Annual Performance Appraisal Form

Section1: Staff data: Part 1:Accomplishments
ID Job Actual Salary Last Rating N/ A Employee Position Date of last Increase N/ A Period under review Department Information Division Solution Development Sub-Division Hire date C/C

Grade Level Position code Percentage of the increase N/ A Actual Appraisal date:

Date in position

Reason of the increase N/ A Next period review:

Bonus Assessment Section 2: Objectives for the Period Under Review
Contents of this section should have been prepared by the immediate supervisor in consultation with the employee at the beginning of the period under review, subject to later revision as necessary Objective Achieved % W.A. Score Reasons of Non Achievement

Assists in flow charting and diagramming processes and provides documentation of programming activities as needed. Works with much enhanced and developed coding & development tools. Upgrading the planning design ability in order to meet the new coming projects needs. Makes suggestions to increase efficiency in project development and to ensure that deadlines are met. Cooperates with Project Team in Order to provide the best Functionality, Security and Integrity for the on Track projects Take on Responsibility of all the coming project layout structures and lout flow
Choose the corresponding reason and fill with the previous table 1-Changing in the objectives fixed; 2 Changing of Position;3 Lack of Means ;4 Non Collaboration ;5Objective misunderstanding ; 6- Others (Specify)

Problem faced in the objectives achievements
Objective misunderstanding, working in new environment its take time for the employee to acclimate with the environment.

Solution proposed

Makes meetings to review the status of the tasks delegated to the employee, and explain to new employee this new environment. Train him/her to cover this point or at least provide him/her with professional simple documents to be able to develop him/her self.

6-Lack of training.

Other Achievement during past Year

Special Projects

If applicable please describe the Ad hoc project achieved during the period under review

Section 3: Objectives for the next Review Period

List Objectives to be achieved during the next review period (to be completed by the staff member in consultation with the immediate supervisor) Period From To

Objectives

Actions steps

Works with much enhanced and developed coding & development tools.(T.O) Upgrading the planning design ability in order to meet the new coming projects needs.(T.O) Enhance the project GUI by using new features of GUI tools.(T.O) Write daily tasks description in Microsoft Outlook mentioning the progress of each task to be reviewed by the heads of departments. (T.O). Take on Responsibility of all the coming project layout structures and lout flow.(P.O) Take on Responsibility of all the New coming Employees that join the Development team.(P.O)

Part 2: Performance Appraisal Merit Assessment
Improvement Needed
Work performance does not consistently meet the standards of performance for the position. Serious effort is needed to improve performance.

Unacceptable
Work performance is inadequate and inferior to the standards of performance required for the position. Performance at this level cannot be allowed to continue.

√ Meets Expectations
Work performance consistently meets the standards of performance for the position.

Exceeds Expectations
Work performance is consistently above the standard performance for the position.

Outstanding
Work performance is consistently superior to the standards required for the job.

Overall rating of objective achievements = 89 Total score of %’s achieved for each objective ÷ N° of objectives = % Overall rating of skills: • Rating of each skill = score of each sub-skill ÷ N° of sub-skills = ____ %

Overall rating of skills = total score of each skill ÷ N° of rated skills = ____ %

Section 4: Competence Grading

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RATING FACTORS

COMMENTS

1- Professionalism

(Effectiveness with which the employee applies job knowledge and skill to job assignments) Job Knowledge Analyzes Problems Provides Suggestions for Work Improvement Employs Tools of the Job Competently Compliance with OTI functional policies Response to work challenges

2- Approach to Work (Characteristics the employee demonstrates while performing job assignments)
Actively Seeks ways to Streamline Processes Open to New Ideas and Approaches Initiative Planning and Organization Flexible/Adaptable Follows Instructions Challenges Status Quo processes in appropriate Ways Seeks Additional Training and Development

3- Quality of Work (Manner in which the employee completes job assignments)
Accuracy or Precision Thoroughness/Neatness Reliability and meeting deadline Responsiveness to Requests for Service Follow-Through/Follow-Up Judgment/Decision Making Presentation of output

4- Quantity of work (Employee’s success in producing the required amount of work)
Priority Setting Amount of Work Completed Work Completed on Schedule

5- Decision Making and Problem Solving
NA U IN ME EE O RATING FACTORS COMMENTS

Reliably apply judgment Organized decision making Ability to bear responsibilities Minimal supervision needed Ability to analyze situations

6- Interpersonal Skills (Effectiveness of the employee’s interactions with others and as a team participant)
With Co-workers With Supervisors With Subordinates Team Participation Arouses enthusiasm with the team Facilitate and remote effectiveness Commitment to Team Success

7- Communication Skills and Attitude
Written Expression Oral Expression Shares Information Willingly Tact and Diplomacy Attitude towards dealing with external parties Attitude towards company’s image Awareness of the ideas and opinions of others Considerations for the feelings of others

8- Change Orientation and Flexibility
Adapt to flexible working conditions Readiness to acquire new demands and requirements Communicate flexibility to others

9- Customer Focus
Identify and meet customer needs Provide high quality service

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RATING FACTORS

COMMENTS

10-

Supervisory/Leadership Skills (Applies only to employee who manages staff)
Understands and applies OI personnel policies (i.e., performance standards and work rules) Trains and Develops Staff Properly Aligns Responsibility, Accountability, Authority Evaluates Staff Regularly/ and completes evaluations within the department’s timeline Faces Performance Problems Squarely Supports Responsible Risk Taking Controls Costs and Maximizes Resources Instills Pride in Performance, Service, Innovation, and Quality Sets High Standards for Self, As Well As Others Supports Useful Debate & Disagreement Welcomes Constructive Criticism Fosters Respect for Facts, Data, and Objective Analysis Uses Analytical Tools and Models for Process Improvement Sets Specific Goals for Simplicity, Productivity, & Process Improvements Supports Experimentation and Brainstorming That Leads to Innovation and Learning

11-

Attendance, Appearance and Punctuality
Punctual and work dedicatedly after working hours to achieve objectives Compliant to working hours Demonstrates minimal rate of absenteeism Compliant to company dress code

12-

Fiscal Responsibility
Managing budgetary matters Preserving company’s assets

Section 5: Overall Rating
Put a cross to express the staff member’s performance Unsattiisffacttory Unsatis fa cto ry Unsa s ac ory Faiiir Fa r Fa r Go o d Go o d G ood Very Good Very Good Very Good Excepttiionalll Exceptio na Excep ona

Unaccepttabllle Improvementt Needed Meetts expecttattiions Exceeds expecttattiions Outtsttandiiing Unaccepta b e Improvement Needed Meets expecta tio ns Exceeds expecta tio ns Outs ta nd n g Unaccep ab e Improvemen Needed Mee s expec a ons Exceeds expec a ons Ou s and ng Belllow 50% 51 – 60% 61 – 80% 81 – 90% 91 – 100 % Be o w 5 0 % 51 – 60% 61 – 80% 81 – 90% 91 – 100 % 61 – 80% 91 – 1 00 % 81 – 90% 51 – 60% Be o w 5 0 %

Section 6: Employee’s Supervisor PA Discussion Summary
Did you discuss this evaluation with the staff member? A. I've discussed the evaluation with almost staff members and they were so specify especially for my next period objectives because they are going to help and support all team members and it will improve the performance of the new coming projects.

Supervisor’s Signature

Date

Section 7: Competencies Development
Mention any plans being made for further development of the staff member’s competencies. Needs Area Planned Reason for Deficiency Corrective Action Planned Training Courses & Seminars

Section 8: Promotion/Career Development & Manpower Planning
Review Promotion Prospects: if the Staff member is qualified and meeting company promotion policy and procedures, for manpower planning purposes, please tick as appropriate: 1. 2. 3. 4. Immediately Promotable Promotable in –6-12 months Promotable in 12-18 months Timing of Next Promotion Uncertain at this Time

5. Probation Set a date for the next appraisal, which will be in 90 days or _________________ Devise a development/improvement plan for this individual and advise HRD as per company policy

Replacement
Name

List a qualified replacement in your dept
Present Position Qualified Now Indicate When

Section 9: Appraisal Record Comments & Approvals
Officer/Director Comments

Signed:

Date:

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/2006

Employee’s Comments: -

I am happy to be in the developer team to be useful to the company and I like to take training in asp.net , oracle to improve my self as programming

Signed:

Date:

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/2006

HR Comments:

Signed:

Date:

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/2006