Popees Group No: SOP-04

PROCEDURE FOR PERFORMANCE APPRAISAL

Popees Group No: SOP-04

CONTENTS

1. PURPOSE ........................................................................................................................ 3
2. APPLICABILITY ........................................................................................................... 3
3. OPERATING PROCEDURE ........................................................................................ 3
4. SALARY HIKE CRITERIA .......................................................................................... 4
5. WORKFLOW DIAGRAM............................................................................................. 5
Popees Group No: SOP-04

1. Purpose

The purpose of this document is to provide a clear definition of the methodology associated
with the distribution, approval and processing of the performance evaluation procedure.

A. Applicability

This policy will be applicable to all employees.

2. OPERATING PROCEDURE

This paragraph contains a detail description of the activities for the performance evaluation
process.

OPERATION AND
NO ACTIVITY REMARKS
RESPONSIBILITY

The Human Resource Department

Distribution of sends the Performance Uses the Performance Evaluation
1 Performance
Evaluation Form to all the Form.
Evaluation Form
Departments of the Company

The Line Manager and Employee

performs the appraisal together and
Employee and Line Manager
2 discusses Employees
Joint Appraisal signs the Performance
accomplishments, improvements
Evaluation Form
and Ratings for the demonstrated
performance.

HOD reviews and approves the HOD discusses any changes or

3 Performance Evaluation Results, discrepancy to Line Manager and
HOD review
sends to Human Resources the Employee and finalize before
approved Forms. sending to Human Resources.
Popees Group No: SOP-04

Human Resources collects all the

4 Collection and
Verification
Performance Evaluation Form
from the Departments, verify
contents and signatures, Performs
statistical analysis on the Results

Human Resources updates

5 Filling and Updates information in the HRMS system
and files in the Personnel File

HR Person in charge for Training

makes Training calendar or
6 Training schedules for the identified training
need from the performance
evaluation form.

Increment Criteria
We will assess employee attitude, behaviour, regularity, punctuality and job performance for
appraisal.
Grade: A
a) Efficiency must be above 85%
b) Eligible for double bonus
Grade: B
a) Efficiency between 70% and 85%
b) Eligible for 1.5 bonus
Grade: C
a) Efficiency between 60% and 70%
b) Based on management decision(Given or not)
Grade: D
a) Efficiency between 50% and 60%
b) Neutral
Grade: E
a) Efficiency below 50%
b) Termination
Popees Group No: SOP-04

5. WORKFLOW DIAGRAM:

HR sends Performance
Appraisal Form

Line Manager and employee jointly

performs the performance appraisal

No Yes
Agreement
Reached

Line Manager sends the PA form to Line Manager sends the PA

HOD with the notes on the disagreed form to the HOD for review
areas of the PA for review

HOD Reviews PA
Form

No Yes
PA
Results

HOD Discusses areas of HOD Signs the PA

Discrepancy to Line Manager Form and sends to
and Employee and Finalizes HR
the PA Result
HR Collects and Verifies
all the PA Form

HR Updates records in
HRMS system,
Files in Personnel File
Process Training Needs

End