Annexure-014

SEHER-HR-014
PERFOMANCE APPRAISAL FORM

Name: Department: Current Location:

Position: Joining Date: Period Under Review: DIRECTIONS TO THE APPRAISER

Annual Performance Review is based on objectively assessing individual employees performance against responsibilities, objectives and SEHER`s core values. They should then form the basis for setting future objectives and action plans and ultimately have an influence on performance related pay. 1. The Appraiser/Supervisor should fill out the Objectives and Results column of section 1 of the form prior to forwarding it to each Employee for self-assessment. The Employee should return the form with his self-assessment. 2. A meeting should be held between the Appraiser and the Employee to discuss his/her evaluations. The objective should be to discuss his/her performance, provide recognition for good results and strengths, set a future work plan, assess his training needs and provide counseling and motivation to improve where results fall short of expectations. Both the Appraiser and the Employee should sign on the form. 3. The HR will review and cross verify (through leave record; deliverables; and other sources)the performance appraisal and the performance rating provided by the Appraiser.HR Section translates the performance rating into salary recommendation .Final approval will be obtained from E.D 4. Employee will provide his/her comments about the Appraisers Appraisal and provide comments wheather agrees/disagrees with it .Prospect of dissent will be treated by HR section, by cross verifying the whole appraisal. 5. The HR Section takes the necessary actions to implement the decision.

SCORING SYSTEM E- Excellent 3.1 to 4.0 (Increment 15%)

Performance leaves little room for improvement: Understanding is highly advanced with a high degree of commitment to SEHERs aims. Tasks are always performed to the highest standards. Behavior consistently exceeds the required standard.

G- Good

2.1 to 3.0 Performance exceeds requirements: (Increment Strong understanding of the requirements and identifies with SEHERs aims Performance/task behavior meets requirements and usually exceeds the basic 10%) standards.

Behavior is consistent and usually exceeds the basic requirement.

S- Satisfactory

P- Poor

1.1 to 2.0 Performance consistently meets job requirements. (Increment Adequate understanding and commitment to SEHER goals & objectives. Tasks are performed adequately. 5%) Behavior is consistent and does not exceed the basic requirement. Performance does not meet requirements. 0 to 1.0

Understanding is inadequate and theres little or no identification with SEHER goals. Tasks are not performed or not to a satisfactory level. Standards are met; the team member cannot be relied on to perform consistently.

DEFINITIONS OF TERMS USED IN THIS FORM Definitions for Terms Used in Section 2: Performance Factors

Individual Traits, Behavioral Patterns Consistently Demonstrated In The Employees Performance

Attitude: Interest in work, acceptance of supervision and general disposition towards others. Acceptance of Responsibility and Initiative: The amount of additional responsibilities willingly accepted the degree of success in timely completion of required work and the extent to which performance barriers were removed independently. Flexibility: The ability to deal with different situations simultaneously and to shift from task to task without losing momentum. Leadership (If Applicable): Effectiveness in remaining people oriented and situation sensitive, in order to influence and motivate subordinates to work towards assigned goals through mutually supportive relations. Creativity: The ability to generate new ideas and techniques having a practical application. Coping with Stress: The ability to cope with stressful situations in the work environment while maintaining normal job effectiveness Personal Productivity: Output and quality of work in relation to time spent. Appearance & Personality: Punctuality, attendance, conduct, discipline and grooming/appearance. Integrity: Adherence to personal principles (including honesty) and the courage to uphold convictions. Commitment to Personal Development: Able to demonstrate ongoing acquisition of knowledge & skills relevant to the job , track record of identifying, addressing and pursuing own learning needs, and apply learning gained from a range of activities e.g. experience as well as courses. Commitment to SEHER goal, vision, values: Demonstrates awareness, understanding, and acceptance.

Knowledge

Job Related: Demonstrated adequacy of knowledge required for job performance e.g. functional knowledge of new development tools and products, knowledge of new software and research in their area of expertise. Developments in Profession: The extent to which the employee keeps himself updated on continuing developments in his profession, and applies this to the job.

Work Management Skills

Planning: The ability to set specific goals and objectives and effectively plan the work required to attain them. Organizing: The ability to organize own work and the work of subordinates into manageable activities. Directing (If applicable): The ability to make sound decisions and to motivate employees to implement actions, providing guidance as required. Controlling (If applicable): The ability to continuously monitor performance with established standards, identify performance deviations and to take corrective action to bring performance in line with requirements.

Problem Solving Skills

Routine Problem Solving: The ability to identify, define and solve problems which are well within the scope of the job.

Interpersonal Skills

Rapport With beneficiaries: Employees ability to identify and respond to the needs of potential and current customers. Rapport with Peers: Consider cooperation with peers, success in building & maintaining respect and loyalty. Conflict Resolution: Consider the employees ability to effectively manage conflicts among subordinates by allowing differences to be constructively resolved rather than ignored, suppressed, or denied.

Communication Skills

Written: Consider the employees ability to put his ideas across in writing Verbal: Consider the employees ability to put his ideas across in speech

SECTION 1: JOB RESPONSIBILITIES

The Supervisor should fill out the Objectives column; with reference to the objectives set mutually with the employee for the previous period, and indicate the results in the Result column. This should be done before the form is given to the employee for self-assessment. Score Key: Excellent: 3.0 to 4.0 Good: 2.0 to 3.0 Satisfactory: 1.0 to 2.0 Remarks Poor: 0 to 1.0 Apprais er Score Employee Comments (Agree/Dis agree)

Objectives (To be filled as per the Job description) 1. Objective 2. Objective 3. Objective 4. Objective 5. Objective 6. Objective 7. Objective

Average Score
(Please Explain the point of dissent).

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SECTION 2: PERFORMANCE FACTORS Please indicate assessment of performance with respect to the overall level of achievement. Score Key: Excellent:3.0 to 4.0 Good:2.0 to 3.0

Performance Factors

Satisfactory:1.0 to 2.0 Poor:0 to 1.0 Appraiser Employee Score Comments Agree/Dis agree

3.1 Individual Traits, Behavioral Patterns Consistently Demonstrated in the Employees Performance

3.1.1 Attitude 3.1.2 Acceptance of Responsibility & Initiative 3.1.3 Flexibility 3.1.4 Leadership (If Applicable) 3.1.5 Creativity 3.1.6 Coping with Stress 3.1.7 Personal Productivity 3.1.8 Appearance & Personality 3.1.9 Integrity 3.1.10 Commitment to Personal Development 3.1.11 Commitment to SEHER`s Goals, Vision, & Values

3.2 Knowledge 3.2.1 Job Related 3.2.3 Developments in Profession 3.3 Work Management Skills 3.3.1 3.3.2 3.3.3 3.3.4 Planning Organizing Directing (If applicable) Controlling (If applicable)

3.4 Problem Solving Skills 3.4.1 Routine Problem Solving 3.5 Interpersonal Skills 3.5.1 Rapport with beneficiaries 3.5.2 Rapport with Peers 3.5.3 Conflict Resolution 3.6 Communication Skills

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3.6.1 Written 3.6.2 Verbal Total Score

(Please explain the point of Dissent)

SECTION 3: SCORE SUMMARY

To be filled by the Appraiser Section # 4.1 Behavioral Patterns 4.2 Knowledge 4.3 Work Management Skills 4.4 Problem Solving Skills 4.5 Interpersonal Skills 4.6 Communication Skills T To otta all Number of Questions Total Score Average Rating

SECTION 4: ANNUAL PERFORMANCE PLAN

To be filled by the Appraiser OBJECTIVES/MAJOR TARGETS
Completion Date Status
Employee Comments (Agree/Dis agree)

(Please Explain The point of Dissent)

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SECTION 5: TRAINING NEEDS ASSESSMENT

Indicate what training and development is recommended for the employee based on Performance Appraisal & Planning

Training Needs Assessment 6.1 Refresher Courses

Action Plans and Target Dates

6.2

Skill Development Courses

6.3

Others

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SECTION 7: PERFORMANCE SUMMARY 7.1 Appraisers Comments

Date

___________

Position Title Signature

7.1 Employees Comments

Name

Date

___________

Position Title
Signature 7.2 Confidential Assessment (To be filled by HR Department) Indicator/Criteria Job Responsibilities Performance factor Annual Plan Total 7.3 HRs Comments Score

Name

Increment

Date

___________

Position Title Signature

7.5 Summary Recommendations:
To be completed by the HRD Current Salary in Rupees Recommendation for Increment in percentage Impact on annual basic salary in Rupees With effect from (Date)

Name

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________________________________

Signature & Date, HRD Manager

7.6 Approval Authority

____________________ Name _____________________ Title ______________________ Signature _____________ Date

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