College of Finance and Development Management

Department Development management

One Group assignment
Course: Human Resource Management
Title:- Performance Appraisal

Group member ID No.

Zahara Ahmed ECSU-1800084

Momina mussa ECSU-1800094

OjwayOkuny ECSU-1800074

Nyanhialth rogach ECSU-1800071

Opara Okuny ECSU-1800075

Rashdia Kedir Ecsu-1800076

Table of contents

Contents Pages
1. Introduction...........................................................................................................................1

2. 360 Degree appraisal............................................................................................................1

3. Employees’ behavioral competency performance evaluation (40%) Format 3:...................3

4. Performance appraisal summery of self Assessment, Peer Evaluation And Immediate

Evaluation....................................................................................................................................4

5. Individual Score Card Result................................................................................................5

 1. Introduction
In Ethiopia, as part of its effort to improve the performance of the public service, the government

has introduced different performance management tools mainly, BPR (2004) and BSC (2010)

(FDRE-MoCS, 2013). Recently, most government organizations including publically owned

banks have started to use BSC as performance measurement tool. For example, the Development

bank of Ethiopia and the Commercial bank of Ethiopia have implemented the tool in 2013 and in

2014 respectively. The result of the study conducted by Asrat (2014) on “Design and

implementation of BSC in Development bank of Ethiopia” indicates that the readiness for the

BSC design and implementation made by the bank was commendable, in a sense that designing

phase was done properly in terms of strategic plan preparation and in terms of corporate Score

card alignment with processes and strategy.

2. 360 Degree appraisal

It is a method of appraisal in which people receive performance feedback from those on all sides

of them in the organization-their boss, their colleagues and peers and their own subordinates.

Thus, the feedback comes from all around them, 360 degrees. This form of performance

evaluation can be very beneficial to managers because it typically gives them a much wider

range of performance- related feedback than a traditional evaluation.

Development Bank of Ethiopia is a specialized state owned development financial institution, which

is supervised by the Public Financial Enterprises Agency in Ethiopia.

Thus, the performance appraisals of format of DBE are listed below;

 3. Employees’ behavioral competency performance evaluation (40%) Format 3:

Immediate supervisor (25%), peer (10%) and self (5%)

Name of employee: _____________________ position Title: _______________________

Process/ Region/ Branch /Sub-Branch Name: ______________Performance Agreement: Period from July 1, 2019 -Dec, 31, 2019 G.C.

No Behavior indicator Weight Performance Level Rating Remark

5 4 3 2 1
result
01 Technical and behavioral competency and effort to 15 X 15
improve his/her competency
02 Effective use of working hours, working on weekends 10 X 8
and working under challenges
03 Ability to work with team and effort to improve team 15 X 9
effectiveness
04 Customer handing 15 X 12
05 Supporting to enhance others capacity 15 X 15
06 Accepting changes as good opportunity and effort to 10 X 6
improve systems
07 Attitude toward receiving and giving feedback 10 X 4
immediately
08 Effort to keep and ensure the bank’s ethical code 10 X 10
100 79

Name of employees: __________________________ Immediate Supervisor: ___________________________________

Signature: __________________________________________Peer/Self Evaluation Name: ____________________________
Manger next to immediate supervisor: _______________________
 4. Performance appraisal summery of self Assessment, Peer Evaluation And Immediate Evaluation
Name:___________________________

No Behavior indicator Weight Performance Level Average

Self assessment Peer evaluation Immediate evaluation
01 Technical and behavioral competency and effort to 15
improve his/her competency
02 Effective use of working hours, working on weekends 10
and working under challenges
03 Ability to work with team and effort to improve team 15
effectiveness
04 Customer handing 15
05 Supporting to enhance others capacity 15
06 Accepting changes as good opportunity and effort to 10
improve systems
07 Attitude toward receiving and giving feedback 10
immediately
08 Effort to keep and ensure the bank’s ethical code 10
100

Name of employees: __________________________ Immediate Supervisor: ___________________________________

Signature: __________________________________________Peer/Self Evaluation Name: ____________________________
Manger next to immediate supervisor: _______________________

5. Individual Score Card Result

Development Bank of Ethiopia
Name:___________________________
Position:__________________________
Period: July 1, 2019 -Dec, 31, 2019 G.C.

S. No Tasks listed for achieving objectives Weight1 Measure Weight 2 Targets Actual performance Level Total
1 2 3 4 5
1. Improve Service Delivery 60%

1.1. Establish a knowledge foundation 25% Quality of 25% 4 X 25%

analyzed report
1.2. Empower your customers 20% Quality of 20% 4 X 20%
analyzed report
1.3. Empower your frontline employees 25% Quality of 25% 4 X 25%
analyzed report
1.4. Offer multichannel choice 10% Quality of 10% 2 X 8%
analyzed report
1.5. Create streamlined experiences 20% Quality of 20% 4 X 16%
analyzed report
2. Improve internal communication 40% 30%

2.1. Improve overall internal communications 80% 80% 4 X 64%

2.2. Easier for you to communicate with employees 20% Peer teaching 20% 4 X 12%
subjects
Total 87%
Result out of (60 %) 100% 52%
Result out of (40%) 60% 14.90%
Grand total 40% 66.98%

Name of employees: __________________________ Immediate Supervisor: ___________________________________

Signature: __________________________________________Peer/Self Evaluation Name: ____________________________
Manger next to immediate supervisor: ______________________