PRESENTATION

ON

PERFORMANCE MANAGEMENT
SYSTEM IN HAL

TT SUDHAKAR
SUDHAKAR RAO
RAO
HINDUSTAN AERONAUTICS LIMITED

Premier Fully owned by

Aerospace Govt of India
Company in
South-east
Asia

19 Production &
10 R&D Centres
34,500
Employees

ISO-9001
&
AS-9100
11451 crs. Sales Certifications
for 2009-10 (prov.)
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 CURRENT PROGRAMS

Aircraft Manufacture and • Hawk

Repair & Overhaul (ROH) • Su- 30 Mk I
• IJT
• LCA
• DO – 228

Helicopter Design , • Dhruv (ALH)

Manufacture & ROH • Cheetah/ Cheetal
• Chetak/ Chetan
• Light Combat Helicopter
• Light Utility Helicopter

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 FUTURE PROGRAMS

Co-Development  Fifth Generation Fighter Aircraft

 Multi-role Transport Aircraft

 Medium Lift Helicopter

Licence  Medium Multi-role Combat Aircraft

Indigenous  HTT-40
 UAVs

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 PERFORMANCE MANAGEMENT SYSTEM ::
SALIENT FEATURES

• Hierarchy across 10 Grades (below Board level) [Gr I (E0) to Gr X (E

9)]
• Grades clustered in 5 bands of 2 each
• Appraisal of Executives of one band by next/ higher levels
• Assessment –Self Appraisal, Appraisal by Initiating Authority (IA),
Reviewing Authority (RA) & Performance Review Board (PRB)
• Quarterly Tasks & Assessment- MATI (Mutually Agreed Tasks &
Improvements)
• Annual Assessment of Qualitative Traits based on responsibilities
associated with each level
• Management Review Categorization (MRC) & Identification of
Training & Developmental Needs by IA , RA & PRB
• Performance Feedback – Strengths and Areas of Improvement
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 PERFORMANCE MANAGEMENT CYCLE

Quarterly Task
PRB, Setting &
Normalization of Assessment Sheet
Marks made available to Task setting
all Departments by for the first
HRD Cell quarter
Comments by Higher
Authorities
Performance Task setting – II Quarter
Appraisal Assessment – I Quarter
Review & Cycle
appraisal by RA

Task setting – III Quarter

Assessment of IV Quarter, Self Appraisal
Assessment – II Quarter
and Completion of Report by IA

Task setting – IV Quarter

Assessment – III Quarter 6
 PERFORMANCE APPRAISAL – ASSESSMENT WIEGHTAGE

• MATI – Quarterly Assessment

• Maximum 100 marks
• 60 for Tasks (Physical, Financial, target date, milestones etc.)
• 40 for Improvements

• Task setting by 7th of the first month of each quarter

• Assessment by 5th of first month of subsequent quarter

• Overall Performance Appraisal Marks is combination of MATI +

Qualitative Traits

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 ASSESSMENT WEIGHTAGE (TOTAL 100 MARKS)

Level Performance Qualitative

(based on MATI) Traits*
Asst. Engineer / Engineer 80 20
Dy. Manager / Manager 75 25
Sr. Manager / Ch. Manager 70 30
Dy. GM / Addl. GM 60 40
GM & ED As per PESB Format

* Job Knowledge, Developing Subordinates, Potential to shoulder

higher responsibilities, Planning & Coordination, Quality of work,
Cost & time consciousness, team building, Customer Satisfaction,
Time Management, Man Management, etc.

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 SCALE OF GRADATION

Total Marks 100-90 89-80 79-50 Below 50

Performance Above Below

Exceptional Average
Rating Average Average

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 SELF APPRAISAL

• Appraisee to indicate most significant contributions during the year;

Training / Job Rotation needs to improve the performance; Areas of
strength etc.

• Should be brief & to the point

PEN PICTURE BY IA (QUALITATIVE ASSESSMENT)

• Highlights all aspects of the personality of the Appraisee

(Attitude towards work, colleagues, superiors, subordinates,
general demeanour, areas of improvement)

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 GENERAL ASSESSMENT & MANAGEMENT REVIEW
CATEGORISATION (by IA & RA)

• Appraisee’s Strengths & Areas requiring improvements

• MRC indicates Potential for Advancement in Career

• MRC to be awarded based on:

• Educational Qualification
• Experience
• Job Knowledge
• Personal Qualities
• Performance on various Assignments

TRAINING / DEVELOPMENTAL NEEDS

• Specific areas for Job Rotation as well as Training needs for future
growth indicated by IA & RA

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 PERFORMANCE REVIEW BOARD (PRB)

• Normalizes PARs across Departments / Disciplines

• PRB will consult IA & RA wherever necessary
• Marks & Performance rating awarded by PRB are final

Designations Levels
Asst. Engineer / Engineer/ Dy. Manager / Divisional
Manager (GM / ED)
Complex
Senior Manager / Chief Manager
(Director)
Corporate
Dy. General Manager / Addl. General Manager
(Chairman)

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 OVERALL GRADATION AFTER PRB

PERFORMANCE RATING OVERALL % OF OFFICERS

MARKS TO BE LIMITED TO
EXCEPTIONAL 90 TO 100 UPTO 5 %

85 TO 89 UPTO 10%

ABOVE AVERAGE
80 TO 84 UPTO 10%

AVERAGE 50 TO 79 UPTO 65%

BELOW AVERAGE BELOW 50 UPTO 10%

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 FEEDBACK SYSTEM

• Oral feedback is an ongoing process

• IA to inform Appraisee in writing as & when need arises

Post PRB
• Performance Feedback – Strengths and Areas of Improvement

• Overall score of below 50 & rated below average intimated in writing

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 PARs OF OFFICERS ON PROBATION

• First evaluation at the end of 6th month (I PAR)

• Final evaluation at the end of 11th month (II PAR)

• 6/11th Monthly PARs are basis for confirmation of officers appointed/

promoted

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 PERFORMANCE IMPROVEMENT PAY (PIP)

• Revised Scheme to be implemented

• Payment will be linked to Marks scored in the MATI/ PAR,

Attendance

• Payment assessed on 3 parameters:

• Individual Performance
• Physical Performance
• Financial Performance – Sales and Profit

• % ranges from 50% for Individual performance; 40% - 25% for

Physical performance (depending on levels); 10% to 25% for
Financial performance (depending on levels)

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END
END OF
OF PRESENTATION
PRESENTATION