3rd Year Bachelor of Business Administration

BUSINESS POLICY AND SRTATEGY SEMINAR

Topic: Performance appraisal

Objective: A comparative study of the performance appraisal systems of the power sectors

Organizations
NEEPCO POWERGRID

Performance Appraisal
Def: Performance appraisal may be defined as the systematic,periodic and impartial rating of an employees excellence in the matters pertaining to his present job and potential for a better job.

CRITERIA'S FOR COMPARISONS

FORMAT

SCHEDULE

OTHERS & USAGE

POINTS OF COMPARISONS FOR THE FORMAT 1.GUIDELINES

2.KRA/KEY RANKING AREAS

3.NUMBER OF FORMATS

4.SELF APPRAISAL

5.RATING SCALES

6.DEFINTION OF RATING SCALES

7.FUTURE DEVELOPMENT

8.EASINESS FOR USAGE

Self Appraisal
Powergrid
Executive officers

Neepco
All Excluding the workmen category

Rating Scales and Definition

Powergrid Neepco

Outstanding Very Good Good Satisfactory Not Satisfactory

Below Average Average Good Very Good Outstanding

Accurate definition calls for better appraisal

Lack of proper definition leads to subjectivity

FUTURE DEVELOPMENT
Formats of both the organizations demand the identification of training needs

GUIDELINES
Powergrid
Appraisal to be done on periodic reports

Neepco
Periodic reports Appraisal to be done against established objectives Assessment to be done in one sitting

KRA-Key Ranking Areas

Powergrid
Work output
Job Knowledge Responsibility/Dependability Other Aspects Integrity Cost Consciousness
Accuracy Knowledge of work Personal Efficiency Dependability Initiative and drive Planning and organizing ability Co-operations Executive Capacity/Leadership Amenability to discipline and Loyalty Character and Integrity

Neepco

KRAs of powergrid

1.a. Results Achieved 1.b. Timely Completion of work 2.a Adequacy of knowledge and the skill and the application of the same 2.b. Knowledge and Observance of company rules 3.a. The extent to which the employee can be relied upon 3.b. Follow up of work at appropriate check points and taking timely action/decision required. 3.c. Timely reporting and necessary feedback to superiors 3.d. Ability to maintain proper records 4.a. Handling of confidential documents 4.b. Ability to guide and train subordinates 4.c. Ability to co-ordinate with other departments 4.d. Relationship with superiors & 4e. Regularity and punctuality and discipline.

Number of formats
Powergrid
1. 2. 3. 4. 5. 6. Six Formats Supervisors Secretarial and office personnel Skilled workman Unskilled workman Executive officers(E1-E5) Executives(E5-E9)

Neepco
1. 2. 3. 4. Four formats Supervisors Workmen Executive(E1-E7) Executives(>E7)

USAGE
Well defined KRAs make the usage of the format very easy Lack of well defined KRAs makes the use of the format very difficult and rather subjective

SCHEDULE
CRITERIA'S YEAR/TIME PERIOD

DEPLOYMENT OF FORMS

COMPLETION OF FORMS

FINAL COMPLETION

YEAR/TIME PERIOD
Powergrid Neepco

Workmen/Super - 1st Jan to 31st Dec Executive Officers - 1st April to 31st March

Workmen/ Supervisor -1st April to 31st March Executive Officers -1st April to 31st March

DEPLOYMENT OF FORMS
Powergrid
Workmen and supervisors - HOD by 1st Nov - Reporting persons by 20th of Dec
Executive officers - HOD by last week of march - Reporting Officer by 7th April

Neepco
Workmen and supervisors and Executive Officers - HQR ----- 15th Feb-1st week of march - Admin dept--- 3rd week of march - Reporting officer -- 4th week of march

COMPLETION OF FORMS
Workmen and Supervisors Latest Dates Reporting - 5th Jan**** Reviewing 12th Jan**** Sectional Head- 15th Jan
Executive Officers

Workmen and supervisors and executives

Appraisee(self appraisal)----15th Apr From reporting----reviewing by 22nd May Accepting officers---- 5th June

Self Appraisal report----- 5th May Reporting Officer- 17th May Reviewing----25th May

FINAL COMPLETION
Workmen and supervisors Reports to be submitted by----31st Dec Final Eva--- 22nd Jan
Executive Officers Overall Eva- By 17th June Head of Personnel by- 23rd June HRM Dept------ 30th of june

Workmen supervisors and executive officers

By 21st June

USAGE(IN PROMOTION)
Powergrid
Workmen ---30pnts out of 100pnts. Supervisors----- 30/100 Executives - E1-E4-----25/45 - E5-E6----- 40/80

Neepco
Workmen------20/70 Supervisors---30/70 Executive Officers E1-E4-----30/100 >E5------ 60/100

LEVEL OF APPRAISALS
. Three levels
1. Reporting Officer----employee to whom the appraisee reports 2. Reviewing Officer---- reporting officer of the reporting officer 3. Accepting Authority---- HOD

NO OF POLICIES
Supervisors, Secretarial. Executives Single uniform policy

COMMITTEE/GOVERNING BODY Powergrid Neepco

CPC---- Corporate Promotion Committee DPC- Departmental Promotion Committee

ADVERSE REPORTS AND ACTIONS

First the employee is notified. Examination by HOD Counseling
Powergrid

Both DPC and employee is notified. Counseling MAY be provided Extreme---- Eligibility for promotion gets nullified.

Neepco

RECORDS
No significant differences, both maintain daily records

QUALIFICATION
POWERGRID NEEPCO

MIN- SUPERVISORS ONLY EXECUTIVE

RECOMENDATIONS
Extension of Self appraisal Increasing the number of formats(NEEPCO ONLY ) Rating scales(NEEPCO ONLY) Identification of specific strengths and weakness(NEEPCO ONLY) Policies(NEEPCO)---separate policies KRAs (NEEPCO ONLY)------ Clearer definition Wholesome appraisal(360 degree feedback)