PERFORMANCE REVIEW AND PLANNING PROCESS

A performance review and planning process is the systematic evaluation of the individual with respect to his/her performance on the job and
his/her potential for development in the service of the company.

Performance Review and Planning Process

A performance review and planning process is carried out for the following objectives:
1) Review employee's performance for the period under review
2) Set targets and agree on action plans
3) Give and receive feedback from employee
4) Strengthen linkage between personal and company goals
5) Develop the organisation's human resource, recognise its achievers and assess employee's potential
The performance review and planning process is therefore a tool to counsel and motivate employee rather than a simple method for making
judgement and determining salaries.

Guidelines for Appraiser's and Reviewer's

1) The appraiser is normally the appraisee’s immediate supervisor. In the case of transfer, where the period of supervision of the appraisee is less
than six months, the appraisee’s previous supervisor should be consulted. Newly confirmed employee who were appraised after September need
not have to complete the form again. The Confirmation Appraisal will suffice.
2) This Performance Review and Planning Form should be countersigned by the appraiser’s supervisor when it is completed and after a discussion
with the appraisee has been conducted.
3) All Performance Review and Planning Forms should be submitted to the Department Manager and/or Division Head for their information, if they
are not the appraiser or Countersigning Officer.
4) Fairness and objectivity are the keys to an effective performance review and planning process. Hence, appraisers are advised not to refer to past
appraisal reports which have no bearing to the period under review.

Please fill in the employee details

Employee Details
Employee Name:
Designation:
Date of Joining:
Employee Code:
 INSTRUCTIONS
Section 1: Key Responsibilities During Review Period
- State key tasks and assignments performed during review period.

Section 2: Deliverables & Accomplishments During Review Period

Review accomplishments and specific deliverables that were set for the review period and indicate:
- The extent to which they are achieved
- State / Describe
a) Exceptional Performance
b) Obstacles to acheivement
c) Areas for improvement
d) If objective is/will be dropped/discontinued, indicate reason

Section 3: Winning Attributes

Please appraise employee on the various Winning attributes. Must give specific examples to substantiate your rating. Your ratings will not be
valid without substantiated examples.

Section 4: Overall Performance Score & Comments

- Scores for Deliverables & Accomplishments and Winning Attributes will be computed automatically. The total score will be the summation of
both scores.
- Input comments, where appropriate

Section 5: Training Needs

- Identifying the training needs requirements based on
a) Organization objectives
b) Team goals
c) Individual needs

Section 6: Work Planning

Please identify the quaterly objectives for the employee. List four objectives every quarter
Instructions for Section 1
Identify key responsibilities during the review period and state assignments and tasks performed.

Key Responsibilities during the Review Period

Instructions for Section B:
Review accomplishments and specific deliverables that were set for the review period and indicate:
- The extent to which they are achieved
- State / Describe
a) Exceptional Performance
b) Obstacles to Achievement
c) Areas for Improvements
If objective is/will be dropped/discontinued,
d)
indicate reason

B. DELIVERABLES AND ACCOMPLISHMENTS DURING REVIEW PERIOD

Extent of State/Describe:
Weighting Scoring
Achievement
Major Key Result Areas a) Exceptional Performance
(Specify Clearly Accomplishments and Result-Based
(A) (B) (A) x (B) b) Obstacles to Achievements
Deliverables)
% % c) Areas for Improvements
d) If objective is/will be dropped/discontinued, indicate reason

Objective 1: 0.00

Objective 2: 0 0.00

Objective 3: 0 0.00

Objective 4: 0 0.00

Objective 5: 0 0.00

Objective 6: 0 0.00

Objective 7: 0 0.00

Objective 8: 0 0.00

Objective 9: 0

Objective 10: 0

Objective 12: 0

Objective 13: 0

Objective 14: 0

Objective 15: 0

Objective 16: 0
Total Score for Section B
Instructions for Section C
Please appraise employee on the various Winning attributes. You must give specific examples to substantiate your rating. Otherwise, your ratings will not
be valid.

(1) (2) (3) (4)

Rarely Sometimes Frequently Always
0 - 40%* 41% - 65%* 66% - 90%* 91% - 100%*
* Denotes amount (percentage) of time

Integrity WINNING@CLEARTRIP ATTRIBUTES GIVE SPECIFIC EXAMPLES RATING

1. Integrity
Responsibility & Accountability
Takes personal responsibility and accountability and to act in the
overall interest at
Professionism of Work
Abacus. Shows initiative, commitment and
willingness to shoulder
Upholds Abacus values additional responsibilities.
at all times. Is honest and committed to
2. Abacus stakeholders and maintains an ethical position in the face of
Competence
pressure.
Functional/Technical Expertise
Demonstrates functional/technical, professional, and job-specific
competencies (skills, knowledge and attitude) required to excel and
Developing Oneself
get the jobadone
Maintains right and
curiosity every time. self motivates to acquire new
constantly
3. skills and knowledge, staying relevant and meet new requirements
Teamwork
and
Team rising expectations.
Behaviours & Relationship
Collaborates and cooperates in inter/intra-departments teams and
with individuals
Effective to achieve business objectives. Resolves conflicts
Team Communication
and engagespresents
Expresses, different others
and to business
shares create win-win results
ideas and every time.
opinions
Builds and
effectively maintains productive relationships with others.
4. Passion forwith others. Effectively interacts and gains support at
Excellence
every level.
Customer-Focused & Result-Oriented
Demonstrates a relentless pursuit of excellence by seeking
opportunities to change, grow and improve to achieve higher
Execution Excellence
standards. Delights
Plans, organises andcustomers bydeliver
executes to empathising with
positive their needs,
business results.
creating value for them and exceeding their expectations.
5. Entrepreneurship
Creativity & Embrace Change
Generates and implements creative ways of doing things. Learns
from mistakes
Calculated andwith
Risks successes to drive
Business progress. Identifies, pursues
Knowledge
Takes informed and calculated risks to achieve business objectives.
6. Applies knowledge to seek new opportunities to grow profits.
Leadership
For Supervisors/Managers - Inspire a Vision, Enable Others to
Act, Model
Able the Way,
to develop Recognise
and articulate Contributions
vision, strategy and plan. Aligns
others
For nonto Supervisors
the vision and enable them
- Personal to make it happen. Models
Leadership
Takes initiative to make a difference that impact others. Strengthen
peers by sharing and developing competence, offering support for Total Score for Section C

Look Up
1
2
3
4
Instructions for Section D:
- Scores for Deliverables & Accomplishments and Winning Attributes will be computed automatically. The total
score will be the summation of both scores.
- Input comments, where appropriate

E. OVERALL PERFORMANCE SCORE & COMMENTS

I) Overall Performance Score
Score for Section B - Deliverables & Accomplishments (60%)
Score for Section C - Winning Attributes (40%)
Total Score

II) Appraiser's Comments

Name / Designation Signature & Date

III) Appraisee's Comments

Signature Date

IV) Reviewer's Comments

Name / Designation Signature & Date

V) Follow-Up Action by Human Resources Department

Name / Designation Signature & Date

Section 5 - Training and Development Needs Identification
This section is to be filled in by the apraisee. While filling in this section please consider the organization, workgroup and
individual requirements.

Sl. No. Training Needs requirements Appraiser's Comments Implications

Performance and Functional Competancies

Behavioural and other competancies

Appraiser's Comments and Signature

Appraiser's Comments and Signature

Reviewer's Comments and Signature

Follow Up Action by the Human Resources Team

Section 6 - Work Planning

Please define the business objectives / key performance areas for the employee. Document the action plan after discussing this with the employee and define the measures of success.

Appraiser's Comments & Appraisee's Comments &

Sl. No. Q1 objectives Action Plan Measure of Success
Signature Signature

1 Employee Survey

Appraiser's Comments & Appraisee's Comments &

Sl. No. Q2 objectives Action Plan Measure of Success
Signature Signature

Appraiser's Comments & Appraisee's Comments &

Sl. No. Q3 objectives Action Plan Measure of Success
Signature Signature

10

11

12

Appraiser's Comments & Appraisee's Comments &

Sl. No. Q4 objectives Action Plan Measure of Success
Signature Signature

13

14

15

16