ANNUAL PERFORMANCE APPRAISAL FORM

2011-2012
Section I : Employee Details
Name :
Designatio
n:
Departmen
t:
Location :
Grade on
Joining :
Date of
Last
Promotion :

Sonam Rohra

Empl No :

11633

Executive - Systems (Information Technology)

Grade :

JMS3

Business Solution

Division :

Information
Technology

Date of
Joining :
Total Exp
(Yrs) :

Airoli Works
JMS3

05/09/2011
1.7

Section II : Basic Instructions

There are totally VII sections in the Appraisal form. This form is to be filled during the annual
appraisal meeting between the Appraiser and Appraisee. The appraisee should be given a
copy of the blank form before appraisal. Kindly go through the instructions given below before
filling up the form. Please contact the Talent Management Cell for any clarifications/queries.

Section
I

This contains basic information which is provided by HR in a pre printed format

Section
II

Basic instructions for usage of the Performance Appraisal form

Section
III
Section
IV
Section
V

Performance Appraisal/Contribution analysis- The objectives of the employee

during the course of the year are to appraised. Assigned (Maximum possible)
score is determined based on the relative importance of the objectives.
Appraisal will be done by Appraiser after discussion with appraisee.
Potential Appraisal : Competencies are sets of measurable and observable
knowledge, skills, abilities, and behaviors that contribute to success on the job.
The rating for each relevance level is to be done on a 4 point rating scale.
Assessment will be done by Appraiser after discussion with appraisee.
The Total Overall Performance Score (OPS) is the Summation of Individual
Performance Score (IPS I) and Individual Potential Score (IPS II). Refer to the
Guidebook for more details

Page 1 of 7

Section
VI

Appraiser
Signaturesigns the performance appraisal document after the appraisal

The

Appraiser

Section
VII

Divisional Head Comments -The Divisional Head shall put in his comments and
signature on the appraisal

Section III : Performance Appraisal - Contribution

Analysis

Sr
No

Max
possi
ble
Score

Objective

Achi
eve
d
Scor
e

Comments /
Remarks
Conduciv
e factors

Hindranc
e factors

Friendly
and
supportive
Seniors

Nil

Friendly
and
supportive
Seniors

Manual
process
was timeconsuming.
Later on I
manage to
automate
along with
colleagues.

Issues raised in Solman were resolved as per SLA as

shown below:
Within Norms:
High : 100%
Medium: 100%
Low: 100%

20

Outside Norm,Within SLA - High : Nil

Medium: Nil
Low: Nil
Outside SLA: Nil

Routine Activities
Daily: (80 to 90 % done)
1. PS Activity
2. Solman Data
3. Process chain monitoring, Short dumps
monitoring (Solving independently if
understood after analysing or by taking
seniors help)

20

Monthly: (100 %Done)

1. Loading IEEMA data for Motor and
Transformer
2. Deleting Statistical Data
Regular: (Done Regularly)
1. Database size monitoring, doing
housekeeping activity to maintain it.

Page 2 of 7

Projects: (75 to 80
% Done)
1. Baan to Excel
2. Customer Dossier Report
3. Monthly Rejection Percentage
Report in Tabular as well as
Graphical Format
4. Monthly Defect Reason Percentage
Report in Tabular as well as
Graphical Format
5. Monthly DGTD Production Report.
6. Report to see the applicability of
Client Inspection and LD Clauses for
MTO orders for analysis and
planning purpose. (Basic Level
Queries)

Successfully done critical SBIW activity to

load PP & QM module data from R/3 to BI
along with colleague.

20

Friendly
and
supportive
Seniors

User
reluctant to
test queries
inspite of
following
up several
times.

20

Team work

Nil

20

Team Work

Nil

1. To automate daily PS activity, I

analysed ABAP code behind it and came
up with the conclusion that code needs to
be changed in order to schedule it in
background thus optimizing performance
and saving human efforts and power
supply
5

2. Whenever Production system went

down, whatever maximum I could do as a
fresher I did, like
a. collecting and compiling data to be
given to SAP & external BI consultant
b. Analysing cause of issues whenever
possible
c. Following up with SAP & external BI
consultant for solutions
d. Implementing solutions if it's in my
scope.

Page 3 of 7

Total Achieved Score

100

Individual Performance Score (IPS I) = Total Achieved Score x 70% =

Section IV : Potential Appraisal

Each core competency is to be rated on a rating scale of 1 to 4. The assessment score on
each objective is to be assigned by the appraiser after discussion with appraisee. To
determine the appropriate score for each competency, review the behavioral indicators listed
in the Guidebook for each competency for each employee band and determine which
behaviors best describe the employees level of competency demonstrated during the
performance period. Do put in amplifying comments to support the assessment.

Sr
N
o.

Competency

Max
Scor
e

Strategic Orientation

Change Catalyst

Team Work

Customer Orientation

Holding People
Accountable

Performance
Orientation

Developing Self and

Others

Total Score
Individual Potential Score (IPS II)
=

Actu
al
Score

Comments

28
Total actual Score / Max Score * 30

Page 4 of 7

Individual Potential
Score (IPS II) =

Page 5 of 7

Section V : Total OPS

The total OPS is the Summation of Individual Performance Score (IPS I) and Individual
Potential Score (IPS II)

Individual Performance Score (IPS

I)
Individual Potential Score (IPS II)
Total OPS (IPS I + IPS II)
Promotion Recommendation (If
any)

Section VI : Appraiser Signature

The Appraiser will sign the appraisal document after the appraisal is conducted. The
appraisers signature represents certification that this performance appraisal constitutes the
appraisers best judgment of the work performed by this employee for the covered appraisal
period.

Scheduled
Date

Actual Date

Appraiser Signature

Section VII : Divisional Head Comments and

Recommendations
Score
Comments
IPS I
IPS II
OPS
Promotion
Recommendati
Page 6 of 7

on
(If any)
Signature

Date :

Page 7 of 7