Performance Appraisal Process: 2012

Performance Appraisal Process : 2012

 Self Appraisal

 Evaluation by the Appraiser

 Performance Evaluation by the Reviewer

 Objective & Scope of Performance Appraisal
Objective:

 Provide an objective platform for setting, tracking and appraising employee

performance towards business outcomes.

 Identify training & Development needs.

Performance Review Period:

1st April 2012 to 31st December 2012

Scope

 The Performance Appraisal is applicable to all

confirmed employees and employees who have

joined on or before September 30th 2012.

 Role Players in Performance Appraisal

All employees (excluding production

employees : MTs and QAs) joined on or
before September 30th 2012 are to be
Appraisee
considered for Performance Appraisal.

An employee to whom the Appraisee

reports directly.
Appraiser

The next level reporting to the Appraiser.

Reviewer may be the direct Line manager
Reviewer of the Appraiser or the Departmental Head.
 Goal Setting Process – Key Result Areas (KRAs)

 The Appraisal Process Starts with Goal Setting/ KRA’s for the Review Period by the Appraisee

and Appraiser jointly.

 Each of the Goal / KRA (Maximum 6 major KRAs )has a total 70% weightage on the rating

scale of 1 to 5.

 After Adding the KRAs the Appraisee needs to complete Goal Setting and submit the sheet to

the Appraiser for approval.

 The Appraiser may change the goals or in that case the KRAs can be redefined. It is

advised that a discussion must take place between the Appraisee and Appraiser to

avoid the same.

 After the Appraiser approves the Goals/ KRAs, the next stage would be of Self Appraisal by

Appraisee.
 Self Appraisal

 1.The Appraisee rates himself on the achievement of defined KRAs ( Minimum 4 &
Maximum 6 KRAs ) on the rating scale of 1 to 5.The total Weightage for KRAs is 70%.

 2.The Self Appraisal Form also contains Knowledge, Skill, Attitude (KSAs) which has
total 30% weight age.

 Both KRAs and KSAs have a collective weight age of 100%.

 All employees upto the grade of Assistant Manager will have 10 KSAs.

 Employees in the Grade of Manager and above would have 12 KSAs.

 3. Goals for Next Year : Appraisee needs to mention the goals for next year and then

submit the sheet to the Appraiser

 Rating Scale

Rating Performance

5 Outstanding

6 Exceeds Expectations

7 Meets Expectation

8 Needs Improvement

1 Does Not Meet Expectation

 Evaluation by Appraiser

 The Self Appraisal Form now reaches the Appraiser for Evaluation.

Appraiser reviews the KRAs and KSAs for the period of appraisal and then

puts his Remarks and Ratings.

 The Appraiser also comments on overall Performance and the

Developmental Plan and necessary actions to achieve the desired plan

through the various sections.

 Appraiser can recommend some Employee Development Programmes

and/or Job specific training for the Appraisee, in the Development Plan.
 Performance Evaluation by the Reviewer

 The Reviewer gets a snapshot of the Overall Performance of the

Appraisee and the Ratings attributed by the Appraisee and Appraiser for

the Review Period.

 The Overall Performance Rating by the Appraisee and the Appraiser (a

weighted average of Overall KRA and KSA ratings by the Appraiser and

Appraisee respectively) is highlighted. This is calculated with formula

inbuilt in the system.

 The Reviewer needs to go through the complete form which contains the

remarks, ratings given by Appraisee and Appraiser.

 Performance Evaluation by the Reviewer

 If the Reviewer is satisfied then he needs to put his remarks and submit the same

to complete the appraisal process.

 The rating attributed by the Reviewer would be considered as the final Rating.
 TIME LINES & Action Plan

Action Plan Start Date End Date

Location HR to Train employees & Managers
20-Nov-12 21-Nov-12

Employee Goal Setting and Self-Assessment

20-Nov-12 5-Dec-12

Conduct YE review meetings

6-Dec-12 21-Dec-12

Managers submit preliminary assessment ratings

24-Dec-12 28-Dec-12