Management
Performance & Development Review
Year 2019
Section One - EMPLOYEE DATA
Name : Position :
ID No. : Hire Date :
Division / Dept. : Department :
Business Unit : Review Date :
Level : □ Sect Head / □ Dept Head / □ Div Head
Reason for Review:
Promotion Job Transfer Annual Review Mid year review End of Probation Other:__________
Section Two - REVIEW GUIDELINES
This section is intended to review the Employee’s Key Objectives, which were written and approved at the previous
Review. Objectives should be specific, realistically attainable and measurable. Objectives should ideally fall within the
categories shown below :
1. Financial Perspective
2. Guest Perspective
3. Internal Process Perspective
4. Learning & Development Perspective
Objectives should relate to performance in the Employee’s current job. Personal Development objectives for future
career aspirations should be included in the Performance Enhancement & Development Plan.
Rate the KPI result in the Numerical Rating column with a whole number evaluation as follows:
5= A = Objective has been achieved above 91%
4= B = Objective has been achieved 61% - 90%
3= C = Objective has been achieved 31% - 60%
2= D = Objective has been achieved 11% - 30%
1= E = Objective has been achieved 10% and bellow
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Management
Performance & Development Review
Year 2019
Section Three - Goal Achievement
No KPI Perspective % Weight Score Remarks KPI Result
Factor
100 %
Section Four - PERFORMANCE REVIEW
Carefully analyze Employee’s performance. Read thoroughly each COMPETENCY, place an X in the square, which most
clearly fits the Employee’s performance. Comments must be filled in each competency as a justification of your evaluation.
Rating explanation Score :
A: Exceptional Quality Performance ; (5). Consistently achieves the highest expectations on the company standards of performance
B: High Quality Performance: (4). Consistently fulfils the company standards of performance
C: Meet the Quality Performance : (3). Often fulfils the company standards of performance
D: Inconsistent Quality Performance : (2). Goals and objectives are frequently not met the standards of performance
E: Unacceptable Performance : (1 ). Goals and objectives are continuously not met the standards of performance
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Management
Performance & Development Review
Year 2019
MAIN COMPETENCIES
1. INITIATIVE
The ability to take action to meet work-related objectives without being asked or A B C D E
required to do so.
Comments on Initiative and Reason of giving the rating :
2. CONCERN FOR QUALITY
The ability and willingness to ensure that the output of all work is accurate and meets or A B C D E
exceeds internal standards and the needs of both internal and external customers.
Comments on Concern For Quality and Reason of giving the rating :
3. DRIVE AND PRODUCTIVITY A B□ C D E
Output of work; performance speed.
Comments on Drive & Productivity and Reason of giving the rating :
4. RELATIONSHIP BUILDING
Makes a conscious effort to build rapport with others and develop friendly and effective
working relationships. A B□ C D E
(By “Others” is understood all those with whom the employee deals with in a
professional context including customers, fellow employees, supervisors, subordinates
and suppliers)
Comments on Relationship Building and Reason of giving the rating :
5. CUSTOMER-ORIENTED
The ability to approach of customer-relations in which focus on helping customers to A B□ C D E
meet their long-term needs and wants.
Comments on Customer-Oriented and Reason of giving the rating :
6. TEAMWORK AND COOPERATION A B C D E
The ability and willingness to work cooperatively with others.
Comments on Teamwork & Cooperation and reason of giving the rating :
7. INNOVATION & CREATIVITY
The ability to invent or create something that has never been made before and it’s A B C D E
recognized as the product/service with some unique insight.
Comments on Innovation & Creativity and reason of giving the rating :
8. WILLINGNESS TO BE AN AGENT OF CHANGE
The ability to transform and focusing on the organizational development, such as
A□ B C D E
focusing on the matters of effectiveness & improvement.
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Management
Performance & Development Review
Year 2019
Comments on Willingness to be an Agent of Change and reason of giving the rating :
9. PROFESSIONAL & PERSONAL APPEARANCE
The ability to project a pleasant, positive and professional image and grooming to A B C D E
others.
Comments on Professional & Personal Appearance and reason of giving the rating :
10. BUSINESS ACUMEN
Ability to acquire and administer human, financial, material, and information resources
in a manner that accomplishes the organization's vision, mission and business A B C D E
objectives.
Comments on Business Acumen and reason of giving the rating :
11. PLANNING AND ORGANIZING
An individual's tendency as well as effectiveness in using skills such as time- A B□ C D E
management, planning, organizing and scheduling to achieve identified goals.
Comments on Planning and Organizing and reason of giving the rating :
12. ANALYSIS AND PROBLEM SOLVING
Demonstrates effective problem solving skills by arriving at sound decisions and A B□ C D E
recommendations utilizing experience, common sense and analytical thought in the
decision process.
Comments on Analysis & Problem Solving and reason of giving the rating :
13. DEVELOPING OTHERS
Works to improve and reinforce performance of others. Facilitates their skill A B C D E
development by providing clear and specific performance feedback and making specific
suggestions for improvement in a manner that builds confidence.
Comments on Developing others and reason of giving the rating :
14. LEADERSHIP
A□ B C D E
Ability to guide or direct others.
Comments on Leadership and reason of giving the rating :
15. ORGANIZATIONALCOMMITMENT
The ability and willingess to align one’s own behaviour needs, priorities and golas of the A□ B C D E
organization
Comments on Organizational Commitment and reason of giving the rating :
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Management
Performance & Development Review
Year 2019
Enter the total check marks in each rating category and then multiply by the assigned value:
A _______ x 5 = _________
B _______ x 4 = _________
C _______ x 3 = _________
D _______ x 2 = _________
E _______ x 1 = _________
Add all the scores together to find the Total Rating ________
Divide the Total Rating by the number of Competency Elements to find the Average Rating__________.
Section Five - PERFORMANCE REVIEW OVERALL ASSESSMENT
Area of Review Rating
Objectives
Enter rating from Section Two – Goal Achievement
Competencies
Enter average rating from Section Three – Performance Review
Add the above two numbers.
Divide the number above by 2 for Overall Performance Rating and round to the
nearest tenth.
Place an X in the square in accordance with the Employee’s overall rating.
A B C D E
Rating: 4.50 – 5.00 Rating: 4.00 – 4.49 Rating: 3.50 – 3.99 Rating: 3.00 – 3.49 Rating: 2.99 or less
Distinguished Fully Competent Performed as Needs Additional Must Demonstrate
standard required Development Immediate
Improvement
Reserved for those who Performance meets the nor- Achieved performance Achieved some performance Performance was consis-
clearly and consistently mal requirements of the posi- as standards, based on standards, but often failed to tently below required
demonstrated tion on a consistent basis in minimum expectation. perform up to the minimum standards. Must
exceptional the majority of all areas. expected standard in other significantly improve in a
accomplishments in all areas. Needs further devel- reasonable period to
areas. opment and improvement to remain in the position.
be fully competent.
Note: All Distinguished ratings must have a written explanation. All Needs Additional Development and Must Demonstrate Immediate Improvement
must have specific written action plans explaining how this rating can improve.
Section Six – PERFORMANCE GOAL SETTING
Objectives set for the next Review period should be agreed jointly by the Reviewer and the Employee and written below. Set
maximum 6 objectives and assign a percentage weight factor to each objective with a minimum of 10% and a maximum of
40% assigned to each single objective. Percentage weight factors must be assigned in 5% increments, i.e. 10%, 15% etc. The
total of all assigned percentage weight factors must equal 100%.
WEIGHT
NO DESCRIPTION OF OBJECTIVE & PERFORMANCE MEASURES
FACTOR %
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Management
Performance & Development Review
Year 2019
Section Seven – CAREER AND CONTINUITY (If applicable)
What are the Employee’s career ambitions?
Has the Employee demonstrated the potential at the time of the Review to advance? Yes No
If yes, which position(s) has the Employee potential to advance to?
Section Eight - PERFORMANCE ENHANCEMENT & DEVELOPMENT PLAN
(No commitments are to be made that you cannot fulfill without prior consultation with the next level of management)
What training or other action is required to enhance the Employee’s performance in his/her current position?
Target Date for Target Date Target Date for
Training/Action Required
Implementation for 1st Review Achievement
What training or other action is required to prepare the Employee for future career growth? (If applicable)
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Management
Performance & Development Review
Year 2019
Target Date for Target Date Target Date for
Training/Action Required
Implementation for 1st Review Achievement
Section Nine – EMPLOYEE’S FEEDBACK
Employee’s Feedback
Signatures:
Name & Signature of Reviewer : ___________________________________________Date:____________
Name & Signature of Employee : ___________________________________________Date:____________
Name & Signature of General Manager : ___________________________________________Date:____________
Name & Signature of HR Manager : ___________________________________________Date:____________
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