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Ref: EZECOM-HR-GF-PDP-001

Version: A Revision: 0.4.0.0


Effe. Date: 01-07-2016
Page 1 of 5
PERFORMANCE
DEVELOPMENT
POTENTIAL

FORM

YEAR 2017
This form is intended for use with Ezecom Employees. Forms have to be completed and submitted to your Ezecom
People Manager. The approved forms must be submitted to HR.

Employee ID Number: E622


Employee Name: Raksmey Heng
Employee Title: Customer Service Officer
Department Commercial
Joined EZECOM on: 04/April/2017
Review Period:

OVERALL GRADE ON PERFORMANCE (where do you Significantly & Consistently Exceeds (4)
stand?) Exceeds (110 % - 101%) (3)

On Target (100 % - 90%) (2)
An overall rating is to be provided, based on the review of accomplishments Need Improvement (Below 90%) (1)
and contribution to the departmental and operation results, and following the Unacceptable (0)
competencies, attitudes, skills applied to reach the results.
Too Soon to Tell (TST)

DESCRIPTION OF OVERALL PERFORMANCE RATINGS


Significantly and An outstanding level of performance. The Employee consistently performs extremely
Consistently Exceeds well in the objectives set and in the overall job role and stands out from his / her peers.
Exceeds A high level of performance. The Employee performs very well in the objectives set and in
the overall job role.
On Target An experienced and capable Employee who performs well in the objectives set and in
terms of the overall job role.
Needs Improvement An Employee who does not perform to the standard required of the objective set and in
the overall job role but is capable of improving to an acceptable standard.
Unacceptable An Employee who performs inadequately in the objectives set and in the overall job role.
Too Soon to Tell Too new in the position, i.e., less than 6 months in the position.

This is a confidential document and is an exclusive property of Ezecom. Unauthorized duplication of 1


this document is not allowed. Copies may be requested from the Management Representative.
Ref: EZECOM-HR-GF-PDP-001
Version: A Revision: 0.4.0.0
Effe. Date: 01-07-2016
Page 2 of 5
SECTION 1 PERFORMANCE EVALUATION AGAINST YOUR OBJECTIVES

Restate the Performance Expectation: refer to key objectives set at end of 2015. Describe the Performance Result or Achievement (what was achieved
or key deliverables) compared to the Performance Expectation. You have to rate each result or achievement compared to the stated performance
expectation, using the performance rating model below:

PERFORMANCE RATING FOR OBJECTIVES:


4 3 2 1 0
Significantly Exceeds Exceeds On Target Needs Improvement Unacceptable

Performance Expectations Compared to Actual Results A B C= AxB/100

Weighting Rating
Objectives Performance Progress / Results (%)
Scoring
(0,1,2,3,4)
1. Internal Process Quality 15

2. Daily Cash Collection Management 30

3. New Customer 10

4. Force Invoice And do Welcome Call 15

5. Activation 10

TOTAL 100%

KEY PERFORMANCE OBJECTIVE FOR 20______

Performance Objective for 20_______ A B C= AxB/100


Weighting Rating
Objectives Performance Progress / Results (%)
Scoring
(0,1,2,3,4)
1.

2.

3.

4.

5.
This is a confidential document and is an exclusive property of Ezecom. Unauthorized duplication of 2
this document is not allowed. Copies may be requested from the Management Representative.
Ref: EZECOM-HR-GF-PDP-001
Version: A Revision: 0.4.0.0
Effe. Date: 01-07-2016
Page 3 of 5

TOTAL 100%

SECTION 2 COMPANY VALUES, COMPETENCIES AND SKILLS EVALUATION


Section 2.1. Code of Conduct

Has the Employee read and understood the Code of Conduct? yes no

Section 2.2. Companys Values & Business Principles

Please rate the Employees behavior in relation to the Companys values & Business Principles

RATING FOR CORE VALUES / BUSINESS PRINCIPLES:


Please put () where appropriate

CORE VALUES DEMONSTRATED NOT DEMONSTRATED


Excellence
Partnerships
Innovation
Integrity
People

Section 2.3. Employees Soft & Hard Competences

Please refer to the JD of the Employee and report the 5 most important soft and hard / technical skills, with the
following rating model: demonstrated or not demonstrated.

COMPETENCIES Demonstrated SKILLS Demonstrated


Yes No Yes No
Yes No Yes No
Yes No Yes No
Yes No Yes No
Yes No Yes No

SECTION 3 POTENTIAL RATING

OVERALL POTENTIAL RATING (where do you stand?) P2


P1
This section is about rating employees ability to take on further responsibility and

P0
complexity
N/A

DESCRIPTION OF POTENTIAL RATING


P2 Within the next 12 months the Employee is capable of assuming a job in the higher job
band. If the rating is given, at least one specific position has to be mentioned in below
Additional Information Box.
P1 The Employee can further develop/assume higher responsibility in current position/job
band. Further responsibility should be described in below Additional Information Box if
relevant.
P0 The Employee is not suited for current position and/or job band. The suitable position/job
band should be recommended in below Additional Information Box if identifiable.

This is a confidential document and is an exclusive property of Ezecom. Unauthorized duplication of 3


this document is not allowed. Copies may be requested from the Management Representative.
Ref: EZECOM-HR-GF-PDP-001
Version: A Revision: 0.4.0.0
Effe. Date: 01-07-2016
Page 4 of 5
N/A An Employee who does not perform to the standard required of the objective set and in
the overall job role but is capable of improving to an acceptable standard.

ADDITIONAL INFORMATION BOX

SECTION 4 IJA Individual Job Aspirations


INSTRUCTION: This section shall be completed by Employee in consultation with his/her Immediate Manager. The Employee should state his/her
realistic future career plan- which position does he/she want in the future? S/he shall state whether s/he wishes to stay and lean from current position, to
grow to higher position in the same department, to move to other position in other department, and/or to relocate to different work location.

Individual Job Aspirations


Within the next 12
months, I want to... Senior Customer Service Officer

Within the next 1 to 3


years, I want to... Customer Service Supervisor

SECTION 5 IDP - Individual Development Plan

Section 5.1. 2016 Individual Development Plan

Have you fulfilled your former IDP? yes no NA

Section 5.2. 2017 Individual Development Plan

Indicate by competency cluster the most important development need(s) to master this role and/or prepare for any planned next move / special
assignment(s). Consider also any technical knowledge and skills or behaviors that still need to be acquired (maximum 3 and minimum 1 in total).

Cluster/Competency for Development Activity: (On-the-Job action Estimated Cost Target date
development/Knowledge/ steps/assignments/courses/coaching/books/
Skill or Behavior to be developed videos/etc)
1. Thai and Chinese Language - Study part time 1 hour per $15.00 / m 1 year
day
- Read book more at home

2. Advanced Exel - Practice and school and


more at home
$40.00 / course 3 months

This is a confidential document and is an exclusive property of Ezecom. Unauthorized duplication of 4


this document is not allowed. Copies may be requested from the Management Representative.
Ref: EZECOM-HR-GF-PDP-001
Version: A Revision: 0.4.0.0
Effe. Date: 01-07-2016
Page 5 of 5

SECTION 6 COMMENTS AND SIGNATURES

Section 6.1. Confirmation

The Employee is able to complete his/her duties within a reasonable time frame yes no

Section 6.2 Next Review(s)

Review progress on performance and development plan, scheduled on:


______________Q2-Year 20____ ______________Q4-Year 20_____

Section 6.3. Comments

Section 6.4. Signatures

Appraisee: Appraiser: Appraisers Line Manager/HOD:


Name:
Signature:

Date:

This is a confidential document and is an exclusive property of Ezecom. Unauthorized duplication of 5


this document is not allowed. Copies may be requested from the Management Representative.