Performance Appraisal Form

CONFIDENTIAL

ABC COMPANY PTE LTD PERFORMANCE MANAGEMENT REPORT

Name :

Designation :

Dept :

Date Joined :

Supervisor’s Name and Designation : MEETING RECORD Record the date of completion of each meeting in the performance management plan, and sign off the form, along with supervisor. Meeting

Date

Employee

Supervisor

Performance Planning Confirmation/Special Review * Routine Review * Mid-year Review Special Review * Routine Review * Year-end Review *

To be completed only where applicable

The full document consists of 3 Separate Parts: Part 1 is a shared review of goals and behavioral targets for both the employee and managers to complete. Part 2 is a self-assessment to be completed by the employee at any formal performance review and in particular the mid-year and end of the performance cycle. Part 3 is a confidential manager review for Employee Assessments For Part 1 and 2, the original form is to be retained by Manager with a copy given to the Employee and returned to HR only after Year-end Review • Performance Planning - complete Part 1 & 2 and give a copy each to employee and HR after Countersigning Officer has reviewed and completed Page 13 • Mid-year Review - complete Part 1, Section 1, 2 and Manager’s Evaluation and submit original form to HR • •

Confirmation/Special Review - complete only Part 3 and submit to HR together with the Approval by Countersigning Officer (pages 10, 12 and 13 ) Year-end Review - complete all Parts including Supervisor’s Evaluation and submit original form to HR

1

PART 1 SECTION 1

DEVELOPMENT GOALS

•

Please refer to Part 2 (Page 9) before completing this section

•

Discuss and list 3 or 4 key training and development goals and career development goals for the employee. State also how these goals are to be achieved and the timeframe to achieve them.

• •

Development activities can take the form of acquiring new skills/knowledge, job rotation, taking on adding responsibilities, etc.

TRAINING AND DEVELOPMENT (SHORT-TERM) GOALS (including goals already covered in Annual Training Plan) Training and Development goals relate to skills or knowledge required to perform current responsibilities or the acquisition of new knowledge or skills necessary for the achievement of planned objectives. These are typically to be achieved within a few months to one year, and include training courses, on-the-job training, skills and knowledge acquisition, special assignments, cross-divisional assignments, etc. Development Goals

*

Time-frame for accomplishment

How to accomplish (activities)

Result *

To be completed by Supervisor at the end of the year

CAREER DEVELOPMENT (LONG-TERM) GOALS Career Development goals relate to skills and knowledge required to fulfill specific roles in the longer term. These are to be achieved over a longer period, typically more than one year. Development activities include training programmes leading to formal certification, job changes, promotion, etc. Development Goals

*

Time-frame for accomplishment

How to accomplish (activities)

To be completed by Supervisor at the end of the year. 2

Result *

PART 1 SECTION 2 • • • • • •

INDIVIDUAL GOALS

Set and discuss 3 to 5 key individual goals for the employee for this performance year. The goals must be linked to the department’s goals and ultimately to ABC overall goals. Goals must be specific, measurable, attainable, relevant and timebound. Update the goals in case the employee is promoted or moved to another job. Multiple pages may be used to record ongoing goals set through the year Please number goals in sequence as necessary

[ ] Weights are formal Goal

Weight (a)

Difficulty (b)

___

D N S

___

D N S

___

D N S

___

D N S

___

D N S

___

D N S

Measurement / Specific Outcomes Criteria and Timing / Milestones

(a) Weight: The proportional importance of the Goal for the Measurement period (b) Difficulty: D – Developmental: goals are for individual’s development, and may not be equivalent to those given at normal performance (Max of 2 per “set”) N – Normal: goal broadly given to “average” employee S - Stretch: goal given to individual whose demonstrated capabilities exceed “average” levels (Max of 2 per “set”) 3

Sheet:

/

SECTION 2 •

•

INDIVIDUAL GOALS

Employee Self-Assessment and Critical Incident Record: Employee to complete. May include achievements, special circumstances, and issues to highlight special performance or mitigating factors. The goals must be linked to the department’s goals and ultimately to ABC overall goals. Supervisor’s Comments and Observations: Comments, Agreement/Disagreement with Employee records, good/bad record of critical incidents pertinent to the specific KPI Multiple pages may be used to record ongoing goals set through the year

Employee Self-Assessment and Critical Incident Record

Supervisor’s Comments and Observations

Outcome Results (c) N A E

N A E

N A E

N A E

N A E

N A E

(c) Results: The level of the achievement of the goal, jointly agreed by Employee and Supervisor N– Not Achieved/Needs Improvement: A– Achieved EExceeded * *

This page to be completed during Performance Planning Copy of this page to be given to employee and HR

4

5

PART 1 SECTION 3 * * * *

DESIRED COMPETENCIES

Please refer to the ABC Behaviour Anchored Rating Scale Booklet for appropriate behaviour goals. Explain these competencies to the employee during the performance planning meeting. During subsequent reviews, provide feedback to him/her on demonstration of these competencies. At the end of the review period, assess the employee against each desired competency.

Behaviour

Current Level (d)

Target Level (e)

Specific Targeted Behaviour

1.

2.

3.

4.

5.

Please indicate the (d) Current Level of Achievement and the (e) Target Level of Achievement for the desired Behaviour.

6

Sheet:

/

SECTION 3 COMPETENCY GOALS • Employee Self-Assessment and Critical Incident Record: Employee to complete. May include achievements, special circumstances, and issues to highlight special performance or mitigating factors. The goals must be linked to the department’s goals and ultimately to ABC overall goals. • Supervisor’s Comments and Observations: Comments, Agreement/Disagreement with Employee records, good/bad record of critical incidents pertinent to the specific KPI Multiple pages may be used to record ongoing goals set through the year.

Employee Self-Assessment and Critical Incident Record

Supervisor’s Comments and Observations

Outcome Results (f) N A E

N A E

N A E

N A E

N A E

(d) Results: The level of the achievement of the goal, jointly agreed by Employee and Supervisor N– Not Achieved/Needs Improvement: A– Achieved EExceeded

7

PART 2 SECTION 1 EMPLOYEE Performance Support Assessment 1) During the period, I was clear about my objectives (including any changes in them), and fully understood them: Meeting

Employee Comment

Confirmation/Special Review *

Y/N

Routine Review *

Y/N

Mid-year Review

Y/N

Special Review *

Y/N

Routine Review *

Y/N

Year-end Review

Y/N

Supervisor Comment

2) During the period, I was given adequate support (tools, training, and resources) to achieve my objectives: Meeting

Employee Comment

Confirmation/Special Review *

Y/N

Routine Review *

Y/N

Mid-year Review

Y/N

Special Review *

Y/N

Routine Review *

Y/N

Year-end Review

Y/N

Supervisor Comment

3) During the period, I was spoken to about my development and performance by my supervisor: Not formal performance reviews which are documented here, but could be short discussions where your supervisor provided constructive feedback and guidance not directly related to the achievement of immediate goals. Meeting

Times

Employee Comment

Confirmation/Special Review * Routine Review * Mid-year Review Special Review * Routine Review * Year-end Review 8

Supervisor Comment

4) I feel I need development/training in the following areas: Specific Training/Development Required

Reasons

Supervisor’s Comments and Agreed Supporting Actions

1.

2.

3.

4.

5) My personal growth and development objectives for the next year are: This would/could include training, development and learning opportunities to close performance or developmental gaps Objective

Priority

Supervisor’s Comments and Agreed Supporting Actions (subject to available opportunity and resources)

1.

2.

3.

4.

* *

9

This page to be completed during Performance Planning Copy of this page to be given to employee and HR

Not To Be Shown To Employee PART 3 SUPERVISOR’S EVALUATION There are 2 compulsory evaluations required: Mid Year and Year End. For each Evaluation Period, complete one Table 1 (Goals). Use more sheets of Page 11 as required, Strikeout any unused rows to avoid errors in scoring. Table 2 only needs to be completed for the compulsory evaluation periods. Note that any Assessed Score in the Shaded Columns (“Not Achieved” and “Exceeded”) MUST be accompanied by a written commentary or evidence of achievement (or lack thereof). Please refer to the ABC Performance Management Manual for Managers for more details . Employee Goal Achievement Assessment Table 1: Part 1 Section 2 Period 1/___ ( Mid Year / ____________ ) Goal

Not Achieved

Achieved

Exceeded

D1

0 1

2 3 4

5 6

D2

0 1

2 3 4

5 6

N1

1 2

3 4 5

6 7

N2

1 2

3 4 5

6 7

N3

1 2

3 4 5

6 7

N4

1 2

3 4 5

6 7

N5

1 2

3 4 5

6 7

N6

1 2

3 4 5

6 7

S1

1 2

4 5 6

8 9

S2

1 2

4 5 6

8 9

S3

1 2

4 5 6

8 9

Total Score

Weighted Score

Comments and Observations

Total

Highlight Issues/Events/Achievements for the Review Period

10

Raw

Final

Employee Goal Achievement Assessment

Sheet:

/

Table 1: Part 1 Section 2 Period 2/__ (Year End / ____________ ) Goal

Not Achieved

Achieved

Exceeded

D1

0 1

2 3 4

5 6

D2

0 1

2 3 4

5 6

N1

1 2

3 4 5

6 7

N2

1 2

3 4 5

6 7

N3

1 2

3 4 5

6 7

N4

1 2

3 4 5

6 7

N5

1 2

3 4 5

6 7

N6

1 2

3 4 5

6 7

S1

1 2

4 5 6

8 9

S2

1 2

4 5 6

8 9

S3

1 2

4 5 6

8 9

Total Score

Weighted Score

Comments and Observations

Total

Highlight Issues/Events/Achievements for the Review Period.

11

Raw

Final

Employee Individual Competency Assessment Score Table 2a: Part 1 Section 3 ( Mid Year) Goal

Not Achieved

Achieved

Exceeded

1

1 2

3 4 5

6 7

2

1 2

3 4 5

6 7

3

1 2

3 4 5

6 7

4

1 2

3 4 5

6 7

5

1 2

3 4 5

6 7

Comments and Observations

Total Score 2a

Table 2b: Part 1 Section 3 ( Year End) Goal

Not Achieved

Achieved

Exceeded

1

1 2

3 4 5

6 7

2

1 2

3 4 5

6 7

3

1 2

3 4 5

6 7

4

1 2

3 4 5

6 7

5

1 2

3 4 5

6 7

Comments and Observations

Total Score 2b

Employee Overall Assessment Score Table

Score

Comments and Observations

Table 1 / Period 1 Table 1 / Period ___ Table 1 / Period ___ Table 1 / Year End Total Goal Score A) Adjusted Goal Score

Refer to PM Manual for Scoring Adjustment

Table 2a Table 2b B) Total Competency Score

Score is sum of Table 2a and 2b

C) Modified Goal Score

Multiply A) by 35/48, round to 1 decimal place

D) Modified Competency Score

Multiply B) by 3/7, round to 1 decimal place.

Total

Sum of C + D

12

Potential Assessment Comment on the employee’s potential to take on added responsibilities or roles, and a realistic timeframe for achieving this.

Succession Planning In the event of replacing this employee, who within ABC can be groomed to succeed the current employee? What efforts and time frame are required to groom the employee to take over this role? Name & Designation

Department

1. 2. 3.

COMMENTS BY COUNTERSIGNING OFFICER 1) Review of Goals Set (to be completed before Mid Year Review)

Initial and Date: _____________________ 2) After Final Year-End Assessment

Name & Designation : Signature & Date :

13

Comments