Performance Assessment Form April 2014 to March 2015

Name
Employee ID
Qualification
Location/Circl
e
Goal &
Objective and
Key Priorities
April 14 - Mar
15

Site
operations

Designation
Date of Joining
Function
Name of Manager
(Client Side)
Weight

Measurement Metric

1. Uptime of 99.975 on
all sites excluding
force measure.
2. 5% reduction in
Diesel cost.
3. OPEX Expense: GBT<
Rs.7000, RTT> Rs.
3000 per site.
4. EB Bill Collection:
100% Bills on time.

Efficiency
Measures

1. Special Arrangement
for TATA site for
reducing Outages.
2. Outage reconciliation
with all the operators
on daily basis and
monthly meeting with
them for strengthen
the relationship and
understanding.
3. Site visit & Preventive
maintenance of
around 90% site
every month.

(of total
100%)

Cluster Engineer
O&M
Asad Mubasshir

Self
Ratin
g
(On a
scale
of
PL1PL5)

Achievements/ Shortfalls

10%

1. Average UPTIME is 99.980% from the

period of Apr-14 to Mar-15.

10%

2. 13% Reduction in Diesel Cons per

Tenant/Per Month achieved from Apr-14
to Mar-15 as compared to last year.
3. 12% OPEX reduced from Apr-14 to Mar15 as compared to last year.

5%
5%

4. Almost 60% EB bills are being collected

every month.

10%

1. By enhancing BB Capacity & keeping an

eye on Vendor Team for such sites.

5%

2. Outage Reconciliation on daily basis with

all Operators & regularly monthly
meeting for healthy relationship.

5%
3. Site Visit & PM of around 70% sites
every month.

Mana
ger
Ratin
g
On a
scale
of
PL1PL5

Assessment Comments

Performance Assessment Form April 2014 to March 2015

Collectio
n

Training &
Team
Motivation

Estate
Managem
ent

Complian
ce
Special
projects

1. Outage reconciliation
of all the sites of
BSNL with concern
SSA.
2. Clearance of Vendor
bills up to 7th of
every month.

10%

Regular training is
imparted on O&M
activities to enhance
Vendor, Cluster
engineers & technicians
knowledge & confidence
and their goals are
aligned to company's
goals.

5%

1. Quarterly meeting is being conducted

with Vendors, & technician in Cluster.

1. Reduction of LL issues
at sites.
2. Coordination with CI &
Project team for
Clearance of all
project related punch
points within a month
since the date of RFI.

5%

1. Most of the issues are getting closed by

O&M Team.

5%

2. All Project related PP rectified with help

of Project team since the date of RFI.

Ensure nil disconnection

due to EB bill payment.

10%

1. No site got disconnected in the period

from Apr-14 to Mar-15 due to nonpayment.

Collection of RTGS detail

sites of owners.

10%

Almost 95% RTGS Details collected &

remain is WIP.

Total

5%

100%

1. Almost 100% BSNL sites Outage

reconciliation completing in every
month.
2. 100% Vendor Bills (Diesel DN) up to 7th
of every month.

Performance Assessment Form April 2014 to March 2015

Additional Comments by Client Manager on Individual Development Areas :

Assessment & Comments by Client Reviewer :

Final Rating & Comments Client (CH/RH/FH)

Signature of
Employee
Name of Client
Manager
Name of Client
Reviewer
Final Rating (On a scale of PL1-PL5):
Signature of Client
(RH)

Date :
Signature of Client
Manager
Signature of Client
Reviewer
Date:

Signature of
Client (FH)

Date :
Date :

Date :

Definition of Performance Levels:

PL1

Outstanding
Performer (O)

PL2

Exceptional
Performer (E)

Performance in achieving goals far surpasses all expectations and regularly goes beyond what is
normally expected of employees in this job. Consistently contributes in an outstanding way. Highly motivated
individual who seeks out and achieves aggressive, difficult and complex objectives. Viewed as a leader, problemsolver or key resource for the organization
Overall performance generally exceeds expectations for the job. Employee can manage more difficult
tasks, assignments and goals than is the norm for the position. Viewed as a vital contributor that adds
significant value to the organization.

Performance Assessment Form April 2014 to March 2015

PL3

Quality
Performer (Q)

PL4

Developmental
(D)

PL5

Corrective (C)

Performance fully meets all expectations of the job requirements and standards. Performance may
occasionally exceed expectations for aspects of the position. Viewed as a solid and reliable contributor to the
organization.
Performance meets the requirements of the job in some or many, but not all, respects. Overall
performance and contributions are lower in some aspects than those required for the job and
performance needs to be developed. The employee is doing the job at a minimal level or is performing less than a
quality job. More than average guidance may need to be given in some areas. Viewed as someone with potential
not fully realizing his or her contributions to the organization.
Overall performance is consistently below expectations for this role. The employee may make frequent
errors and requires close supervision. Immediate corrective action must be taken by the employee to improve
performance and meet the requirements and expectations of the position and established goals. Viewed as a risk
to the organization in current role.