PHASE 1

THE PERFORMANCE MANAGEMENT CYCLE – WORK PLANNING

EMPLOYEE PERFORMANCE PLAN – SENIOR STAFF FORM

PURPOSE: Planning Work requires that a set of Objectives must be established so that You may be appraised based on those
Objectives. In this way, You can be held accountable as an individual for your work assignment.
THESE ARE THE OBJECTIVES THAT HAVE BEEN AGREED UPON BY YOU AND YOUR SUPERVISOR.
YOU WILL BE EVALUATED BASED ON THESE OBJECTIVES AT THE END OF THE ASSESSMENT YEAR CONTRIBUTING TO 70% OF YOUR
ANNUAL PERFORMANCE EVALUATION RATING AND 30% ON THE EXEMPLARY CONDUCT.

VISION MISSION
CORE VALUES CORPORATE OBJECTIVES FOR 2017
STATEMENT STATEMENT
POWER
To provide Quality, Reliable 1. Improve Financial Sustainability
To be among the Professionalism
and Safe Electricity Services to 2. Improve System Reliability
leading Electricity Openness
support the Economic Growth 3. Improve Operational Efficiency & Customer Services
Companies in Africa Wellbeing
and Development of Ghana 4 Improve Organizational Culture
Excellence
Reliability

Section 1 – Employee Information

Date: 4th may, 2010 Last Name: Adziman First Name: Nelson
Staff Number: 201357 Job Title/Grade: RMO No. of Years at Current Grade: one (1)
Directorate/District/Section: CSD /Accra West Span of Control / No. of Direct Reports: Four (4)

Supervisor’s Name: Angelina A. Anno Supervisor’s Grade/Title: RCM

Section 2 – Performance Plan Conversation
What are Your Major Job Duties?
1. Strategizing for effective revenue collection and debt reduction in the region
2. Arranging for SLT disconnection of defaulting customers
3. Making sure that appropriate legal action is taken to recover debt from recalcitrant debtors
4. Reconciliation of accounts
5. Ensuring the efficient transfer of customers credits from either the credit meter to prepaid meter or from prepaid to prepaid meter.

What are the Key Competencies and Attributes Necessary for Achieving these Duties?
Key Competencies Needed for the Job My Strengths and Attributes
1. Excellent communication skills 1. Excellent analytical skills
2. Attentive to details 2. Ability to influence
3. Good managerial skills 3. Attentive to details
4. Ability to work in teams 4. Strong analytical skills
5. Excellent negotiating skills 5. Ability to adjust to changing situations
6. Ability to work under pressure and meet deadlines
7. Knowledge of billing system
What are the Major Challenges in Doing Your Job?
(Please Include any Knowledge or Skill that you lack in doing your Job, both in Quantity and Quality)

 Delay in getting feedback from the district

 Lack of effective communication between divisions, regions and the districts
 Lack of access to the BOT & BXC prepaid systems.

What Important Partnerships Must be Established in Order to Get Your Job Done?
(Please include Departments, Materials and Resources)
Solid partnership with the DM and DCO’s
Partnership with the MIS officer and the meter expert

Region’s Key Objectives for 2017?

 To reduce debt profile by 20% through data cleaning by the end of 2017
 To reduce commercial loss by 3%
 To achieve revenue protection activities
 To achieve revenue sales ration of 110%
 Keep 100% of major customers and stakeholders satisfied
 Ensure monthly CSD / Finance reconciliation
 Maintain 100% ICT support system
Division’s / Section’s Key Objectives for 2017
Section 3a. – Developing your Performance Plan (Employee & Supervisor)
Ensure that your Objectives are Specific, Measurable, Attainable /Achievable, Realistic and Time Sensitive (SMART)
with the ability of flexibility to adjust to any changes foreseen.
PERFORMANCE STANDARDS are observable behaviors and actions which explain how jobs are to be done and the results
that are expected for satisfactory job performance.
Performance Standards are expressed in terms of QUALITY, QUANTITY, TIMELINESS AND RESULTS.
Scheduled
Performance Standards Deadline for
Meeting Dates
Individual’s Specific Targets for 2017 (Observable, Specific Indicators of Achieving
to Review
Success) (OSIS) Targets
Progress
1. To reduce debt profile by 20% through
data cleaning by the end of 2017  Monitoring the dates of SLT and NSLT 12th day of the 1ST Monday
bills production within 12 working days.
month of every month
 Set weekly revenue targets for SLT Every Friday 1ST Monday
revenue collectors
of every month

 Identifying SLT recalcitrant customers

1ST Monday
for effective disconnection every two Every Friday
of every month
weeks
 Reconciliation of payments: BOT, BXC Every Friday 1ST Monday
and individual payments of every month

 Ensure finalized debt is uploaded on 1ST Monday

Every two weeks
prepaid system of every month
 Disconnected recalcitrant customers Every three(3)
 months

should be refer to head office for prosecution

 Assigning proposed declared bad 1ST Monday
15th day of the
debt docket to third party debt collectors
month of every month
every quarter

1ST Monday
 Set weekly revenue targets for SLT Every Friday
revenue collectors of every month

 Identify SLT defaulting customers and

1ST Monday
forming more collection teams for Every Friday
effective disconnection every two weeks of every month

 Liaise with the districts on NSLT and Wed. of third First Friday of
SLT adjustment by the end of the month Week the month
 Engage and schedule customers owing
1ST Monday
on AMR supplementary bills to pay Daily
2. To achieve revenue sales ratio of within 3 months of every month
110% by the end of 2016
 Engage non- sensitive MDA’s to settle By 31st of the First Friday of
debt month the month

 Extracting high debtors and assigning it

to special teams to be pursued at the
Monday of the 1ST Monday
districts. third week
of every month

 Monitor payments and make calls to Mondays and

 private group account’s customers to 1ST Monday
Friday’s
settle their debt. of every month

 Check the debt status of the private group Mondays and 1ST Monday
accounts from the CMS for analysis Friday’s of every month
3. To collect billed revenue and debt of
private group accounts at the end of
the year 2016
Mondays and 1ST Monday
 Monitor the dates of group bills delivery Friday’s of every month
Section 3b. EXEMPLARY CONDUCT – Accepted Behaviours to Increase Productivity and Promote Healthy Working Environment.
Supervisor and Direct report agree on a rating that reflects feedback from Regional Managers, District Managers, Unit Heads and Clients.
The Highest rating for each Core Value/Category is six (6); each field under every category contains a specific mark which is to be used for
the assessment. This section forms thirty percent (30%) of your total evaluation rating.
RATING / COMMENTS
EXEMPLARY CONDUCT (POSITIVE ATTITUDE) HIGHEST RATING / COMMENTS
(EMPLOYEE)
RATING PER
“POWER”
ATTITUDE How can I Change or Improve (SUPERVISOR)
my Attitude / Conduct?
1. PROFESSIONALISM: Rating: Rating:
a. Conform to laid-down corporate ethics, display the requisite Comments: Comments:
knowledge and skill and exhibit a right work-attitude in the line
of duty at all times. For example:
 Ensure that You and Your Team Members;
- Report to work at 8:00am daily (Refer to ECG’s Employee
Handbook)
- Put on name badges whilst at work
- Desist from loitering during working hours
- Stay at post till the designated closing time (Refer to
Employee Handbook)
- Return from break on time (do not exceed the established 3
1 hour lunch break)
 Be punctual to meetings: one on one with your Manager or
Supervisor, Committee meetings, clients meetings, general staff
meetings, and any other meeting.
 All mobile phones must be put to silent/vibration or switched
off during meetings.
 Contribute intelligently and give candid opinions relative to
subject of discussion during meetings by reviewing previous
minutes and other required documents before the
commencement of a meeting.

b. i. Adhere to operational guidelines outlined in the quality 3 Rating: Rating:

assurance manual of the Company. Comments: Comments:
ii. Utilize resources in the most efficient manner possible to get a
particular task done. For example:
 Ensure that you and your Direct Reports don’t use Company
hours and resources such as phones, printers, A4 sheets,
 internet, vehicles, cables... to pursue personal interests.
2. OPENNESS: Rating: Rating:
a. Comments: Comments:
 Display transparency and sincerity in all dealings with
customers with respect to service charges (new service
connections, reconnection fees, bills...) and deadlines for
provision of service for both internal and external clients at
3
all times.
 Ensure to issue receipt to customers for every transaction
made at all times.
 Ensure to account for materials and resources requested to
undertake projects or assignments within a maximum of
five (5) working days after completion.
b. i. Exhibit trustworthiness by ensuring that all assigned job Rating: Rating:
duties and responsibilities are achieved efficiently and Comments: Comments:
effectively, meeting all deadlines with or without Supervision.
ii. Handle all issues, information and documents vital to the
3
Company with confidentiality at all times.
iii. Instigate confidence in your Manager or Supervisor, Team
Members and Clients by always acting with integrity, fairness
and respect.
3. WELLBEING: Rating: Rating:
a. Maintain strict health and safety standards in the line of duty Comments: Comments:
at all times by ensuring that you and your Team Members:
 Always wear protective clothing when visiting high risk areas
and ensure visitors are outfitted in accordance with the safety
standards of the Company.
 Place notices on faulty equipment, wet/slippery floors, 3
work/fault sites, exposed/bare cables... to prevent accidents in
the work place. Report malfunctions to tools and equipment
within a maximum of twenty four (24) hours of discovery.
 Place working tools and materials such as pick axes, shovels,
cables and other dangerous work equipment at the appropriate
storage places after use daily.
b. Report all illegal activities such as theft of Company properties Rating: Rating:
(cables, meters, stationary, parts of equipment...) within a Comments: Comments:
1.5
maximum of twenty four (24) hours of detection to the
appropriate Authority.
Rating: Rating:
c. Ensure to adhere to maintenance schedules of Company Comments: Comments:
properties such as vehicles, computers, printers, photocopiers,
1.5
air–conditioners... to ensure a long life span.

4. EXCELLENCE: Rating: Rating:

a. Managerial Skills:
Comments: Comments:
Effectively manage the performance of your Team Members:
 Ensure to implement Performance Management
Interventions to eliminate barriers to performance towards
the achievement of the District or Sectional Objectives
timely.
 Develop a list of job duties to be accomplished weekly by Team
Members.
 Develop a basic day-to-day monitoring procedure of Team
Members job duties.
 Ensure to sign off the Progress Review (Phase 2) document of
your team members.
 Take directives from your Manager or Supervisor and
effectively break it down to your team members. 4
 Supervise work of team members to ensure proper execution of
job duties towards the achievement of your District or Sectional
Objectives timely.
 Keep record of all assignments and directives received from
your Manager or Supervisor for review during End of Year
Assessment.
 Review team members work progress against set targets to
help them focus on achieving their Individual Objectives timely.
 Address lapses during fortnight meetings (every two (2)
weeks) to achieve business goals and objectives timely.
 Keep record of fortnight meeting minutes to be reviewed
during End of Year Assessment.
 Ensure that copies of the Work Planning (Phase 1) document
are always available to your team members for easy reference
as and when required within a day.
b. i. Ensure that the most innovative and cost effective processes 2 Rating: Rating:
are used to achieve set targets to save the Company money. Comments: Comments:
ii. Source for work-related information needed to effectively
analyze and resolve problems to satisfy the needs of both
internal and external clients daily.
iii. Clearly understand and produce results proportionate to job
duties in the line of duty at all times.
5. RELIABILITY: Rating: Rating:
a. Respond to the needs of both internal and external clients with Comments: Comments:
a sense of urgency at all times. For example:
 Study requests from clients and give the necessary response
within a maximum of seventy two (72) hours.
4
 Ensure that job duties are completed adequately (both in
quality and quantity) within deadline.
 Ensure to give advance notice to both internal and external
customers with realistic timelines when repairs have to be
undertaken or services rendered.
Rating: Rating:
b. Delegate responsibility to team members based on decisions Comments: Comments:
made from meetings: One on one with Manager or Supervisor,
Committee meetings, and any other meetings. 2
 Clearly communicate assigned roles to team members and
deadline for completion of the tasks timely.
TOTAL 30 TOTAL RATING SCORE = TOTAL RATING SCORE =
I Nelson Adziman., hereby accept my Specific Targets for 2017 and its Plan of Action. I also agree that my Performance for the duration of
this Performance Contract shall be assessed in accordance with the measures outlined in this Work Planning Document.

NAME OF EMPLOYEE: Nelson Adziman

SIGNATURE: …………………………………………………………………………………………………………………….……………………………………………………………....

DATE: 6th February, 2017

I ……………………………………………………………., the Supervisor of ……………………………………………………………., have consented to the Specific

Targets and Indicators of Success as stated in this Work Planning Document. I hereby agree to use these measures in assessing
……………………………………………………..............................

NAME OF SUPERVISOR: …………………………………………………………………………………………………………………………………………………………………..

SIGNATURE: ………………………………………………………………………………………………………………………………………………………………………………...…

DATE: …………………………………………………………………………………………………………………………………………………………………………………………..…
 PHASE 1
Planning of Work:
Developing Performance Plan
Setting Objectives (SMART) /
Performance Standards
(Setting Observable, Specific
Indicators of Success) (OSIS)

PHASE 5 PHASE 2
Monitoring Performance:
Capacity Building
Weekly or Monthly Meetings
Employee Development / Informal Progress Reviews /
Improvement Plan Formal Feedback
(PIP & PDP ) (Monitoring Indicators)

PHASE 3
Evaluating Performance:
PHASE 4
Recognition and Self Evaluation, Annual
Rewards: Performance Review to
Rewarding Employees Include Exemplary Conduct
(Core
Values - POWER )