Performance Assessment

and
Development System
(PADS)
SENIOR MANAGEMENT

(Senior Manager, Deputy General Manager, General

Manager, Vice President, Senior Vice
President/Executive Vice President)

(April 2021 - March 2022)

PADS VERSION 5.0 SENIOR MANAGEMENT

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 Guidelines
1.0 Format
a This format comprises of six sections, of which:
- Four sections are for assessing performance and potential
- Two sections are for growth and development plans

1.1 Section A - Special/Noteworthy Incidents

a Provides for capturing noteworthy events/incidents with respect to an individual's performance on:
- Results (Section B)
- Innovation (Section C)
- Competencies (Section D)

1.2 Section B - Results

a Provides for measuring an individual's performance against his/her Managing Points

1.3 Section C - Innovation

a Provides for measuring an individual's competence on the Innovation dimension
a Indicators for 'Innovation' is given in the competency booklet (Refer Annexure II)

1.4 Section D - Competencies

a Provides for measuring an individual's competence on six competencies
a The indicators for each of the six competencies are given in the competency booklet (Refer Annexure II)

Assessment weightage grid is as follows:

SECTION WEIGHTAGE
RESULTS (B) 60%
INNOVATION 15%
COMPETENCIE 25%

1.5 Section E - Learning and Development

a This section comprises of two sub sections:

I Training Programs
Provides for recording:
- Identified training needs of the individual during the previous year
- Training programs attended by the individual during the previous year, the learning applications and its impact
II Individual Development Plan (IDP)
- Provides for capturing the individual's exact developmental needs and the likely improvements foreseen

1.6 Section F - Career Aspirations

a Provides for capturing the individual's Career aspirations

1.7 Annexures

a Follow-up action by HR & IFS - Annexure I

- Career Aspirations
- Individual Development Plan

a Competency Booklet - Annexure II

- Indicators for Innovation
- Indicators for Competencies

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 Guidelines

2.0 Process
2.1 The parties to the assessment are Assessee, Assessor (Assessee's functional senior) and Reviewer
(Assessor's functional senior - wherever applicable)

2.2 Assessee to complete self assessment as follows:

a Record Special/Noteworthy Incidents with respect to Sections B,C & D

- Mention those incidents wherein the actions or behaviour demonstrated has had a significant impact (either positive or
negative) on the outcome of the situation
a Rate his/her performance on a four point scale as per rating guideline for Sections B,C & D with supporting comments

a Mention training programs attended during the previous year, specifying the application of learning at workplace and its
impact on self and/or function/organisation
a Indicate Developmental areas in the order of priority keeping in view the current role and future needs / aspirations

a Specify career aspirations keeping in mind the desired role one would see himself/herself playing 5 years from now

2.3 Assessee to submit the filled in report to the Assessor

2.4 Assessor to:

a Discuss, review and record Special/Noteworthy incidents with respect to Sections B, C and D

a Discuss with Assessee on Assessee's performance and relevant aspects with respect to Sections A to F

a Consider the following while assessing performance against Managing Points:

- Quality of Planning (eg. Form 3)

- DRM Practice (gap analysis, quality of root cause identification, effectiveness of counter measures etc.,)

a Record his/her scores on a four point scale as per rating guideline and comment on Assessee's performance on
Sections B,C & D
a Give comments on:

I Training Programs

- Extent to which the training needs identified for the previous year has been met

- Impact of training programs attended by the Assessee during the previous year

- Support provided by the Assessor for application of learning

II Individual Development Plan (IDP)

- Developmental areas specified by the Assessee and provide recommendations

a Identify and record the overall training needs keeping in mind the Assessee's Career aspirations & IDP

a Jointly discuss and fill up with Assessee on Learning & Development (Section E) and provide support plan on Career
Aspirations (Section F)
2.5 Assessee and Assessor to sign the form on completion of the review discussion

a In case of dual reporting, the administrative senior will complete the assessment jointly with the functional senior and
sign the form

a In case of serious differences in quantitative ratings and disagreements in qualitative assessments between the
assessee and the assessor, HR will escalate it to the reviewing officer whose ratings/assessments will be final in such
cases.
2.6 Final rating for Senior Management
a For those reporting to Company Head,the Company Head will decide and record the final rating

a For all others, the Company Head will decide the final rating, based on the recommendations by the assessor

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 Guidelines
2.7 Rating guidelines
a Rate achievement as indicated below for Results (Section B):
- 80% and below - 1.0
- Between 81 & 85% - 2.0
- Between 86 & 90% - 2.5
- Between 91 & 95% - 3.0
- Between 96 & 99% - 3.5
- 100% and above - 4.0
a Rate achievement as indicated below for Innovation (Section C) & Competencies (Section D):
Competency Level Description Rating
Demonstrates understanding and application of indicators at 1.0
Level 1 : Beginner
very
Level 2 : Learner Is proficient, able to carry out tasks and respond adequately 2.0

Effectively demonstrates behavior on most occasions and 3.0

Level 3 : Practitioner
handle
Exhibits highest levels of standards and creates a culture of 4.0
Level 4 : Expert

a Rating in decimal value shall be applicable when the competency demonstrated is between two consecutive competency levels

3.0 General Instructions for Assessee

a Present an objective and candid assessment of his / her own performance
a Seek a meeting with Reviewer where there is a disagreement with Assessor

4.0 General Instructions for Assessor

a Keep a record of the significant (Special/Noteworthy) incidents of an employee's work-related behavior
a Discuss and share with Assessee all qualitative comments on his / her performance and related aspects
a Complete the form at one go. Do not be influenced by recent incidents or events
a If an Assessee is transferred mid year, the Assessor with whom he / she has worked for a minimum period of six months will do the
assessment in consultation with the previous Assessor
a Complete the assessment process as per the time table

5.0 General Instructions for HR

a Fill the details of Assessee
a Fill the training needs as identified during the previous year under Section E (Sub section I)
a Elicit and record Assessee's feedback, if any, on completion of the PADS cycle
a Jointly discuss with the assessor and record the follow up action to be taken on Assessees' Career aspirations and Individual
Development Plan
a Role o HR during performance assessment discussion
- HR Heads (Company and Plant) role in the performance assessment process will be as under :

Participation in assessments of Participation by

A Employees at CHR level or senior regardless of Neither
place of work
B Employees at PHR level or senior but junior to CHR CHR
regardless of place of work
C All corporate employees below CHR’s level CHR
regardless of place of work eg., Regional head
(Marketing) and Field Staff located at Delhi and
elsewhere
D Plant employees below PHR’s level PHR

- Participation means HR Head will sit through the discussions between Assessor and Assessee as process observer in select cases.

PADS VERSION 5.0 SENIOR MANAGEMENT

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 Performance Assessment and Development System ( PADS)
Senior Management
(April 2011 - March 2012)

Name of the Company: Location:

Details of Assessee
Name of the Assesee:
GEN:

Educational/Professional Qualifications:

Designation:
Date of Joining:
Name & Designation of Assessor:
Last 3 years Rating: 2010: 2009: 2008: Date of last promotion:
SECTION - A
Special/Noteworthy Incidents
Mention the Special/Noteworthy Incidents w.r.t. to the sections below:
Assessee Assessor
Section What When What When

Results

Innovation

Competencies

PADS VERSION SENIOR

5.0 MANAGEMENT 5/1
 SECTION - B (60%)
Results : Performance against Managing points
% Rating on a 4 point scale
Sl.No Managing points Metric Target Actuals
Achievement Assessee Assessor

a)

b)

c)

d)

e)

Sub-Total Sec B (a+b+c+d+e)

Multiply by weightage (3)
Total - Section B _ / 60 _ / 60
Assessee's Comments

Assessor's Comments

PADS VERSION SENIOR

5.0 MANAGEMENT 6/1
 SECTION - C (15%)
Rating on a 4 point scale
Sl.No
Assessee Assessor
Innovation
a)
Multiply by weightage (3.75)
Total - Section C _ / 15 _ / 15
Assessee's Comments

Assessor's Comments

SECTION - D (25%)
Rating on a 4 point scale
Sl.No Competencies
Assessee Assessor
a) Business Focus

b) Strategic Thinking

c) Build Leadership

d) Ownership

e) Maturity

f) Commitment to Values
Sub Total - D (a+b+c+d+e+f)
Multiply by weightage (1.04)
Total - Section D _ / 25 _ / 25
Assessee's Comments

Assessor's Comments

Assessee Assessor
Final Score (SECTION B+C+D)
_/100 _/100

PADS VERSION 5.0 SENIOR MANAGEMENT 7/11

 SECTION - E
Learning and Development
I Training Programs - Assessee to reflect on the Training programs attended last year
Training Needs as identified for the
Training Program Attended Application of learning and Impact
previous year
RIED:

Company:

External:

Assessor's comments including support provided by him/her

PADS VERSION 5.0 SENIOR MANAGEMENT 8/11

 II Individual Development Plan (IDP)
Assessee to mention the areas in order of priority where he/she needs to develop his/her capabilities keeping in view the current role and future needs / aspirations
What specific improvements you
Assessor's comments and Developmental plan (Including the
Sl.No Specify the exact developmental need foresee in yourself once this need
overall training needs identified)
is met

PADS VERSION 5.0 SENIOR MANAGEMENT 9/11

 SECTION – F
Career Aspirations - Five year horizon
Assessee's Comments Assessor's Support plan

Signature of Assessee Signature of Assessor*

Administrative Senior Functional Senior
Signature: Signature: Signature:
Name: Name: Name:
Designation: Designation: Designatio
Date: Date: Date:

*For Dual reporting , both Administrative and Functional Seniors will sign
Comments of Company Head,if any:

Final Rating

Outstanding Very Good Good Satisfactory Needs Improvement

PADS VERSION 5.0 SENIOR MANAGEMENT 10/11

 Annexure I
Follow up Action by HR & IFS on Career Aspirations and Individual Development Plan (IDP)
Job Rotation

Job Enlargement

Special Assignment / Deputation

Others (Specify)

Signature of HR: Signature of IFS:

Name: Name:
Designation: Designation:
Date: Date:
PADS VERSION 5.0 SENIOR MANAGEMENT 11/11