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  • Appraisal

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    Sivakrishna Ammanabrolu
    72 views2 pages
    The document outlines key performance indicators (KPIs) for an operations team across several areas including incident resolution, change management, system uptime and security, operational efficiency, team performance, and achievements/goals. Key expectations include adhering to service level agreements (SLAs) for incident response times, maintaining system uptime, completing security updates, reducing call volumes, following schedules, and participating in trainings and team activities. Goals for the future include gaining new skills, learning, and setting meaningful and measurable performance goals for direct reports.

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    The document outlines key performance indicators (KPIs) for an operations team across several areas including incident resolution, change management, system uptime and security, operational efficiency, team performance, and achievements/goals. Key expectations include adhering to service level agreements (SLAs) for incident response times, maintaining system uptime, completing security updates, reducing call volumes, following schedules, and participating in trainings and team activities. Goals for the future include gaining new skills, learning, and setting meaningful and measurable performance goals for direct reports.

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    © All Rights Reserved
    Download as TXT, PDF, TXT or read online from Scribd
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    72 views2 pages

    Appraisal

    Uploaded by

    Sivakrishna Ammanabrolu
    The document outlines key performance indicators (KPIs) for an operations team across several areas including incident resolution, change management, system uptime and security, operational efficiency, team performance, and achievements/goals. Key expectations include adhering to service level agreements (SLAs) for incident response times, maintaining system uptime, completing security updates, reducing call volumes, following schedules, and participating in trainings and team activities. Goals for the future include gaining new skills, learning, and setting meaningful and measurable performance goals for direct reports.

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    © All Rights Reserved
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    of 2

    Resolution Norm to be met for all incidents

    Repeated incidents/alerts analysis/validation and recommand for the problem tickets


    Execution of change requests

    As per SLA
    2 customer per Quarter
    NIL mistake in every change

    MIR to be done for major incidents


    Capacity data to be taken
    KAP / KT to be closed within defined timelines

    As per SLA
    Reduction in capcity calls
    within 10 days

    Uptime SLA to be maintained of your domain during shift hours


    Regular antivirus/ patch / Firmware / IOS update check
    Monthly/Quarterly back up restoration drill
    To ensure weekly/monthly report to customer

    As per SLA
    No outbreak
    100% adherence
    100% adherence

    Delivery Excellence

    Introduce new automation/tools for operational efficiency


    IT Security complaince

    Minimum 5% call reduction


    100% adherence

    Functional Excellence

    Shift schedule to be followed*


    Planned leave update for operation continuity
    Technical training - No of trainings
    Non-technical training - No of trainings attended
    Completion of ILP
    Particiaption in all team meetings and team bonding activities like team outing,
    dinner, lunch etc.
    100% adherence
    No deviation
    Minimum 5 days
    Minimum 3 days
    100% adherence
    100%

    100% adherence
    No deviation
    Minimum 5 days
    Minimum 3 days
    100% adherence
    100%

    ***********************************************************************************
    ************************************
    ACHIEVEMENTS IN QUATER :

    EQUITAS : RESTORATION & DAILY REPORTS & SYNC ISSUES

    ADANI : NODE BY NODE ACTIVITIES

    EICI : SLOWNESS ISSUES

    PNB : ORACLE SERVICE REQUEST

    GOALS IN FUTURE :

    WANT TO GET MORE SKILLS

    LEARNING NEW THINGS

    I MANAGE A TEAM OF DBA'S AND I'VE BEEN CHALLENGED WITH PUTTING TOGETHER MEANINGFUL
    PERFORMANCE GOALS DURING OUR REVIEW PERIOD FOR MY TEAM. EITHER THE GOALS SEEM TOO
    SPECIFIC AND DON'T CAPTURE ENOUGH OF THE JOB SCOPER OR THEY ARE HIGHER LEVEL GOALS
    WHICH ARE UNMEASURABLE.

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