Personal annual plan for the year: 2019 Job grade 1-9

Division: BAM International bv Region / department: Projects

Employee: Haris Setiawan Function: BIM Leader

Job category: Date of birth:

Manager: Mark Lester Ramirez Role: BIM Engineer

Planning meeting:20/09/19 Review meeting: 08/11/19 Appraisal meeting: 13/12/19

Performance objectives Indicator Target Result Appraisal

(This primarily refers to performance objectives
based on the job profile. The guideline is to
formulate not more than six objectives).

Financial Not applicable

Client

Building long term relationship with external >5

Score satisfaction survey for
Client’s Consultants
performance from Client.
Internal Processes
Percentage reduction of printed
Reducing wastage 85%
documents for distribution.

>
Produce Combined service
Combined Service Drawing 28shts
drawings per level on a timely
per
manner
Level

3D Model co-ordination >1

Facilitate 3D model co-
session/
ordination and reviews with
month
project team.

Learning and Development

Transferring knowledge Teach at least 2 (two) drafters to 2

operate REVIT and create
models to be use for project.

Support engineer with >90%

coordinated digital content for
RFI submission.

BIM level standard Obtain BIM Level 2 certification pass

Score: 0 = target not achieved; 1 = on target; 2 = well above target.

Knowledge objectives Appraisal

(These agreements are only made if there are reasons to do so).

Completing the BIM level 2 initiative before end of the year. Obtaining more knowldege on the application of
BIM management in IKEA-2 JGC project.
Score: 0 = not meeting job requirements: further development in indicated area required; 1 = as may be expected in this role;
2 = clearly exceeding job requirements: strength.

Doc: Personal annual plan job grade 1-9.doc

Competence objectives
(Choose a maximum total of ten competences which are relevant for a successful performance. Guideline is to
agree on a maximum of four competences from the job profile which need to be developed further). Apraissal

Professional behaviour
Performance motivation (level 3)

Mental agility
Decisiveness (level 3)

Leadership
Coaching (Level 2)

Entrepeneurship
Initiative (Level 2)

Cooporation
Teamwork (Level 3)

Score: 0 = not meeting job requirements: further development in indicated area required; 1 = as may be expected in this role;
2 = clearly exceeding job requirements: strength.

Actions agreed based on review meeting

Date Action Outcome

Conclusion of appraisor

Summarising appraisal score:

E = has not performed satisfactorily and will need to make every effort to meet the requirements
D = has not (yet) performed satisfactorily and will need to improve on various points
C = has made a contribution which was in line with what was expected and performed satisfactorily
B = has made a valuable contribution and exceeded the requirements for the job
A = has made an exceptional contribution and performed at a very high level

Conclusion / comments of employee

Signed on Appraisor
Employee Second appraisor

Other development aspects (Points for development and attention in the area of knowledge, experience and competences
which are relevant for the future of the employee, for example, to prepare for a different role within our organisation. These
points (often based on the PDP) are taken into account for coaching needs but not for the appraisal of the current role.)

Doc: Personal annual plan job grade 1-9.doc

 3

Doc: Personal annual plan job grade 1-9.doc