EMPLOYEE PERFORMANCE APPRAISAL & DEVELOPMENT

PLAN

Employee’s Name Martin Haryadi

Job Title: Mud Logger Location: Jakarta​
Supervisor’s Name: Henry Lumbantoruan Product Line: SLS
HR Representative’s
Denny Bayumurti Review Period: Jan – Dec 2009
Name:
Performance Objectives - ​Objectives should be written using SMART principles (these are detailed below). Use the principles to
remove ambiguity, assure consistency of challenge and enable individuals and managers to measure performance objectively and
effectively.
S​pecific Describes an observable action or state which can be seen when the objective is achieved.
M​easurable Specific quantifiable criteria for evaluating accomplishment of the objective.
A​greed and achievable Describes a result that both you and your manager feel can be realistically achieved even though the
objective may be testing and challenging.
R​elevant Directly aligned to the integrated business plan of the organisation or personal development
requirements
T​ime-bound Indicates the time schedule or deadline for achieving the business result.

Directions:
Check the option in each category that best reflects the performance of the employee for the review period.

OBJECTIVE
S FOR
REVIEW
PERIOD
SN Objective to Weightage Time
be Achieved % fram
(Maximum of e
5
Objectives)
Annually,
at least
submit 24
observatio
n cards,
chair/atten
1
d at least 6 10% 2009
meetings,
submit at
least 4
Opportunit
y for
Improvem
ents cards.
Achieve
error free
2
service 90% 2009
and timely
delivery of
high
 service
quality for
any
project/clie
nt you are
assigned
to
3

5
1= Does not
meet
expectation
s, 2= Needs
Improveme
nt, 3= Meets
Expectation
s, 4 =
Exceeds
Expectation
s, 5 =
Exceptional
Performance Weightage Weighted Manager
Score (1-5) (%) Score Comments
Column A Column B ( A x B)
Objective 1 3 10 30 No Appraisal
can be done
for year 2009
due to NO
assignments.
 On standby
throughout
the year.
Objective 2 3 90

Objective 3

Objective 4

Objective 5

Total

Employee
Comments:

ENCOU
RAGE
HUMILI
TY
STRONG
ER
TOGETH
ER
We are
team
players
who
foster
collaborati
on. We
appreciat
e the
value of
multiple
perspectiv
es and
diverse
expertise.
Exception Regularly goes out of way to help others. Is a role model for peers and leads workgroup to higher
al standards. Consistently seeks to learn from others and suggests improvements for enhanced results.
Exceeds Contributes to department goals beyond position responsibility. Volunteers for optional assignments.
Expectati Works collaboratively with his/her team to meet external needs and expectations. Actively seeks input
ons from peers and supervisors.
Can be relied on to contribute to team effectiveness. Willing to compromise. Chooses right time, way,
Meets and place to disagree. Helps to improve overall performance. Understands and works to meet the
Expectati different needs of team members. Welcomes input from colleagues, is open to and values different
ons perspectives. Takes prompt and proper preventive and corrective actions. Obtains needed support from
other workgroups.
Needs
Improvem Occasionally needs encouragement to help the team effort and/or fails to collaborate with colleagues.
ent
Does Not
Meet Reluctant to be part of the team effort or accept different perspectives. Often complains, engages in
Expectati arguments or fails to collaborate with colleagues.
ons
Manager
Comment
s:
Employee
Comment
s: ​ ​For
One
Weatherf
ord​ goals,
it is smart
choice to
sweet
collaborati
ve with a
team
even in
other
departme
nt. We
are
helping
each
other,
makes all
easier
and
faster.

ACT
WITH
INTENS
ITY
FOCUSE
D AND
ENERGE
TIC
We are
driven to
reach for
the goals
we set for
ourselves
and for
others.
Consistently completes work assignments, usually early. Exceptionally accurate and thorough, frequently
Exception resulting in savings in time and money. Able to troubleshoot complex problems across several areas.
al Writes Standard Operating Procedures. Acts as a technical resource to others. Conforms to work schedule
and is a role model for others. Can be consistently relied upon for attendance relief (if appropriate).
Consistently completes assigned duties and often is able to manage additional work. Works in systematic
Exceeds
and organized manner. Quality often exceeds standards. Often makes suggestions for quality
Expectati
improvements. Able to troubleshoot complex problems across several areas. Conforms to work schedule.
ons
Volunteers for attendance relief (if appropriate).
Rarely needs to correct work or to adjust original schedule. Regularly follows established processes and
Meets procedures and meets quality standards. Completes assigned duties and takes initiative to find another
Expectati productive thing to do. Able to troubleshoot basic problems without supervisor’s assistance. Keeps
ons manager informed on progress status. Occasionally suggests improvements to save time and money.
Conforms to work schedule.
Needs
Usually accurate and reliable. Occasionally needs to correct work or to ask for time extensions to
Improvem
complete work. Sometimes may have problems conforming to work schedule.
ent
Does Not
Frequent errors or delays in completing work. Requires supervision and/or considerable assistance to
Meet
deliver quality expected or to do it in a timely fashion. May fail to conform to work schedule and/or to
Expectati
provide adequate notice.
ons
Manager
Comment
s:
Employee
Comment
s:​ ​I Love
troublesh
ooting.

SEEK
INNOV
ATION
FRESH
PERSPE
CTIVES
We never
stop
learning.
We look
for new
ideas and
insights
that can
make a
genuine
difference
to our
business
and even
to the
industry.
Develops skills and knowledge by self-improvement off the job. Actively seeks to share new information,
Exception
knowledge and ideas with coworkers. Develops problem identification and progress reporting that is a
al
model for others.
Exceeds
Takes initiative to learn other jobs and skills beyond assigned training. Makes constructive suggestions to
Expectati
improve program. No surprises; anticipates problems early and plans accordingly.
ons
Meets
Consistently willing to learn new procedures and tasks. Cross-trains on related jobs. Seeks to assist
Expectati
others in their learning. Reports problems and progress to supervisor promptly.
ons
Needs
Sometimes needs encouragement to learn new procedures and tasks. Occasionally asks questions and
Improvem
recognizes/ reports problems and progress. Generally shows interest only in immediate/short-term items.
ent
Does Not
Learns only the basics. Must be regularly encouraged to learn new procedures and tasks. Rarely
Meet
recognizes or reports problems or progress. Takes interest in change only if prodded. Consistently
Expectati
opposes changes suggested by others. Seldom asks questions.
ons
Manager
Comment
s:
Employee
Comment
s:
Basically,
I want to
reach a
higher
level.

BE
RESPO
NSIVE
FLEXIBL
E AND
AGILE
We adapt
to a
changing
business
environm
ent and
shifting
priorities,
both
within an
outside
our
organizati
on.
We listen
and
respond
to
people’s
needs.
We
deliver on
what we
say we
 will do.
Exception Displays a proactive and customer-focused attitude. Acts as a mentor and role model for peers. Helps
al others to adapt to new conditions and regularly provides suggestions for improvements.
Exceeds Readily detects and adapts to changing circumstances and requirements. Often looks ahead, anticipates
Expectati customers’ needs and makes suggestions on how to better meet them. Always willing to try new
ons ways.
Meets Works diligently to assess and meet customers’ needs. Makes an effort to anticipate changing conditions
Expectati and customers’ needs and acts proactively to address new needs. Effectively adapts to changes in
ons assignments.
Needs
Requires reminding or encouragement to learn about and meet customers’ needs. When changes are
Improvem
needed, requires extra help to make them.
ent
Does Not
Meet
Often complains, engages in arguments or fails to meet internal and/or external customers’ needs.
Expectati
ons
Manager
Comment
s:
Employee
Comment
s:​ ​Always
considerin
g on
costumer
needs,
asking,
give
response,
suggestin
g and
doing is
all the key
of it.

EMBRA
CE
DISCIP
LINE
EFFICIEN
T
EXECUTI
ON
We are
efficient,
dynamic,
and lean.
We are
committe
d to error-
free
execution.
We apply
the right
controls
needed to
run a safe
and
compliant
business.
Exception Takes leadership role in upgrading overall safety practice and programs. Viewed as expert resource to
  al others.
Exceeds
  Expectati
Follows safety procedures, reports problems and suggests improvements and solutions.
 ons
Meets
  Expectati Always follows safety procedures. Promptly reports safety problems.
ons
Needs
Improvem Occasionally needs reminding of safety standards.
ent
Does Not
Meet
Often needs reminding of safety standards. Fails to report safety problems.
Expectati
ons
Manager
Comment
s:
Employee
Comment
s:​ On
standby
almost all
year, but
while
working in
the yard
all safety
procedure
s where
followed.
Make a
report
(Stop
card),
suggestin
g (on
daily
safety
meeting)
and work
on time.

OVERALL
RATING FOR
REVIEW PERIOD
Employee’s performance ​consistently far exceeds​ the expectations of the role in key
Exceptional
areas.
Exceeds Employee’s performance ​consistently exceeds​ the expectations of the role in key
Expectations areas.
 
Meets Employee’s performance ​meets​ the expectations of the role in key areas and at times,
Expectations may exceed these expectations.
 
Needs
Employee’s performance ​is below​ that expected of the role in key areas.
Improvement
Does Not Meet Employee’s performance ​does not meet​ the minimum expectations of the role in key
Expectations areas.

DEVELOPMENT PLAN FOR REVIEW PERIOD

Areas for Development Action Items Timeframe
(Technical and Non-Technical) (e.g.: training, special project assignments, mentoring, (e.g.: by end of Q2).
coaching, etc.)

Not applicable for year 2009

 SUPERVISOR’S OVERALL COMMENTS ON REVIEW

EMPLOYEE’S OVERALL COMMENTS ON REVIEW

YEAR-END REVIEW SIGNATURES

Supervisor’s Signature Date

Employee’s Signature Date Oct 30​th​, 2009

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