DUBAL GENERAL PROCEDURES DB/GEN.10.02.01.

F06

END-OF-YEAR PERFORMANCE REVIEW – DB/GEN.10.02.01.F06 UNON-SUPERVISORY.

DETAILS OF EMPLOYEE DETAILS OF IMMEDIATE SUPERVISOR
Name: NASIM UDDIN Name: SALEEM AKHTAR
Emp. No. 04124 Emp. No. 04063
Job Title: CASTING TECHNICIAN HDC-1 Job Title: Shift Supervisor
Department:      Cast house – 2 Area: Ingot Processing
Pay Grade: 8 Cost Centre: 1007724 Review Period:      DECEMBER 2010  

Step 1

General statement describing the employee’s performance for the year

1. The employee was good and capable to achieve both departmental and individual goals without any accident.
Throughout the year, he was punctual and responsible employee.

Achievement against Individual Objectives

Safety:
1. Continuous participated in safety meeting, Tool box talks that were conducted by the supervisor regularly.
2. Hazards identified, recorded and removed as per the agreement.
3. He did not involve in any damage to machine and material by forklift operation.
4. He always follows the safety procedures and using PPE.
Quality:
1. Achieved departmental targets of reducing finished product re-work and complied with metallurgical procedures.
Productivity:
1. Maintain the continuous casting on HDC,S during the metal availability.
2. Successfully achieved departmental Production target.
Business Excellence:
1. Maintain high standard of housekeeping in his area.

Additional contributions / achievements (if any)

1. He has successfully implemented and maintaining the 5S standard in cast house area.
2. He tries his best to achieve the targets.

Achievement against Development Plan

1. He is constantly learning and upgrading his skill to operate the casting machine.

How many development actions were scheduled for this year? 2

1
How many development actions have been completed?
Area(s) to focus on next year (if any)

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1.He has to focus more in improving of the team work and computer skill

The direct manager should: - submit the original to the Performance Management Department by 15 December
- give a copy to the employee
- keep a copy on file within the Department for a minimum of two years

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Step 2
Read the Definitions of Performance Ratings below:

New Position

This is a default rating for employees who have started a new position during the last six months

Unsatisfactory

An employee in this category:

- Has clearly performed below their role requirements despite counselling / coaching / training and
regular feedback
- Will be required to make significant improvements within the next one month

Needs Development

An employee in this category:

- Needs improvement in some areas
- May have contributed less than most other employees towards department objectives
- Is expected to achieve “Good” performance within six months, given a detailed Development Plan
and close supervision

Good

An employee in this category:

- Is a good performer and would normally be in the middle group of Non-supervisory performers in the
company
- Has met at least 75% of all individual goals and development plan goals

Very Good

An employee in this category will have met all the following criteria:
- Would normally be in the top 15% of non-supervisory performers in the company
- Has met 100% of all individual and development plan objectives
- Has also exceeded goals or achieved additional goals
- Has contributed in ways that significantly add value to the business over and above achievement of
all goals
- Has demonstrated a positive attitude and has exerted extra effort to help the department

A maximum of 15% of Non-supervisory employees will be in this category (some departments may have
fewer than 15%)

Outstanding

This rating may in some years be given to the top 2% of Non-Supervisory employees rated “Very Good”
on the recommendations of the respective Executive Vice President.

Note : Not all departments will have employees rated in this category

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Step 3 PERFORMANCE RATING

Refer to the notes on page 1 and consider the employee’s performance throughout the year. Compare this with the
performance definitions on page 2 and agree on an appropriate rating

Very Needs New

Good Good Development Unsatisfactory Position

Complete Step 4 ONLY if the agreed ratings is: - Good

- Needs Development
- Unsatisfactory
- New Position

Complete Step 5 on page 4 if the agreed rating is: - Very Good

Step 4

Was a face to face meeting held between the employee and Immediate Supervisor? Yes x No

Asad Ali 04826

Name of Employee Emp. No. Signature of Employee Date

Approved By:

Shaheen A.D.M.A
05833
Name of Immediate Supervisor Emp. No. Signature of Immediate Supervisor Date

03512
Jassim Al Jesmi
Name of Next-in-line Manager Emp. No. Signature of Next-in-line Manager Date

The direct manager should now: - submit the original to the Performance Management Department by 15 December
- give a copy to the employee
- keep a copy on file within the Department for a minimum of two years

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Note: Remember to complete Step 5 if the employee is rated “Very Good”

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Step 5 JUSTIFICATION FOR THE RATING OF “VERY GOOD”

Explain below how this employee satisfied the criteria for “Very Good” and is considered one of the top 15% of Non-
supervisory employees in this company

List targets or objectives that have been exceeded or any severe obstacles that were overcome:

Describe how the employee’s positive attitude and exemplary effort has helped the department to achieve its
objectives this year:

Describe how the employee has contributed in ways that significantly added value to the business:

Additional Comments:

Was a face to face meeting held between the employee and Immediate Supervisor? Yes No

Name of Employee Emp. No. Signature of Employee Date

Recommended by :

Name of Immediate Supervisor Emp. No. Signature of Immediate Supervisor Date

Name of Next-in-line Manager Emp. No. Signature of Next-in-line Manager Date

Name of General Manager / Vice President Emp. No. Signature of General Manager / Vice President Date

A rating of “VERY GOOD” will not be confirmed until after the Rating Review Meeting

The direct manager should now: - submit the original to the Performance Management Department by 15 December
- give a copy to the employee
- keep a copy on file within the Department for a minimum of two years
The Performance Management Department will submit this recommendation at the Rating Review Meeting for approval

To be completed at Rating Review Meeting

Approved by: Approved Not approved

Name of General Manager/Vice President Emp. No. Signature of General Manage/Vice President Date

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