CITYSCAPE INTERNATIONAL LIMITED

PERFORMANCE MANAGEMENT SYSTEM

Revision: See QISS
Issue Date: See QISS
Page 1 of 8


Reviewed By:
SEE QISS
If not stamped Controlled, in red ink, then printed copies of this procedure
are uncontrolled. Printed copies must include the QISS cover sheet for
revision information
Approved By:
SEE QISS

REVIEW PERIOD : FROM ................................................TO ................................................
1. PERSONAL PARTICULARS























2. LEAVE OBTAINED DURING THE PERIOD: Annual ..............................Medical ............................ Any other ........................
PERFORMANCE STANDARDS [Definition or Rating Scale]
Grade Category Definition
A
90% - 100%
Outstanding
Outstanding Performance- An exceptional individual who consistently demonstrates outstanding
performance in all significant aspects of the job. Clearly recognized as a Model of Excellence
B
76% - 89%
Superior
Very Good performance- A high level performer who regularly exceeds requirements in most
significant aspects of the job
C
60% - 75%
Good
Good performance Performs the job in a completely acceptable manner and fully meets most
requirements and sometimes exceeds the requirements of the job
D
45% - 59%
Satisfactory
Satisfactory performance in general. Sometimes falls below the required standards
E
31% - 44%
Marginal
Only minimum standards of performance are being met. Close supervision and follow-up are usually
necessary
F
0% - 30%
Unsatisfactory
Poor performance. Significantly below the standard required for the job. Minimum standards of
performance are not being met

Name of Job Holder & ID : ............................................................................................................................

Department/Branch : ............................................................................................................................

Date joined : ............................................................................................................................

Job Title & Grade : ............................................................................................................................

Date appointed to the
Present Grade : ............................................................................................................................

Number of persons
reporting to the Job Holder:
[ Direct ] : ............................................................................................................................

Name of Reporting Officer : ............................................................................................................................

Designation : ............................................................................................................................



CITYSCAPE INTERNATIONAL LIMITED
PERFORMANCE MANAGEMENT SYSTEM

Revision: See QISS
Issue Date: See QISS
Page 2 of 8




Reviewed By:
SEE QISS
If not stamped Controlled, in red ink, then printed copies of this procedure
are uncontrolled. Printed copies must include the QISS cover sheet for
revision information
Approved By:
SEE QISS

PART 1 INDIVIDUAL GOAL ACHIEVEMENT RATING (IGAR)
Indicate the main objectives mutually agreed upon between the Job Holder and the Reporting Officer at the beginning of the review
period. Objectives should be specific, targets capable of definition and measurements in precise terms, and not merely a catalogue
of tasks related to day-to-day responsibilities.

Indicate Percentage of Achievement in Accomplishment column (100% = fully achieved). Then after an employee is done with the
self-appraisal, the final Rating is to be determined by the Reporting Officer in consultation with the Job Holder.

Key Responsibilities/objectives
(What is the work plan, objectives
and/or performance expectation)
Weight
(Weight will be
set based on
importance)

Accomplishments
(Describe accomplished tasks.)
Rating
(Points will be given
based on
accomplishment)
Employee
Reporting
Officer

Percentage of Achievement =









Percentage of Achievement =



Percentage of Achievement =






Percentage of Achievement =



Percentage of Achievement =









Percentage of Achievement =





Sum of weightage = 60 Sum of weighted rating =






CITYSCAPE INTERNATIONAL
LIMITED
PERFORMANCE MANAGEMENT SYSTEM

Revision: See QISS
Issue Date: See QISS
Page 3 of 8


Reviewed By:
SEE QISS
If not stamped Controlled, in red ink, then printed copies of this procedure
are uncontrolled. Printed copies must include the QISS cover sheet for
revision information
Approved By:
SEE QISS

PART 2 INDIVIDUAL ATTRIBUTE RATING (IAR)
(Reporting Officer to complete after discussion with the Job Holder)

Sl.
Competencies /
Skills

4


3


2


1 Employee
Reporting
Officer
1
Punctuality/
Attendance

Has been exceptionally
regular and punctual
throughout the period
under review. No
absence for a single day
during the period under
review or absent without
notification.

Generally punctual
except in a few cases
which are quite
satisfactorily
explained. Quantum
of leaves as per
entitlement. Always
avails leave with prior
intimation.

Reports late to
work at times,
more or less
average.
Availed all
leaves. Does
not always
avail leave
with prior
permission.


Habitual late
comer

2
Commitment
Always gets involved
with the work. Can be
relied upon. No follow up
required.
Carries out the task
as per instructions
and does what is
expected of him with
very little follow up.
Does not go
out of his way
to complete
the task.Needs
follow up
frequently.

Has no sense
of involvement
or
responsibility.
Need constant
follow up

3
Communication
Very effective and
precise.Both in oral and
written communication.
Oral and written
communication is
clear and satisfactory.
Oral and
written
communication
is barely
adequate.
Needs
improvement.

Communication
skills grossly
inadequate.

4
Job knowledge
Wide knowledge
covering more than his
job requirements. Fully
though in work methods
and procedures.
Well acquainted with
all aspects of work
methods and
procedures. Seeks
clarifications rarely.
Job knowledge
not adequate
to do the
routine work,
needs
guidance

Lack basic job
knowledge,
ignorant of
work methods
and
procedures.
Need constant
supervision.

5
Problem
solving and
decision
making
Identify work related
problems and solve in an
effective and efficient
manner on time using
own judgement.
Identify work related
problems but take
time to solve the
problems
Can identify
the problems
but depends
on others for
the solution.
Unable to
understand the
problems
sometimes.
Thus take no
initiates to
solve the
problems

6
Planning,
Organizing and
Prioritise
Very systematic in
planning and organizing
work. Plans work well in
advance without waiting
for instructions.
Systematic in
planning and
organizing work.
Plans work in
advance
Does not plan
or analyse his
work in time.

Never plan or
organises
work. Rarely
sticks to
schedule.

7
Leadership


High inspirational
qualities, and recognised
as a leader by the
associates. Group
morale is high

Team members look
up to his/her for
guidance. Makes an
effort to build the
group morale.

Leadership
skills
inconsistent.
Has a
moderate
group morale.
Has no
recognition or
acceptance as
a leader. Group
moral in low.


CITYSCAPE INTERNATIONAL LIMITED
PERFORMANCE MANAGEMENT SYSTEM

Revision: See QISS
Issue Date: See QISS
Page 4 of 8


Reviewed By:
SEE QISS
If not stamped Controlled, in red ink, then printed copies of this procedure
are uncontrolled. Printed copies must include the QISS cover sheet for
revision information
Approved By:
SEE QISS


Sl.
Competencies /
Skills


4



3


2


1
Emplo
yee
Reporting
Officer
8
Handling
people/in-house
or external
Customer
Handling
people/Customer in
an effective way to
maximise result.
Motivates people/
customer to achieve
the results.
Managing
people/custome
r adequately
needs support
from supervisor.
Ineffective in
handling
people/custo
mer.

9
Teamwork
Always encourage to
ideas and
suggestions. Act as
an effective team
player and play a vital
role in team success.
Contributes to the
team success, come
up with new ideas
whenever required..

Good team
worker needs to
become more
proactive in
achieving
teams goal.
Not and
effective team
member
reluctant in
achieving
teams goal.

10 Interpersonal
relationship
Always understanding
and amicable.Gets
along with
colleague/peers and
superiors very
well.Relates very well
with visitors and
patients whom he/she
comes across. No
strained relationship
with colleague or
superiors.
Generally gets along
with
colleagues/peers
superiors and
patients. Takes
pains in keeping the
relationship sound
and intact.
Generally gets
along well with
colleagues,
superiors/peers
and patients.
There are few
incidents of
strained
relationship.
Finds
difficulty in
getting along
with
everyone.
Incidents of
strained
relationships
are frequent.

Sum of weightage = 40
Sum of weighted rating =
















PART 3 OVERALL ASSESSMENT
(To be completed by the Reporting Officer



To be filled by the supervisor (optional):
Make any comment that you feel necessary to clarify or supplement your foregoing ratings. In addition, any factors which are
inhibiting the employees performance should be recorded here.

-

CITYSCAPE INTERNATIONAL LIMITED
PERFORMANCE MANAGEMENT SYSTEM

Revision: See QISS
Issue Date: See QISS
Page 5 of 8




Reviewed By:
SEE QISS
If not stamped Controlled, in red ink, then printed copies of this procedure
are uncontrolled. Printed copies must include the QISS cover sheet for
revision information
Approved By:
SEE QISS

PART 3- OVERALL ASSESSMENT
(To be completed by the Reporting Officer)


Calculation of Individual Performance Rating (IPR):

Obtained in Part 1 & 2


Part 1:
Individual Goal Achievement Rating
(IGAR)
Part 2:
Individual Attribute Rating (IAR)
Individual Performance Rating
(IPR)
Sum of
weightage
Sum of weighted
rating
Sum of
weightage
Sum of weighted
rating
(Sum of total weighted rating
of Part 1& 2)/Sum of total
weightage*100
60 40


On the basis of achievement of objectives and the ratings of the personal attributes, give your overall assessment of the
Job-holders performance, using the ratings scale A-F.






..................................................
Name of Reporting Officer
.................................................
Signature
.....................................................
Position
.........................................
Date
























PART 4 TRAINING & DEVELOPMENT PLAN
(Job-holder and Reporting Officer to complete)
PART 4- TRAINING AND DEVELOPMENT PLAN
(Job-holder and Reporting Office to completed)





Job Holder to complete
You are encouraged to add your own remarks on any of the foregoing assessments and comment.




Signature of Job holder : .................................................... Date : .............................







Reporting Officers Supervising Manager (Reviewer) to complete
Please confirm your agreement to this review and add any comment you feel necessary.








.........................................................
Name of Supervising Manager
..............................................
Signature
...................................................
Position
.............................................
Date








Final Rating

CITYSCAPE INTERNATIONAL LIMITED
PERFORMANCE MANAGEMENT SYSTEM

Revision: See QISS
Issue Date: See QISS
Page 6 of 8




Reviewed By:
SEE QISS
If not stamped Controlled, in red ink, then printed copies of this procedure
are uncontrolled. Printed copies must include the QISS cover sheet for
revision information
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SEE QISS

PART 4-TRAINING & DEVELOPMENT PLAN
(Job- holder and Reporting Officer to complete)



(a) What do you consider to be your main strengths that contribute to your overall performance?

-







(b) What do you consider to be the aspects of your performance that needs to be improved?
(Identify where the underlying causes lie, e.g. job knowledge; competencies and skills; contextual issues, such as work
organization, performance support, tools, etc.; motivational, due to personal problems, professional relationship issues, or a
general unwillingness to perform.)

-






Reporting Officers remarks :
(i.e., coaching, mentoring, self-study, on-the-job development, internal or external training course, etc.)


-




Performance Improvement Plan:

Performance improvement plan has been established:









Any other remarks:

...........................................................................................................................................................................................................................................

...........................................................................................................................................................................................................................................

...........................................................................................................................................................................................................................................




...........................................
Name of Reporting Officer
...............................................
Signature of Reporting Officer
..............................................
Name of Job-holder
......................................
Signature of Job-holder
.............................
Date



Yes No

CITYSCAPE INTERNATIONAL LIMITED
PERFORMANCE MANAGEMENT SYSTEM

Revision: See QISS
Issue Date: See QISS
Page 7 of 8




Reviewed By:
SEE QISS
If not stamped Controlled, in red ink, then printed copies of this procedure
are uncontrolled. Printed copies must include the QISS cover sheet for
revision information
Approved By:
SEE QISS


REVIEW PERIOD : FROM ...1st March 2014.............. TO...31
st
March 2014..............................


PART 5 - INDIVIDUAL OBJECTIVE SETTING

Indicate the main objectives mutually agreed upon between the Job Holder and the Reporting Officer at the beginning of the review
period. Objectives should be specific, targets capable of definition and measurements in precise terms, and not merely a catalogue
of tasks related to day-to-day responsibilities.

List up the key duties within the review period in order of significance and indicate the estimated weight of the work (summing up to
60) in percentage of time spent on each duty. After the objective setting has been done, a copy of this form will be sent to HR
department while the Job Holder and the Reporting Officer will each retain a copy of it.


Employee Responsibilities/objectives
(What is the work plan, objectives and/or performance expectation)
Weight
(Weight will be set based
on importance)
Daily Visit:
1. Minimum 100 / Month
2. Taking Appointments
3. Project Visited By Customers
4. Presentation/ 2
nd
Level Meeting

15
2
2
2
Telemarketing:
1. Minimum 250 / Month
2. Appointment
3. E-Mail

12
4
3
Reporting:
1. Daily Report
2. Master Database Support

15
5





Sum of weightage = 60


Job holders details: Supervisors details:
Name:Ahmed Delwar Hussain Name: Qazi Saad Ullah Hill Alim

Employee ID:100147 Employee ID:100140
Department/Branch: Marketing and sales Department/Branch: Marketing and sales
Signature & Date Signature & Date

CITYSCAPE INTERNATIONAL LIMITED
PERFORMANCE MANAGEMENT SYSTEM

Revision: See QISS
Issue Date: See QISS
Page 8 of 8




Reviewed By:
SEE QISS
If not stamped Controlled, in red ink, then printed copies of this procedure
are uncontrolled. Printed copies must include the QISS cover sheet for
revision information
Approved By:
SEE QISS