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 : ............................................................................................................................
Date joined : ............................................................................................................................
Job Title & Grade : ............................................................................................................................
Date appointed to the Present Grade : ............................................................................................................................
Number of persons reporting to the Job Holder: [ Direct ] : ............................................................................................................................
Name of Reporting Officer : ............................................................................................................................
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)
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.
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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
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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?
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(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.)
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Reporting Officers remarks : (i.e., coaching, mentoring, self-study, on-the-job development, internal or external training course, etc.)
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Performance Improvement Plan:
Performance improvement plan has been established:
........................................... 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
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