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    Quantifying The Expected Level and The Achieved Level of Performance

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    shaileshj1991
    The document outlines a performance management system that quantifies expected and achieved performance levels. It includes key result areas that are specific, measurable, attainable, and time-bound. Performance is measured against targets with weightings and units. Ratings include outstanding, excellent, high-value, good, and fair contribution. 360 degree feedback is included in the final evaluation along with target scores. Promotion considers seniority, education, and performance rating. Performance parameters include target achievement, teamwork, innovation, persuasion, and knowledge of procedures.

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    Quantifying The Expected Level and The Achieved Level of Performance

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    shaileshj1991
    3 views5 pages
    The document outlines a performance management system that quantifies expected and achieved performance levels. It includes key result areas that are specific, measurable, attainable, and time-bound. Performance is measured against targets with weightings and units. Ratings include outstanding, excellent, high-value, good, and fair contribution. 360 degree feedback is included in the final evaluation along with target scores. Promotion considers seniority, education, and performance rating. Performance parameters include target achievement, teamwork, innovation, persuasion, and knowledge of procedures.

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    The document outlines a performance management system that quantifies expected and achieved performance levels. It includes key result areas that are specific, measurable, attainable, and time-bound. Performance is measured against targets with weightings and units. Ratings include outstanding, excellent, high-value, good, and fair contribution. 360 degree feedback is included in the final evaluation along with target scores. Promotion considers seniority, education, and performance rating. Performance parameters include target achievement, teamwork, innovation, persuasion, and knowledge of procedures.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    3 views5 pages

    Quantifying The Expected Level and The Achieved Level of Performance

    Uploaded by

    shaileshj1991
    The document outlines a performance management system that quantifies expected and achieved performance levels. It includes key result areas that are specific, measurable, attainable, and time-bound. Performance is measured against targets with weightings and units. Ratings include outstanding, excellent, high-value, good, and fair contribution. 360 degree feedback is included in the final evaluation along with target scores. Promotion considers seniority, education, and performance rating. Performance parameters include target achievement, teamwork, innovation, persuasion, and knowledge of procedures.

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    of 5

    Quantifying the expected level and the achieved level of performance.

    Ensuring the Key Result Areas to be:S Specific M Measurable A Attainable R Relevant T Time bound

    Target

    Weight age

    Measur ement Unit

    Outsta nding Contrib ution

    JOB ANALYSIS
    1-4 15-6 1-7 15-7 1-5 15-7 1-8 15-8 1-6 15-8 1-9 15-9 1-7 15-9 1-10 15-10

    Excelle nt Contrib ution

    High Value Contrib ution

    Good Contrib ution

    Fair Contrib ution

    Date/D ays of achieve ment

    Maxim um Marks

    Marks Obtain ed

    Remark s

    A B C D E F

    30 25 20 15 5 5

    Date Date Date Date Days Days

    1-3 15-5 1-6 15-6 0-10 0-5

    28-2 13-6 1-6 12-6 18 17

    30 25 20 15 5 5

    30 20 20 15 3 3

    11-15 16-20 6-10 11-15

    21-25 26-30 16-20 21-25

    Total

    100

    100

    91(Ta rget Score )

    Including 360 Degree Feedbacks


    The 360 degree feedbacks shall be elicited and The final evaluation will comprise = 0.6 (Target Score)+0.4(360 degree feedback score) Curve fitting must be done wherein 20% must be given Outstanding rating and 20% must be given Fair rating

    Promotion Mix
    Seniority Educational Qualification and Background PMS Rating

    Performance Parameters
    Target achievement Team Work Innovations Persuasion Knowledge of procedures, rules and regulations

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