Appraisal Forms 452[1]

8/9/2019 Appraisal Forms 452[1]

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ANNEXURE I

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ANNEXURE II

Performance and Development Plan (PDP) Form for


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Part B: Capabilities/Critical Attributes

Leadership essentials Behaviours Observations

Leadership Essentials are how work gets done to

support XYZ goals and culture. Identify 1-3 Essentials

that are critical to successful performance. Both you

and your manager must agree on these Essentials.

(Choose from list given overleaf)

Identify actions/behaviours for each

Essential. Be sure they are verifiable and

specific.

In preparation for periodic

reviews, describe your

demonstrating the Essentia

Business-Specific Essentials Behaviours Observations

You may choose to add Business-specific

technical/functional Essentials that are critical to your

job. Both you and your manager must agree on these

Essentials. (Indicative list given overleaf)

Identify actions/behaviours for each

Essential Be sure they are verifiable and

specific.

In preparation for periodic

reviews, describe your

demonstrating the Essentia


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Part C: Periodic Reviews of Performance (Objectives + Capabilities)

Periodic Review Date Summary Comments on Performance

1st

Review

Employees Comments:

Managers Comments:

2nd

Review

Employees Comments:

Managers Comments:

3rd

Review

Employees Comments:

Managers Comments:

Part D: Annual Review of Performance (Objectives + Capabilities)

Employees Summary of Overall Performance (Self Appraisal)

Managers Summary of Overall Performance (After Discussing and Giving Feedback)

My manager and I have discussed this annual performance review and jointly prepared this document. My signature does not neces

Appraisees Signature Date Appraisers Signature

________________________________________________________________ _____________________________


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Part E: Development Plan

Aspirations

Describe Professional interests / career aspirations both short term and long term. Consider company direction and work team need

Strengths Areas of Improvement

Self Assessment Self Assessment

Managers Comments: Managers Comments:

Development Objectives & Action Steps

Development Objectives Action Steps Resou

Based on current role and future careeraspirations, identify the Essentials,

knowledge and experience to be developed.

Identify action steps to achieve development objectives. Typesof activities to consider include:

Assignments (projects, career moves) Learning from Others (coaching, feedback,

mentoring)

Courses (seminars, e-learning, independent study)

Identify resourcdevelopment o

resources to co

Financial, peop


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Part F: Development Plan Periodic Reviews

Periodic Review Date Summary Comments on Development

1st

Review

Employees Comments:

Managers Comments:

2nd

Review

Employees Comments:

Managers Comments:

3rd

Review

Employees Comments:

Managers Comments:

Part G: Development Annual Review

Employees Overall Development Summary

Managers Overall Development Summary

My manager and I have discussed this annual development review and jointly prepared this document. My signature does not neces

Appraisees Signature Date Appraisers Signature

________________________________________________________________ _____________________________


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ANNEXURE II (a)

PDP form Overview

The PDP form may consist of several sections (in our specimen format it containsPart A to Part E). These sections are briefly described below:

Section Description

Part A Objectives This is the `what of the appraisees job which shouldconform to SMART criteria i.e. Specific, Measurable,Achievable, Realistic and Time-bound. A well-writtenobjective clearly defines expected results.

Critical objectives are those that directly align with businesspriorities and cascade down from the top management.

The appraiser has to review the accomplishment of eachobjective.

Part B Capabilities(criticalattributes)

A capability is `how the job is done. It is a behaviour orgroup of behaviours required to perform effectively in onesjob and to accomplish ones objectives.

The appraiser has to review demonstration of eachcapability.

Part C PeriodicReviews

The appraisee has to set up reviews of his objectives andcapabilities with his appraiser several times throughout theyear. This will enable him to know how he is progressing inboth areas and allow time to adjust, if necessary.

Part D AnnualReview

Annual review takes place at the end of the year. Theappraiser first evaluates each objective and capability,noting results in Parts A and B and then reviews overallperformance and documents the same in this section.

Part E DevelopmentPlan

The purpose of a development plan is to develop skills andbehaviour that enables the appraisee to be successful inhis current position, as well as prepare him for future rolesto which he aspire. The principles of development plan are:

People development focuses on building theknowledge, skills and experiences required for current

and future business success. Individuals are responsible for their own development.

Managers are responsible for supporting thedevelopment of their people.

In most situations, on the job experience is thepreferred development approach.

For career enhancement, one needs a variety ofexperiences (functions, businesses and locations).

Everyone is responsible for sharing learnings.

Development plan needs to be reviewed periodically andannually.

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Section Description

Part F DevelopmentPlan PeriodicReviews

The development plan should be reviewed several times ayear. Any issues or any changes in the plan should berecorded. The review can be done simultaneously whilereviewing objectives and capabilities or at some other time.

Part G DevelopmentAnnualReview

This review should take place at the end of the year andmay be done at the same time as the review of theobjectives and capabilities or at a separate time, as per thepreference of the appraisee and the appraiser. This reviewhelps in assessing how the appraisee is progressing on hisdevelopment.

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ANNEXURE III

Performance Appraisal Form of Executives

ABC Limited

Performance Review: January-December 2006(FOR )

Name : Designation : Emp. Code :

Grade : Date of Joining : Qualification :

Last Promotion: SBU Head Dept :

Rewards /Rating : For Last 3 years _____ _____ _____2003 2004 2005

PART ASELF APPRAISAL

(To be filled by the Appraisee)

1. Describe your main achievements during the year in the order of significance.Quantify them wherever possible :

___________________________________________________________________________________________________________________________________________________________________________________________________

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

2.

Indicate factors, which helped Indicate factors, which hinderedIn your performance your performance

Factors Illustrations Factors Illustrations

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PART B

PERFORMANCE / RESPONSIBILITIES REVIEW

Individual Objectives: (Total Weightage = 85%)Column 1, 2 & 3 to be filled by the appraisee and column 4 by the appraiser afterjoint review of the performance by the two.Rating Scale : OS = Outstanding

E = ExceededFA = Fully AchievedMA = Mostly AchievedPA = Partially AchievedNA = Not Achieved

(Total of Weightages of all Objectives / Performance Area should be 85%)

Objectives / Performance areain order of importance

(1)

SelfRating

(2)

AppraisersRating

(3)

AppraisersWeightage

(4)

PerformanceScore

(3 x 4)

Total Score

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PART C

Performance Skills (Assessment of Exhibited Attributes)(Total Weightage - 15 %)

Describe the employees performance giving specific description against each of theskills listed below:

SR. ATTRIBUTES APPRAISERSRATING (1)

WEIGHTAGE(2)

SCORE(1X2)

1.

2.

3.

4.

5.

Planning & Organizing

Team Work & People Oriented

Innovation & Creativity

Customer Satisfaction

Problem Analysis

3%

3%

3%

3%

3%

Total Part C = 15%

Overall Score:

Overall Rating:

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PART: D

Strengths: Indicate behaviour or actions which resulted in desired output of job__________________________________________________________________________________________________________________________________________________

_____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Areas For Improvement: Indicate areas where performance can be improved._____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

__________________________________________________________________________________________________________________________________________________

Training needs during the review year.

Sr.No.

Functional/Job related Behavioral

_______________________ ___________________Appraisee's Sign & Date Appraiser's Sign and Date

___________________________________________________________________

RECOMMENDATIONS

OVERALL RATING - ________

_____ ___________________ __________________Appraiser's Sign & Date Reviewer's Sign and Date

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TARGET SETTING : 2007

Name : ______________________________ Emp. Code : __________________

Department: _________________________ Location : ____________________

Designation : _______________ Grade : __________________

_________________________________________________________________________

PART I PERFORMANCE / RESPONSIBILITIES REVIEW1. INDIVIDUAL OBJECTIVES ( 5 - 7 NOS) ( Total Weightage - 85 % )

(JOB RELATED KRAs)

Sr. No Objectives/ Key Result Areas Weightage

PART II

Performance Skills (Assessment of Exhibited Attributes)

(Total Weightage - 15 %)

SR. ATTRIBUTES WEIGHTAGES

1.2.3.4.5.

Planning & OrganisingTeam Work & People OrientationInnovation & CreativityCustomer SatisfactionProblem Analysis

______________________ __ _________________Appraisee's Sign & Date Appraiser's Sign and Date

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Annexure IV

MANAGEMENT BY OBJECTIVES APPRAISAL FORM

Objective 1:

Standard for acceptable performance:

Results:

Special factors and other comments:

Objective 1:


Results:


Objective 1:


Results:


Objective 1:


Results:


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ANNEXURE V

360 FEEDBACK PROCESS

source: http://www.wits.ac.za/depts/cult/360GeneralInfo.doc


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ANNEXURE VI

Feedback Form

(Please give us your perceptions of in the areas of competency

and responsibility listed below. Place an X in the appropriate square on the table, where 1indicates that you think that this is an area of particular strength and excellence; 2 indicatesthat you perceive this person to be functioning well in this area; 3 indicates that youperceive this to be a development area for him/her)

Name of the Appraisee: Designation:

Department: Date of Joining;

Feedback respondent name: Date of feedback:

Competency / Area of responsibility3

Developmentarea

2Area of

competence

1Area of

excellence

0Unable tocomment

1 Manages attentionManages attention through a compellingvision that brings others to a place theyhave not been before. Creates a senseof purpose; defines reality in the largercontext; instills shared values andbeliefs. Establishes standards andcompelling aspirations that help theDepartment achieve its next stage ofdevelopment. Acts as catalyst, inspiringand enabling others to act.

2 Manages trust

Inspires trust and confidence throughconsistency, reliability and integrity;delivers on promises; role models the

University / Department values.

3 Manages self

Knows and understands his/her ownstrengths, skills, and weaknesses andmanages these effectively. Respondsconstructively to criticism and personalfeedback. Takes responsibility forhis/her own development and actions. Isself motivated, persistent, and resilient.Recognises the impact of his/her ownbehaviour on others. Is able to performconsistently in a range of situationsunder pressure, and to appropriatelyadapt behaviour. Retains focus in theface of difficult situations. Regularlyreviews and improves the effectivenessof his/her own leadership.

4 Fosters unity and collaboration

Creates a climate of community; buildsmorale; sets a positive tone; resolvesdisagreements; fosters collaborationand ownership; recognizes individual

and team contributions; facilitatesteamwork.

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Competency / Area of responsibility3

Developmentarea

2Area of

competence

1Area of

excellence

0Unable tocomment

5 Exercises power effectively

Takes ownership and accountability;

empowers others to act; sharesauthority; nurtures the skills of groupmembers. Delegates responsibly and

holds individuals accountable.

6 Establishes an environmentconducive to learning

Champions continuous learning at alllevels in the Department. Encouragesappropriate levels of risk-taking andinnovation. Models the need forlearning by continuous self-development. provides consistent

feedback to members of the team onboth successes and failures. Deals withteam failure or error constructively anddevelopmentally.

7 Solves problems

Anticipates potential problems; identifieskey issues and explores options andperspectives in order to generatesolutions; develops and encouragesinnovative and creative approaches toproblems; able to analyse and breakdown problems and identify issues and

implications.

8 Manages resources

Effectively manages resources in adoing more with less environment;innovative and creative in developmentand use of resources; exercises soundand responsible fiscal management;able to identify and prioritize areas ofspend or resource allocation; able totake hard decisions about resourceallocation and follow these throughresponsibly; actively seeks outopportunities to maximise resources

9 Makes decisions / thinksstrategically

Understands and defines global Deptpurpose and focus; able to take a bigpicture overview; understands long termimpact of decisions and externalpressure on the University / Division /Dept; sets key strategic objectives;anticipates changes in context andtrends and plans ahead; offers strategicand practical solutions. Makes policyand strategy and translates these into

achievable goals and programmes ofaction.

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19/23

ANNEXURE VII

eAppraisal (using Balanced Scorecard method) for managerial level

eAppraisal Form Request No. : ___________

, you have logged in as Reviewer.

Initiated By on Status : Rated by Reviewer

Pending with MC (name of HR person)

Name Location

DesignationDate of Joining the

Company

SBU / DepartmentDate of last Promotion

(if any)

Grade Name of Appraiser

Employee IDName of Appraiser's

Superior

(A) Performance Review WRT Targets Set at the Start of Financial Year __________

Financial Measure

Self Appraisal AppraiserKey Performance Area Achievement

Rating Weight Score Rating Weight Score

Total

Customer Measure



Total

Internal Process

Self Appraisal AppraiserKey Performance Area AchievementRating Weight Score Rating Weight Score

Total

People (Learning & Growth)



Total

Grand Total

Overall Self Rating

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Appraisal Summary and Review

Overall RatingIdentity Name

Score RatingDate

Appraisee Appraiser

Reviewer Final Rating by MC

Promotion

Recommended By

Appraiser

Recommended By

Reviewer

Comments

Identity Comments

Appraiser

(name)

Reviewer

(name)

HR

(B) - Overall Assessment, Strengths & Training Needs

1. Summary of Performance (by the Appraiser)

2. Strengths - (by the Appraiser)

Clarity of Purpose Influencing Others

Practical Creativity Entrepreneurial Drive

Objective Analytical Power Self Confidence

Market Orientation Team CommitmentLeading Others Learning from Experience

Developing Others

Any Other (Please specify)

Training Needs identified for development (by the Appraiser / Appraiser's Superior):

Functional / Job related, etc Behavioral

- -

- -

- -

- -

- -

- -- -

Document History____________________________________

Rating entered by

Rating entered by

Submitted by on

Return by

Comments :

Submitted by on

Created by on

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ANNEXURE VIII

eAppraisal Process

Appraisee writes his self-appraisal

Submits to Main appraiser

Goes to additional appraiser1 Goes to additional appraiser2 Optional

Reviewer releases to main appraiser

Discussion done and Appraisee Confirms.Process completed

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Main appraiser releases it to appraisee with arequest to set up time for discussion

Management Committee Moderation and other stages(HR to enter results)

HR submits to reviewer

Reviewer submits it to HR

Reviewer reviews and writes

Main Appraiser submits it to Reviewer

Comes back to Main Appraiser

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ANNEXURE IX

eAppraisal for Executive/Officer level

eAppraisal Form

, you have logged in as Appraiser.

Initiated By on Status: Rated by Reviewer

Pending with MC (name of HR person)

eAppraisal Period

Name Location

DesignationDate of Joining the

Company

SBU / Department Date of last Promotion(if any)

Grade Name of Appraiser

Employee IDName of Appraiser's

Superior

(A) Performance Review WRT eTargets

Performance / Responsibility Review (Maximum weight should be 85)

Self Appraisal AppraiserKey Performance

Area Achievement

Target

SettingWeightage


Total 0 85 85

Performance Skills (Assessment of Exhibited Attributes) (Maximum Weight should be 15)

Self Appraisal Appraiser

Key Performance

AreaAchievement

TargetSetting

Weightage


Team Work &

People Oriented

Innovation &

Creativity

Customer

Satisfaction

Problem Analysis

Total 0 15 15

Grand Total 0 100 100Overall Self Rating

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Appraisal Summary and Review

Overall RatingIdentity Name

Score RatingDate

Appraisee

Appraiser Reviewer

Final Rating by MC

Promotion and Performance Potential

Identity Promotion Recommendation Performance-Potential

Appraiser

Comments

Identity Comments

Appraiser

(name)

Reviewer

(name)

HR -

(B) - Overall Assessment, Strengths & Training Needs

1. Summary of Performance (by the Appraiser)

2. Strengths - (by the Appraiser)

Clarity of Purpose Influencing Others

Practical Creativity Entrepreneurial Drive

Objective Analytical Power Self ConfidenceMarket Orientation Team Commitment

Leading Others Learning from Experience

Developing Others

Any Other (Please specify)

Training Needs identified for development (by the Appraiser / Appraiser's Superior):

Functional / Job related, etc Behavioral

Document History____________________________________

Rating entered by

Rating entered by

Submitted by on

Created by on

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Appraisal Forms 452[1]