Annual Employee Evaluation: June 1

F or tesF or tuna J uvat
De
Core
&
Nanosemiconductors Ltd.
i n n o v at e i n n o va t e
i n n o v a te
HR Department
Feedback & Evaluation Form
Doc No DNSL/HR/E/001 DATE:
NAME OF THE EMPLOYEE: ______________________________EMPLOYEE ID:_________________ DEPARTMENT:______________________
Annual Employee Evaluation
June 1
2012
Rating Scale
In this document the evaluation is done by means of a rating scale on 5 points. DEMS parameters as well as some other important parameters have been taken into the consideration for the same. One is the lowest rating and five is the highest. It is mandatory to fill the strengths, weaknesses and Scope of improvement.
HOD Signature_____________
Employee Signature___________________
De
Core
&
i n n o v a te
HR Department
SECTION 1 - Job Performance:

Functional Area Description Rating Applicable / Not Applicable HOD/Supervisor Rating
a) Knowledge b) Execution
Understands job functions, requirements, tools, and processes associated with this position. The ability to get things done. Follows through on tasks/projects until completion, completes tasks/projects in a timely manner and according to schedule, overcomes obstacles, and proposes solutions rather than excuses. When posed with a problem the ability to develop timely solutions with alternatives. Improves existing processes to either increase productivity, quality, or customer satisfaction. Practices safe work habits and encourages others do the same. Identifies ways to improve the safety of the work environment. Amount of quality work performed as compared with peers. Quality of work performed or products produced. The initiative to identify work to be performed and perform the work without being directed by others. Arrives to work on time, works on days scheduled, and requests time off with sufficient advance notice.
c) Problem
Solving
d) Process
Improvement
e) Safety f)
Productivity
g) Quality h) Initiative i)
Attendance & Punctuality Organization
j)
Organized workspace and in the approach to working. Easily adapts to changes in the workplace, requirements, schedule, and priorities. Appropriate delegation of task to the concerned person on time Proper reporting following the chain of communication Meeting deadlines and flag raise on time
k) Adaptability
l) Delegation
m) Reporting n) Time management
De
Core
&
i n n o v a te
HR Department
SECTION 2- Customer Relations Internal or External/ Vendor Relations:

Area Description Rating Applicable / Not Applicable HOD/Supervisor Rating
Functional
a) Telephone
Skills
Personable skills answering the phone; being courteous and respectful to the customer/client and fully addressing their needs. Solves customer/client problems; clearly defines and understands the problem and fully resolves the problem to the customers satisfaction. Sells to the customer according to their requirements and needs; clearly defines and understands the customers requirements and closes the sale which results in a lifetime customer. Goes out of their way to satisfy customers/clients; Contacts customers/clients proactively; proactively works with customers/clients to prevent problems, answer unasked questions and develop their relationship and loyalty to the company. Displays politeness to the customer/client; always says thank you, please, and speaks in a polite tone and manner. Proper attire and grooming when meeting with a customer/client; attire matches or exceeds customer/clients attire, is appropriate for the environment, neatly groomed giving an appearance of professionalism and respect for the customer/client.
b) Problem
Resolution
c) Salesmanship /
Persuasiveness
d) Initiative e) Pro-activeness
f)
Politeness
g) Personal
Appearance
De
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&
i n n o v a te
HR Department
SECTION 3 - Communication Skills:

a) Verbal b) Technical
Writing
Ability to communicate clearly and effectively to others through verbal communication. Create technical documents which adhere to corporate standards, clearly communicates technical details, and presented in an organized manner. Ability to influence readers through creative writing resulting in a change in perception of value, urgency, quality, or other abstract qualities. The ability to influence others through effective communication (verbal, written, illustrative, etc.). Quality, clarity, and effectiveness of presentations. Relationships with co-workers, management, suppliers, and customers. Ability to listen to and understand others, including the practice of active listening. The ability to act in a profession manner and negotiate to gain new opportunities, discover new solutions, resolve disputes, agree upon courses of action, bargaining, or create outcomes which satisfy everyones interests. Planning and running effective and impartial meetings which results in consensus in either solving a problem or making a decision; or effectively presenting information. Ability to resolve a dispute or conflict where all parties are satisfied with the outcome.
c) Creative
Writing
d) Influence e) Presentations f)
Relationships
g) Listening h) Negotiation
i) j)
Facilitation
Responding to Conflict
De
Core
&
i n n o v a te
HR Department
SECTION 4- Interpersonal Skills:

a) Interaction
with Coworkers
Works well with co-workers, respects others, and has the respect of others. Works well with Supervisors, respects their authority and interacts in a professional manner. Works will with Clients resulting in established and committed relationships with the clients. Ability to motivate others which results in the desired outcome (perform a task, change of attitude, etc.) To have a vision and to effectively communicate it to others resulting in a change in human behavior. Usage or wastage of companies resources and time
b) Interaction
with Supervisor
c) Interaction
with Clients d) Motivational Skills e) f) Leadership Ethical behaviour
De
Core
&
i n n o v a te
HR Department
SECTION 5- DEMS Parameters :

Functional Area Subjective Rating on DEMS Parameter Rating Applicable / Not Applicable HOD/Supervisor Rating
a. Innovation b. Quality of c.
work Intent or responsive review
1 being the lowest and 5 will be highest 1 being the lowest and 5 will be highest 1 being the lowest and 5 will be highest 1 being the lowest and 5 will be highest 1 being the lowest and 5 will be highest 1 being the lowest and 5 will be highest 1 being the lowest and 5 will be highest
d. Critical e. Generation
of IPR
f.
g.
Level of responsibility Learning process
De
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&
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HR Department
Employees Self-Observations
Strengths
Weaknesses
HOD/ Supervisors Observations

Strengths
Weaknesses
De
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&
i n n o v a te
HR Department
Scope of improvement
Special Remarks by HOD: _________________________________________________________

HOD Signature_____________ Employee Signature___________________
De
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&
i n n o v a te
HR Department
______________________________________________________________________________________

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F or tesF or tuna J uvat

NAME OF THE EMPLOYEE: ______________________________EMPLOYEE ID:_________________ DEPARTMENT:______________________