was a software engineer who had specialized in Unix, C and C++. He was working in a multinational
company which produced application software products in C++. He was a very hardworking person and did his
tasks with commitment. Besides English, he was fluent in other foreign languages like Russian and Japanese. His
area of work was system designing and debugging problems in coding. Sudeep’s work was always of good quality.
But most of the time he continued to work after the office hours to complete his tasks. He found that his pace of
work was slow. He also realized that he had to improve his efficiency and productivity. Often he found himself
unable to handle two or three projects simultaneously. Sometimes, he ended up doing the work of the team
members also as he was not able to delegate the work properly to them.
His company started to concentrate on web engineering and decided to create a new product line using web
languages. Sudeep had not undergone any formal training in web programming or networking. Hence, he decided
to take up a course in web programming to keep himself prepared for the future.
Question:
Please Evaluate and point out his Strengths and Weakness and Opportunities and Threat that he faces on the job?
STRENGTHS WEAKNESSES OPPORTUNITIES THREAT
ABC is a chemical manufacturing factory. They called 10 candidates for the post of a Chemist for their QC
Department. Out of 10, following 4 were short-listed:
a) Raman with 85% in B.Sc – He answered 7 Chemistry-related questions right out of 10.
b) Krish with 85% in B.Sc.- He also answered 7 out of 10 right.
c) Venkat with 83% in B.Sc. – He answered 6 out of 10 right.
d) K.Rao with 65% in B.Sc. - He answered 5 out of 10 right.
The first 3 were excellent in their academic studies and also answered well in the interview. After the interview was
over, they were asked to wait at the Reception. Interview for K.Rao is as follows:
K.Rao: Good Morning to you all Sir. One request Sir, I am not fluent in English. Can I answer in
Telugu?
Interviewer: Yes. Proceed. Somehow we will Manage to evaluate you.
After the interview was over, he could answer only 5, but the remaining questions, he said “I don’t know”.
In the end, he wanted to seek extra time from the interviewers. They asked “Why”. He replied,
….2
….2
“Sir. I know I will not be considered for this post. But I want to know answers for the questions to which I could
not answer because I have another interview next week in some chemical company. They may ask same type of
questions. I also want to know answers. Please Sir.”
Interview Board selected Mr.K.Rao for the said post keeping in view of his approach and attitude.
Question:
Can you evaluate the above case study and find out what are all his positive characters that influenced the Interview
Members.?
9. LEARNING x2=
……2
GUIDELINES FOR RATINGS
b) 06 to 08 = 100% increment
e) 04 to 00 = NO INCREMENT
This year let us this format for implementation. Anyway, I am designing Performance Appraisal Format on the on-
line which is updated daily. The procedures are very easy which will be explained at the appropriate time.
Kindly suggest whether you need any modification in the above ratings and multiplication factors.
Regards
CONFIDENTIAL NON-TECHNICAL
XXXXXX
EMPLOYEE PERFORMANCE APPRAISAL
9. LEARNING x2=
……2
GUIDELINES FOR RATINGS
b) 06 to 08 = 100% increment
e) 04 to 00 = NO INCREMENT
This year let us this format for implementation. Anyway, I am designing Performance Appraisal Format on the on-
line which is updated daily. The procedures are very easy which will be explained at the appropriate time.
Kindly suggest whether you need any modification in the above ratings and multiplication factors.
Regards
A.NARAYANAN