CONFIDENTIAL

ABC COMPANY PTE LTD PERFORMANCE MANAGEMENT REPORT

Name : Dept : Supervisors Name and Designation :

Designation : Date Joined :

MEETING RECORD Record the date of completion of each meeting in the performance management plan, and sign off the form, along with supervisor. Meeting Performance Planning Confirmation Special Review ! Routine Review ! "id#$ear Review Special Review ! Routine Review ! %ear#end Review
! &o 'e completed onl$ where applica'le

Date

Employee

Super i!or

&he full document consists of ( Separate Parts: Part ) is a shared review of goals and 'ehavioral targets for 'oth the emplo$ee and managers to complete. Part * is a self#assessment to 'e completed '$ the emplo$ee at an$ formal performance review and in particular the mid#$ear and end of the performance c$cle. Part ( is a confidential manager review for +mplo$ee ,ssessments -or Part ) and *, the original form is to 'e retained '$ "anager with a cop$ given to the +mplo$ee and returned to .R onl$ after %ear#end Review Per"orman#e Planning # complete Part ) / * and give a cop$ each to emplo$ee and .R after Countersigning 0fficer has reviewed and completed Page )( Mi$%year Re ie& # complete Part ), Section ), * and "anagers +valuation and su'mit original form to .R Con"irmation'Spe#ial Re ie& # complete onl$ Part ( and su'mit to .R together with the ,pproval '$ Countersigning 0fficer 1pages )2, )* and )( 3 Year%en$ Re ie& % complete all Parts including Supervisors +valuation and su'mit original form to .R

PART ( SECTION (
Please refer to Part * 1Page 43 'efore completing this section

DE)ELOPMENT GOALS

Discuss and list ( or 5 6e$ training and development goals and career development goals for the emplo$ee. State also how these goals are to 'e achieved and the timeframe to achieve them. Development activities can ta6e the form of ac7uiring new s6ills 6nowledge, 8o' rotation, ta6ing on adding responsi'ilities, etc.

TRAINING AND DE)ELOPMENT *S+ORT%TERM, GOALS 1including goals alread$ covered in ,nnual &raining Plan3 &raining and Development goals relate to s6ills or 6nowledge re7uired to perform current responsi'ilities or the ac7uisition of new 6nowledge or s6ills necessar$ for the achievement of planned o'8ectives. &hese are t$picall$ to 'e achieved within a few months to one $ear, and include training courses, on#the#8o' training, s6ills and 6nowledge ac7uisition, special assignments, cross#divisional assignments, etc. De elopment Goal! Time%"rame "or a##ompli!-ment +o& to a##ompli!*a#ti itie!, Re!ult .

&o 'e completed '$ Supervisor at the end of the $ear

CAREER DE)ELOPMENT *LONG%TERM, GOALS Career Development goals relate to s6ills and 6nowledge re7uired to fulfill specific roles in the longer term. &hese are to 'e achieved over a longer period, t$picall$ more than one $ear. Development activities include training programmes leading to formal certification, 8o' changes, promotion, etc. De elopment Goal! Time%"rame "or a##ompli!-ment +o& to a##ompli!*a#ti itie!, Re!ult .

&o 'e completed '$ Supervisor at the end of the $ear. *

PART ( SECTION /

INDI)ID0AL GOALS

Set and discuss ( to 9 6e$ individual goals for the emplo$ee for this performance $ear. &he goals must 'e lin6ed to the departments goals and ultimatel$ to ,:C overall goals. ;oals must 'e specific, measura'le, attaina'le, relevant and time'ound. <pdate the goals in case the emplo$ee is promoted or moved to another 8o'. "ultiple pages ma$ 'e used to record ongoing goals set through the $ear Please num'er goals in se7uence as necessar$

B C Deights are formal Goal === 1eig-t *a, Di""i#ulty *2, D N S Mea!urement ' Spe#i"i# Out#ome! Criteria an$ Timing ' Mile!tone!

===

D N S

===

D N S

===

D N S

===

D N S

===

D N S

1a3 1eig-t: &he proportional importance of the ;oal for the "easurement period 1'3 Di""i#ulty: D > Developmental: goals are for individuals development, and ma$ not 'e e7uivalent to those given at normal performance 1"a? of * per @setA3 N > Normal: goal 'roadl$ given to @averageA emplo$ee S # Stretch: goal given to individual whose demonstrated capa'ilities e?ceed @averageA levels 1"a? of * per @setA3 ( Sheet:

SECTION 2

INDIVIDUAL GOALS

Employee Sel"%A!!e!!ment an$ Criti#al In#i$ent Re#or$ : +mplo$ee to complete. "a$ include achievements, special circumstances, and issues to highlight special performance or mitigating factors. &he goals must 'e lin6ed to the departments goals and ultimatel$ to ,:C overall goals. Super i!or3! Comment! an$ O2!er ation!: Comments, ,greement Disagreement with +mplo$ee records, good 'ad record of critical incidents pertinent to the specific EPF "ultiple pages ma$ 'e used to record ongoing goals set through the $ear

Employee Sel"%A!!e!!ment an$ Criti#al In#i$ent Re#or$

Super i!or3! Comment! an$ O2!er ation!

Out#ome Re!ult! *#, N , +

N , +

N , +

N , +

N , +

N , +

1c3 Re!ult!: &he level of the achievement of the goal, 8ointl$ agreed '$ +mplo$ee and Supervisor N> Not ,chieved Needs Fmprovement: ,> ,chieved +# +?ceeded
! ! &his page to 'e completed during Performance Planning Cop$ of this page to 'e given to emplo$ee and .R

PART ( SECTION 4
! ! ! !

DESIRED COMPETENCIES

Please refer to the ,:C :ehaviour ,nchored Rating Scale :oo6let for appropriate 'ehaviour goals. +?plain these competencies to the emplo$ee during the performance planning meeting. During su'se7uent reviews, provide feed'ac6 to him her on demonstration of these competencies. ,t the end of the review period, assess the emplo$ee against each desired competenc$.

Be-a iour

Current Le el *$,

Target Le el *e,

Spe#i"i# Targete$ Be-a iour

).

*.

(.

5.

9.

Please indicate the *$, Current Le el of ,chievement and the *e, Target Le el of ,chievement for the desired :ehaviour5

Sheet: SECTION 4 COMPETENCY GOALS Employee Sel"%A!!e!!ment an$ Criti#al In#i$ent Re#or$ : +mplo$ee to complete. "a$ include achievements, special circumstances, and issues to highlight special performance or mitigating factors. &he goals must 'e lin6ed to the departments goals and ultimatel$ to ,:C overall goals. Super i!or3! Comment! an$ O2!er ation!: Comments, ,greement Disagreement with +mplo$ee records, good 'ad record of critical incidents pertinent to the specific EPF "ultiple pages ma$ 'e used to record ongoing goals set through the $ear.

Employee Sel"%A!!e!!ment an$ Criti#al In#i$ent Re#or$

Super i!or3! Comment! an$ O2!er ation!

Out#ome Re!ult! *", N , +

N , +

N , +

N , +

N , +

1d3 Re!ult!: &he level of the achievement of the goal, 8ointl$ agreed '$ +mplo$ee and Supervisor N> Not ,chieved Needs Fmprovement: ,> ,chieved +# +?ceeded

PART / SECTION ( EMPLOYEE Per"orman#e Support A!!e!!ment (, During t-e perio$6 I &a! #lear a2out my o27e#ti e! *in#lu$ing any #-ange! in t-em,6 an$ "ully un$er!too$ t-em8
Meeting Confirmation Special Review ! Routine Review ! "id#$ear Review Special Review ! Routine Review ! %ear#end Review %N %N %N %N %N %N Employee Comment Super i!or Comment

/, During t-e perio$6 I &a! gi en a$e9uate !upport *tool!6 training6 an$ re!our#e!, to a#-ie e my o27e#ti e!8
Meeting Confirmation Special Review ! Routine Review ! "id#$ear Review Special Review ! Routine Review ! %ear#end Review %N %N %N %N %N %N Employee Comment Super i!or Comment

4, During t-e perio$6 I &a! !po:en to a2out my $e elopment an$ per"orman#e 2y my !uper i!or8 Not formal performance reviews which are documented here, 'ut could 'e short discussions where $our supervisor provided constructive feed'ac6 and guidance not directl$ related to the achievement of immediate goals.
Meeting Confirmation Special Review ! Routine Review ! "id#$ear Review Special Review ! Routine Review ! %ear#end Review I Time! Employee Comment Super i!or Comment

;, I "eel I nee$ $e elopment'training in t-e "ollo&ing area!8

Spe#i"i# Training'De elopment Re9uire$ ). Rea!on! Super i!or3! Comment! an$ Agree$ Supporting A#tion!

*.

(.

5.

<, My per!onal gro&t- an$ $e elopment o27e#ti e! "or t-e ne=t year are8 &his would could include training, development and learning opportunities to close performance or developmental gaps
O27e#ti e Priority Super i!or3! Comment! an$ Agree$ Supporting A#tion! *!u27e#t to a aila2le opportunity an$ re!our#e!,

).

*.

(.

5.

! !

&his page to 'e completed during Performance Planning Cop$ of this page to 'e given to emplo$ee and .R

Not To Be S-o&n To Employee PART 4

S0PER)ISOR3S E)AL0ATION &here are * compulsor$ evaluations re7uired: "id %ear and %ear +nd. -or each +valuation Period, complete one &a'le ) 1;oals3. <se more sheets of Page )) as re7uired, Stri6eout an$ unused rows to avoid errors in scoring. &a'le * onl$ needs to 'e completed for the compulsor$ evaluation periods. Note that any Assessed Score in the Shaded Columns (Not Achieved and Exceeded) MUST be accom anied by a !ritten commentary or evidence o" achievement (or lac# thereo")$ Please refer to the ,:C Performance "anagement "anual for "anagers for more details . Employee Goal A#-ie ement A!!e!!ment &a'le ): Part ) Section * Period ) === 1 "id %ear ============ 3
Goal D( D/ N( N/ N4 N; N< N> S( S/ S4 Not A#-ie e$ 2 ) 2 ) ) * ) * ) * ) * ) * ) * ) * ) * ) *
1eig-te$ S#ore

A#-ie e$ * ( 5 * ( 5 ( 5 9 ( 5 9 ( 5 9 ( 5 9 ( 5 9 ( 5 9 5 9 G 5 9 G 5 9 G

E=#ee$e$ 9 G 9 G G H G H G H G H G H G H I 4 I 4 I 4 &otal

Comment! an$ O2!er ation!

Raw

-inal

&otal Score

.ighlight Fssues +vents ,chievements for the Review Period

)2

Employee Goal A#-ie ement A!!e!!ment &a'le ): Part ) Section * Period * == 1%ear +nd ============ 3
Goal D( D/ N( N/ N4 N; N< N> S( S/ S4 Not A#-ie e$ 2 ) 2 ) ) * ) * ) * ) * ) * ) * ) * ) * ) *

Sheet:

1eig-te$ S#ore

A#-ie e$ * ( 5 * ( 5 ( 5 9 ( 5 9 ( 5 9 ( 5 9 ( 5 9 ( 5 9 5 9 G 5 9 G 5 9 G

E=#ee$e$ 9 G 9 G G H G H G H G H G H G H I 4 I 4 I 4 &otal

Comment! an$ O2!er ation!

Raw

-inal

&otal Score

.ighlight Fssues +vents ,chievements for the Review Period.

))

Employee In$i i$ual Competen#y A!!e!!ment S#ore &a'le *a: Part ) Section ( 1 "id %ear3
Goal ( / 4 ; < Not A#-ie e$ ) * ) * ) * ) * ) * A#-ie e$ ( 5 9 ( 5 9 ( 5 9 ( 5 9 ( 5 9 E=#ee$e$ G H G H G H G H G H Comment! an$ O2!er ation!

&otal Score *a

&a'le *': Part ) Section ( 1 %ear +nd3

Goal ( / 4 ; < Not A#-ie e$ ) * ) * ) * ) * ) * A#-ie e$ ( 5 9 ( 5 9 ( 5 9 ( 5 9 ( 5 9 E=#ee$e$ G H G H G H G H G H Comment! an$ O2!er ation!

&otal Score *'

Employee O erall A!!e!!ment S#ore

Ta2le &a'le ) Period ) &a'le ) Period === &a'le ) Period === &a'le ) %ear +nd &otal ;oal Score ,3 ,d8usted ;oal Score &a'le *a &a'le *' :3 &otal Competenc$ Score C3 "odified ;oal Score D3 "odified Competenc$ Score Total Score is sum of &a'le *a and *' "ultipl$ ,3 '$ (9 5I, round to ) decimal place "ultipl$ :3 '$ ( H, round to ) decimal place. Sum of C J D Refer to P" "anual for Scoring ,d8ustment S#ore Comment! an$ O2!er ation!

)*

Potential A!!e!!ment Comment on the emplo$ees potential to ta6e on added responsi'ilities or roles, and a realistic timeframe for achieving this.

Su##e!!ion Planning Fn the event of replacing this emplo$ee, who within ,:C can 'e groomed to succeed the current emplo$eeK Dhat efforts and time frame are re7uired to groom the emplo$ee to ta6e over this roleK Name ? De!ignation ). *. (. Department Comment!

COMMENTS BY CO0NTERSIGNING OFFICER )3 Review of ;oals Set 1to 'e completed 'efore "id %ear Review3

Fnitial and Date: ===================== *3 ,fter -inal %ear#+nd ,ssessment

Name / Designation : Signature / Date :

)(