Professional / Managerial Performance Review and Development Program Administrative (A) /Commercial (C

)
Employee’s Name: Position: Department: Type of Review: Initial Supervisor’s Name: General Manager´s Name: Review Date: Next Review Date:

SECTION I: PERFORMANCE REVIEW PART 1: Collective Performance (Quantitative Targets)
(A-I) General Office: (US$ Sales Contract Amount million) (B) Related performance expectations 80%-90% BUDGET 12.5% > 90%-100% BUDGET 12.5% > 100%-110% BUDGET 25% > 110%-120% BUDGET 25% > 120% BUDGET 25% (C) Share of total bonus > 110%-120% BUDGET 25% > 120% BUDGET 25% A: 0% C: 30% (D) Perf. Rating: Amount in US$million D-I E2 (E) Score (Cols C x D-II A: 40% C: 25% (B) Related performance expectations (Figures in US$million) 80%-90% BUDGET 12.5% > 90%-100% BUDGET 12.5% > 100%-110% BUDGET 25% Bonus factor achieved D-II (C) Share of total bonus (D) Perf. Rating: Amount in US$million D-I E1 (E) Score (Cols C x D-II)

(Check option achieved) Section Bonus Factor (A-II) Sales contract amount Budget to be reached per department Department Budget: US$ million (Check option achieved) Section Bonus factor

Bonus factor achieved D-II

PART 2: Individual Performance Summary (Qualitative Targets)
(A-III) Accountabilities (Brief description. Details in Section II) 1) 2) 3) 4) 5) Sub-total (B) Related performance expectations (Brief description. Details in Section II) (C) Share of total bonus XX% XX% XX% XX% XX% XX% (D) Perf. Rating (1 to 5 according to Guidelines) D1 D2 D3 D4 D5 E3 (E) Score (Cols C x D / 5)

PART 3: Factor Achieved
Totals 100% Sum E1+E2+E3 (Max. 100%)

SECTION II: DEVELOPMENT PROGRAM PART 1: Individual Performance Details

Professional / Managerial Performance Review and Development Program Administrative (A) /Commercial (C)
Accountabilities and expectations are set at the beginning of the performance cycle. Complete between 3 – 5 Accountability/Expectations sections. At the end of the cycle, the results achieved are described and an overall assessment provided.

Accountability:

1) Accountability/Expectations
(Describe the accountability, the results expected, and any resources required)

Expectations: Resources:

End-of-Cycle Results Assessment D1 Comments

5 Excellent Consistently exceeds the requirements of the job. 4 Good Clearly exceeds the requirements of the job. 3 Average Clearly meets the requirements of the job. Achieves acceptable results for all key tasks and objectives. 2 Below Average Does not meet the minimum, requirements of the job. 1 Poor Consistently below the minimum requirements of the job. Accountability:

2) Accountability/Expectations
(Describe the accountability, the results expected, and any resources required)

Expectations: Resources:

End-of-Cycle Results Assessment D2 Accountability: Comments

3) Accountability/Expectations
(Describe the accountability, the results expected, and any resources required)

Expectations: Resources:

End-of-Cycle Results Assessment D3 Accountability: Comments

4) Accountability/Expectations
(Describe the accountability, the results expected,

Expectations:

Professional / Managerial Performance Review and Development Program Administrative (A) /Commercial (C)
and any resources required)

Resources:

End-of-Cycle Results Assessment D4 Accountability: Comments

5) Accountability/Expectations
(Describe the accountability, the results expected, and any resources required)

Expectations: Resources:

End-of-Cycle Results Assessment D5 Comments

PART 2: Competencies
Select from 3 to 5 complementary competencies at the beginning of the performance cycle. Assessment is completed at the end of the cycle and comments added. To view a competency definition double click on the competency name.

Core Competencies
Management Policy Understanding Compliance Understanding Networking Cost-Consciousness Professional Know How & Technical Knowledge

End-of-Cycle Assessment
$

Comments

$

$

$

$

Complementary Competencies
Client/Customer Service Communication Result Focus Leadership

Select

End-of-Cycle Assessment

Comments

Professional / Managerial Performance Review and Development Program Administrative (A) /Commercial (C)

Problem Solving Innovation Collaboration Planning/Organizational Skills Other

5 Excellent Consistently exceeds the requirements of the job. 4 Good Clearly exceeds the requirements of the job. 3 Average Clearly meets the requirements of the job. Achieves acceptable results for all key tasks and objectives. 2 Below Average Does not meet the minimum, requirements of the job. 1 Poor Consistently below the minimum requirements of the job.

End-of-Cycle Competency Assessment
(Average of all Competencies)

Average:    E4

To be signed at the beginning of the performance cycle. All comments from supervisors and staff members shall remain confidential unless used for personnel decisions. We have discussed and agreed on the above expectations and competencies.
Employee’s Signature: ___________________________________ Supervisor’s Signature: ___________________________________ Date: Date:

PART 3: Plans for Employee Development
(Identify skills and competencies to be developed for current role) Skills and Competencies to be Action Steps for Upcoming Cycle (Training, on-the-job, self-development, etc.) Developed Target Dates
(Who will support the employee in achieving the development plan and what are the target dates)

PART 4: Employee Comments
I Agree With This Assessment:
Comments:

Yes

No

Professional / Managerial Performance Review and Development Program Administrative (A) /Commercial (C)
Employee’s Signature: ___________________________________ Date: (My signature indicates I have had the opportunity to review my performance assessment) Supervisor’s Signature: ____________________________________ Date: Date:

General manager’s Signature: ___________________________________

Period this Assessment Covers:

Dates: From

To