ANNUAL PERFORMANCE

APPRAISAL
Agenda
Purposes of Annual Performance Appraisal
Understanding of employees involvement and entitlement
Understanding of KPI/KRA
Discussion about Annual Performance Appraisal for 2013
Performance Review Committee

PURPOSE OF ANNUAL
PERFORMANCE APPRAISAL
Main Purposes of Performance Management
Development & Growth of Company
Future Goal Commitments (Planned Achievements)
Documentation of Good and Weak Performance
Feedback for Sub-Ordinate
Individual Rewards


EMPLOYEES
INVOLVEMENT
AND
ENTITLEMENT
Who Performs the Appraisal?
Immediate Supervisor / HOD
Performance appraisal done by an employees
manager and often reviewed by a manager one level
higher (reviewing officer).

Who is involved?
Employees
Group 1
Who are due for their Annual Performance Review
With Minimum employment period of 12 months
Who has been confirmed but length of service is less
than 12 months
Group 2
Who are newbies but due to be confirm in upcoming
months (due for confirmation appraisal).


Who gets the increments
**Base on managements discretions
Employees
Whose pay have not been adjusted for past 6 months
Who have been promoted without pay adjustment
(past 6 months)
Who have been re-designated/transferred/re-
employed and there is no pay adjustment given
within the period of past 6 months
Must be a confirmed, full time and in permanent
employment


Who gets the BONUS?
**Base on managements discretions
Employees
Must be a confirmed, full time and in permanent
employment


KPI / KRA
What is KPI?
What is the minimum required KPI to be set for employee?
Why must the minimum KPI is 8?
What would be the aspect need to be covered for KPIs?

ANNUAL PERFORMANCE
APPRAISAL
PA Form Section 1
PA Form Section 2 (Competency)
Rating Scale
PA Form Section 3, 4 & 5
PA Form - Final Overall Score
Rating Score Overall
5 4.5 - 5
Outstanding overall performance. Overall performance demonstrates a very high degree of expertise and serves
as a role model of excellence for others.
4 3.6 - 4.4
Superior performance. Incumbent adds value to the organization beyond what is expected and is one of the key
contributors within the organization.
3 2.6 - 3.5 Effective performance. A capable performer.
2 1.6 - 2.5
Improvement needed. Performance often does not meet expectations and requirements of the position.
Incumbent requires more than normal amount of guidance and follow-up to achive some results.
1 0 - 1.5
Unacceptable performance. Performance is below minimum expectations and requirements of the position.
Performance must improve or corrective action will be taken, up to and including termination.
Compute Final Score
Score (%)
(a)
Weight
(b)
Weighted Score
(a) x (b)
Section 1 Key performance Indicators (From Section 1) 2.45 70% 1.72
Section 2 Competencies (From Section 2) 2.50 30% 0.75
Final Score 2.47



Q & A