PERFORMANCE MANAGEMENT SYSTEM 2008 Assignments of 2008-09 Goals Employee Name Designation Key Features KRA : Key Result

Areas are quantifiable outputs of job contributing to organisation and a roles success. Each KRA consists of predefined specific targets to quantify / verify the extent of performance achievement in a given time frame. Eg. Amount of Fees earned in Rupee Terms., Amount of Sales done in Rupee Terms, Number of Assignments handled, No. of cases/payouts done i.e. monetary as well as volume of transaction will be covered in KRAs. CR : Core Responsibilities are critical for performance, for which target setting is difficult. They are mainly employees contribution to the job profile beyond the standard expected performance. They are subset of roll responsibilities of employee. The much needed quality in Service Industry and the competitive market. Developmental Plan : Employee should identify developmental objectives and corresponding action plan for the year with Reporting Officer mutually. It should reflect improvement in skills, knowledge, abilities etc. Skills can be soft skills, written / oral communication, customer relations, cross selling, marketing. Knowledge is educational and functional knowledge. Abilities are capabilities in implementing the skill and knowledge to role/functional areas to achieve the set goals of the Company and individual employees. Performance Planning During this stage KRA, CR and Developmental Plan sections of this form needs to be filled up. : : ___________________________________ ___________________________________ Reporting Officer Department : : __________________________ __________________________

In KRA sections Please fill up the KRA Measures to assess the KRA. Weightage Employee and Reviewing Officer will decide on weights to be assigned to different KRAs based on criticality of the KRA. Sum of all weights assigned to KRA should add upto 100%. Targets The target setting exercise is critical input in KRA section and needs to be finalised mutually between the employee and the Reviewing Officer. Targets need to be set to Measures in order to define clearly what needs to be achieved. They need to be mapped to a rating scale to ensure objectivity. Targets are to be set for achieving a rating ranging from 1 5. Targets can not be changed except during mid year review discussion or due to special case sanction made by the Reviewer. Target Scale 1 2 3 4 5 Setting & Ratings What it Means Below Expectations Needs Improvement Meets Expectations Exceeds Expectations Far Exceeds Expectations % of Achievement of Targets ** = 100 % achievement of Target

** Achievement of Target means target can differ from employee to employee on KRAs, however the definition or extent of level of achievement is pre-defined and standard to ensure objectivity and fairness in Assessment across the organisation. Target needs to be set on 5 point scale denoting 5 levels of achievement of employees performance against the given measures. Level 3 on the scale denotes the achievement level at target i.e. 100% achievement. Employees performance on measures above or below Level 3 target denotes over and under performance respectively. Means of Measurement is a document / report / index which would help to track the defined measure. Such documented record of achievements to be maintained by an employee and to be listed at the time of review in consultation with immediate Reporting Officer. In case there is no document to track the measures please write In process, a document needs to be created for this within the current Performance Assessment Year and the responsibility of creation of the said tracking document needs to be assigned specifically to an employee from the team. In CR sections Please fill up the CR (a brief description) Weightage - Employee and Reviewing Officer will decide on weights to be assigned to different CRs based on criticality of the CRs. Sum of all weights assigned to CR should add upto 100%. In Developmental Plan Section - Please refer to development input / needs that were identified last year to enable you to perform successfully. Once the objectives have been determined and agreed upon by the Reviewing Officer, An action Plan to support the objectives can be identified, with timelines and resources (if required)

Any change in the agreed plan (KRA, CR, Development Plan) needs to be approved by the Reporting Officer, Reviewer and HR. Review : We will have a practice of Quarterly Review. During the Performance planning stage we will broadly classify the performance in following areas : 1. 2. 3. 4. Financial Customer Process Capability

We will further crystallize it Function wise Marketing, Legal, Operation, Securitisation, F & A, IT, HR. Financials can be quantified relating to quantifiable business goals like desired profit, assignments, turnover, volume of transactions, etc. Customer, Process, Capabilities are more qualitative but no of customer feedback / complaints can be a quantitative measure for the same. Mid year Review This is essentially to review the progress on the measures that have been defined at the beginning of the year and a roadmap to be set for remaining of the year. The review should be qualitative in nature. The mid-year review process begins with a self appraisal by employee on KRA, CR and status of Development Plan. This will be followed up by discussion between the employee and immediate reporting officer on progress of the employee done thus far. End Year Review During this final performance rating of an employee is arrived at and the employee is given feedback on their performance and development. As a part of the End Year Review : In KRA and CR sections following are to be filled up namely : 1. Self Assessment ratings and weighted assignment ratings 2. Appraiser / Immediate Reporting Officer Assessment ratings and weighted assignment ratings 3. Final Assessment ratings and weighted assignment ratings Based on the what an employees achievement level is (Achievement column to be filled) for each KRA / CR.

A Self Assessment rating, on scale of 1-5 should be provided. The Appraiser / immediate Reporting Officer should provide the Appraiser Assignment rating on scale of 1-5 based on their assessment of employees performance. The Final Assessment Rating on a scale of 1-5 will be a rating after discussion between the appraiser employee and appraisee reporting officer for each KRA / CR. Weighted Assignment Ratings This will be a product of the Final Performance Ratings and weightage given to each KRA / CR. Weight for each KRA / CR is to be defined based on mutual discussion between the appraiser and the appraisee during the performance planning session. Overall KRA/CR Score This will be a sum of the weighted ratings of all KRAs/ CRs. Appraiser / Immediate Reporting Officer to calculate Final Performance Rating based on the sum of Overall KRA/CR Score multiplied by KRAs and CRs Weighted Assignment Ratings respectively. The KRS/ CR section weights would be based on the employee cluster to which an employee belongs which will be predefined and communicated to the employee by HR i.e. their functional areas. The Performance Grade will be arrived at post normalisation. Feed back is sought and given to each element to be filled in the End Year Review qualitatively as well. End Year Review sheet is to capture the critical incidents on a qualitative basis. Developmental Plan Section At the beginning of the year set Objectives / Goals and Action Plans. The completion of these will help you identify your strengths and weaknesses for the next year and form a future input to HR initiatives e.g. Training & Development and Career management, promotion, increment, incentives etc. Summary of Scores Overall Score KRA CR Final Performance Score Performance Grade (post normalisation) (Weightage to be taken from Employee Cluster as communicated by HR) Weightage Final Rating

In case of any further clarifications with regard to the Performance Management System process of filling the form please contact your immediate Reporting Officer / HR.

_________________________________ AVP - HR

PMS Score Card F.Y. 2008-09 Key Result Areas (KRAs)

1. Perspective Financial To be filled during the Performance Planning Stage

Sr. KRA (Objective) Measures Weightage Targets Set For achieving following ratings

To be filled during Performance Evaluation 4 5

Means of Measureme nt Achieveme nt Self Assessment Appraiser Assessment Final Assessment Rating Weighted Assessment Rating

PMS Score Card F.Y. 2008-09 Key Result Areas (KRAs) 2. Perspective Customer

To be filled during the Performance Planning Stage

Sr. KRA (Objective) Measures Weightage Targets Set For achieving following ratings

To be filled during Performance Evaluation 4 5

Means of Measureme nt Achieveme nt Self Assessment Appraiser Assessment Final Assessment Rating Weighted Assessment Rating

PMS Score Card F.Y. 2008-09 Key Result Areas (KRAs) 3. Perspective Process To be filled during the Performance Planning Stage To be filled during Performance Evaluation

Sr.

KRA (Objective)

Measures

Weightage

Targets Set For achieving following ratings

Means of Measureme nt

Achieveme nt

Self Assessment

Appraiser Assessment

Final Assessment Rating

Weighted Assessment Rating

PMS Score Card F.Y. 2008-09 Key Result Areas (KRAs) 4. Perspective Capability To be filled during the Performance Planning Stage
Sr. KRA (Objective) Measures Weightage Targets Set For achieving following ratings Means of

To be filled during Performance Evaluation

Achieveme Self Appraiser Final Assessment Weighted Assessment

Measureme nt

nt

Assessment

Assessment

Rating

Rating

TOTAL (1+2+3+4)

100% PMS Score Card F.Y. 2008-09 Core Responsibilities (CRs) To be filled during the Performance Planning Stage To be filled in during Performance Evaluation
Weightage Self Assessment Appraiser Assessment Final Assessment Rating Weighted Assessment Rating

CR No.

Brief Description

TOTAL

100% PMS Score Card F.Y. 2008-09 Developmental Plan To be filled during the Performance Planning Stage & reviewed during Performance Evaluation Developmental Objectives Developmental Action Plan Timelines/ frames

No

Resources

Annual Appraisal on Developmental Plan, Identification of Strengths & Development Areas Strengths 1 2 3 4

5 6

Development Areas 1 2 3 4 5 6

Next steps for Development Plan for 2009 (inputs from Development Areas)

_____________________ Signature of Appraisee Date :

_____________________ Signature of Appraiser Date : PMS Score KRA

_________________________ ___________________ Signature of Reviewer Signature of HR Date : Date : Card F.Y. 2008-09 Mid Year Review CR Developmental Plan

Self Assessment (please provide specific incidences that you would like your appraiser to consider during appraisal discussion)

Appraisers

Feedback and Comments

Reviewers Feedback and Comments

_____________________ Signature of Appraisee Date :

_____________________ Signature of Appraiser Date : PMS Score KRA

_________________________ ___________________ Signature of Reviewer Signature of HR Date : Date : Card F.Y. 2008-09 End Year Review CR Developmental Plan

Self Assessment (please provide specific incidences that you would like your appraiser to consider during appraisal discussion)

Appraisers Feedback and

Comments

Reviewers Feedback and Comments

_____________________ Signature of Appraisee Date : (KRAs)

_____________________ _________________________ ___________________ Signature of Appraiser Signature of Reviewer Signature of HR Date : Date : Date : Performance Management System Enhancement Score Card Illustration To be filled during the Performance Planning Stage To be filled during Performance Evaluation 4
>100 %& <110 % achie vmen t 30th Sept. 2008

Sr.

KRA (Objective)

Measures

Weightage

Targets Set For achieving following ratings

1 1 Financial
Increase % revenues from Growth Categories % of revenue from new products
Upto 60% achiev ment

2
>60% & <100% Acjieve ment 1st Feb 2009

3
100 % achi evm ent 31st Dec 200 8

5
>110 %& <120 % achie veme nt 30th June 2008

Means of Measureme nt In ProcessMIS

Achievem ent

Self Assessme nt

Appraiser Assessme nt

Final Assessme nt Rating

Weighted Assessme nt Rating

25%

100%

0.75

Customer
Improve Customer Service

1. Response time 2. Resolve time 3. Complaints

25%

31st March 2009

In Process

15th Jan 2008

0.50

Process
Develop dedicated service cell / dedicated software for the transaction process / function

Achievement of agreed milestones for dedicated service cells for the business for current F.Y. by target date Employee Engagement Score

25%

31st March 2009

1st Feb 2009

31st Dec 200 8

30th Sept. 2008

30th June 2008

In Process

28th Feb 2009

0.50

Capability
Improve employee engagement

25%

At least 45

>45 <55

55

>55 <65

>65

Employee Engagemen t Report

60

1 2.75

Overall KRA Ratings (sum of Weighted Assessment Ratings)

Performance Management System Enhancement Score Card Illustration CR s To be filled during the Performance Planning Stage
CR No. Brief Description Weightag e

To be filled in during Performance Evaluation

Self Assessme nt Appraiser Assessme nt Final Assessment Rating Weighted Assessment Rating

Development of two individuals for future Business Lead Positions

60%

Ensuring effective management of Competitors through industry forums and groups

40%

0.80

Overall CR Ratings (sum of Weighted Assessment Ratings) Summary of Scores KRA CR Final Performance Score Performance Grade (post normalisation) Overall Score 2.75 3.80 Weightage 80% 20% 2.96 C Final Rating 2.20 0.76

3.80

(Weightage to be taken from Employee Cluster as communicated by HR)