MIDAS Safety Performance Management FORM

The purpose of this document is to provide written record for the Employees by their Line Managers on their performance. Line Managers/evaluators are urged to be frank in their
evaluation both for the benefit of the staff member and for the accuracy

EMPLOYEE & LINE MANAGER INFORMATION

Plan Duration: From: To:

Employee #: 33333434 Type of Employment: Permanent Department: IR

Employee Name: Rizwan Elahi Designation: Sr. Officer IR Date of Joining: 21-Feb-11

Line Manager's Name: Abid Yaqoob Bajwa Line Manager's Designation: Deputy Manager IR & Admin Unit Gloves Unit Faisalabad

This is a discussion between two individuals. It is about : Please set SMART Objectives i.e.

Giving and receiving feedback SPECIFIC but Stretching - this lead to higher performance than vague general goal
*
Joint problem solving MEASUREABLE - there should be the ability to quantitatively measure the outcome
*
Offering guidance and support ALIGNED & ACHIEVEABLE- agreed between employee and Line Manager and aligned with Company objectives
*
Discussing and exchanging views and ideas REALISTIC - can they be completed given time, resources and workload
*
It’s a Confidential discussion TIME BOUND - there needs to be a clear date for completion
*
Its not an “ INTERVIEW “
*
SECTION 1a: OBJECTIVE SETTINGS

Instructions
The sum of Weightage of Objectives needs to be equal to 100

The sum of Weightage of KPIs for each objective needs to be equal to 100

OBJECTIVES KEY PERFORMANCE INDICATOR (KPI)

S.# TIME FRAME (TILL) Learning & development Required
Weightage Weightage
(Expected Results/outcomes) % (Key tasks to achieve results/outcomes) %

To runtime evaulation of all

1) 10% Daily basis
Employees on daily basis
Monthly salaries & Overtime 25th Of Every
2) 40%
preparation in SAP Month
1 Payroll Activities 20%
Preparation of Monthly payments / 10th of every
3) 10%
schedules of EOBI & PESSI Month
Audit points/observations related
4) to Payroll should be controlled & 40% Monthly Basis
Contractors
maintained up Bills
topreparation
0% \
1st Of every
1) Verification & processed for 20%
month
payments Employees card
PESSI/EOBI
2) (Pending)to be completed by end 30% Q-3
Payments & Affairs of of Q-3
Contractors Bills processing
2 20%
External Parties 3) activities handover to FDO with 30% Q-2
complete orientation
Payroll area Cycle Cut off/New
4) 20% Q-2
payroll areas testing in SAP
SAP Data Administration /
1) Maintenance of new/left 40% Monthly Basis
employees
To filled vacant position of all
Management of IR 2) permanent employees within lead 20% Q-4
3 Functions (Hiring/Firing 20% time.(Max.30
Prepared days)activities report
monthly
and record keeping) 3) and submitted to HOD by end of 10% Q-3&4
each month
Major inputs for betterment of IR
4) services by getting Education 30% Q-4
assistance form Company
Payments of Annual benefits
1) 30% Q-3&4
(LE/Bonus, etc
Annual Increments/wages revision
2) 40% Q-1&3
4 Compensation / Benefits 10% in SAP
Office stationary cost saving up to
3) 10% Q-3
1% assist
To with comparison of last
for controlling of year
Absenteeism 9% to 7% and
4) 20% Q-4
Turnover 5% to 3% by
implementation of Policies
1) Development of Successor 100% 40% Q-4
To assist for development of In-
2) house Training cycle/plan and 20% Q-3&4
General IR activities / maintained its record
5 30% Time evaluation activity handover
departmental Support
3) to Asst. Officer IR with complete 10% Q-2
Training
Complete Payroll processing
4) 30% Q-3
training to Asst. Officer IR

TOTAL
(Should be =100) 100%

Objective Setting Date Employee Signature Line Manager Signature

 MIDAS Safety Performance Management FORM

The purpose of this document is to provide written record for the Employees by their Line Managers on their performance. Line Managers/evaluators are urged to be frank in their
evaluation both for the benefit of the staff member and for the accuracy

SECTION 1b: OBJECTIVE EVALUATION 70%

Rating Standards:
Outstanding 115% and above, Exceeding 101% to 115%, Fully Meeting 86% to 100%, Meeting Most 61% - 85%, Meeting Partially 50% - 60%, Unsatisfactory under 50%

WEIGHTAGE KPI
KEY PERFORMANCE MID YEAR END YEAR OBJECTIVE
OBJECTIVES WEIGHTAGE (out of 100 per Achievement TOTAL KPI %
INDICATOR (KPI) objective) REVIEW REVIEW % Achievement %
S.# %

(Key tasks to achieve

(Expected Results/outcomes) % (A) results/outcomes)
% (B) Achieved % Achieved % (C) (C %)X(B%) (a) + (b) = (D%) (D%) X (A%)
To runtime evaulation
1) of all Employees on 10% 95% 10%
dailysalaries
Monthly basis &
2) Overtime preparation 40% 85% 34%
1 Payroll Activities 20% Preparation
in SAP of 90% 18%
MonthlyAuditpayments /
3) 10% 85% 9%
schedules of EOBI &
points/observations
related PESSI
to Payroll
4) Contractors Bills 40% 95% 38%
should be controlled
preparation \
1) & maintained
Verificationup & to 20% 90% 18%
PESSI/EOBI0%Employees
processed for
card (Pending)to be
2) payments 30% 85% 26%
Payments & Affairs of completed
Contractors by end
Bills of
2 20% processing Q-3activities 85% 17%
External Parties 3) 30% 85% 26%
handover to FDO with
Payroll area Cycle Cut
complete orientation
4) off/New payroll areas 20% 80% 16%
SAP Data
testing in SAP
Administration /
1) To filled vacant 40% 95% 38%
Maintenance of
position of all
new/left employees
Management of IR 2) permanent employees 20% 85% 17%
Prepared
within lead monthly
time.
3 Functions (Hiring/Firing 20% 64% 13%
activities
(Max.30 report
days) and
and record keeping) 3) Major inputs for by 10% 85% 9%
submitted to HOD
betterment
end of each month of IR
4) services by getting 30% 0%
Education
Payments assistance
of Annual
1) form Company
benefits (LE/Bonus, 30% 85% 26%
etc
Annual
2) Increments/wages
Office stationary cost 40% 85% 34%
4 Compensation / Benefits 10% revision 86% 9%
saving To up toin1%
assist SAP
forwith
3) 10% 85% 9%
comparison
controlling ofof
last
Absenteeismyear 9% to 7%
4) 20% 90% 18%
and Turnover 5% to
3% Development
by implementationof
1) To 40% 0%
of assist for
Policies
Successor 100%
development of In-
2) house Training 20% 0%
General IR activities / Time evaluation
5 30% cycle/plan and 0% 0%
departmental Support activity handover to
3) maintained its record 10% 0%
Asst. Officer IR with
Complete Payroll
complete Training
4) processing training to 30% 0%
Asst. Officer IR

TOTAL * For 2014, the achievement will be calculated based on GRAND

(Should be =100) 100% Goals/Objectives only TOTAL 56%

WEIGHTATED RATING
*WEIGHTAGE (a) OBJECTIVE GRAND TOTAL (b) (X)
(a %) x (b %) = (X)

100% 56% 56%

Evaluation Date Employee Signature Line Manager Signature

 MIDAS Safety Performance Management FORM

The purpose of this document is to provide written record for the Employees by their Line Managers on their performance. Line Managers/evaluators are urged to be frank in their
evaluation both for the benefit of the staff member and for the accuracy

SECTION 2: MIDAS Safety CORPORATE PRINCIPLES & EVALUATION 30%

To be filled at Year End
Rating Standards:
Outstanding 115% and above, Exceeding 101% to 115%, Fully Meeting 86% to 100%, Meeting Most 61% - 85%, Meeting Partially 50% - 60%, Unsatisfactory under 50%

ACHIEVED % (out of
COMPETENCY
WEIGHTAGE % 100% see rating
DEMONSTRATED EXAMPLE (Please consider were Achievement
S.# MIDAS Safety CORPORATE PRINCIPLES standard)
the action SUSTAINABLE)
(A) (B) (A %) x (B %)

1 Customer Centric 20% 0.0%

2 Empowered People 20% 0.0%

3 Transparent Excellence 20% 0.0%

4 Adaptable Innovation 20% 0.0%

5 Authentic Leadership 20% 0.0%

TOTAL
(Should be =100) 100% GRAND TOTAL 0%

WEIGHTATED RATING
*WEIGHTAGE (a) PRINCIPLES GRAND TOTAL (b) (Y)
(a %) x (b %) = (Y)
* For 2014, the achievement will be calculated based on Goals/Objectives
only 30% 0% 0%

SECTION 3: MIDAS Safety POTENTIAL & PROMOTION 2015

To be filled at Year End
PLEASE INDICATE WHETHER THE INDIVIDUAL HAS LATENT, SOLID OR HIGH POTENTIAL ACCORDING TO THE KEY PRINCIPLES

S.# POTENTIAL - GUIDELINES PLEASE SELECT ONE

Latent potential
1) Employee is well aligned with current role, but has not demonstrated potential beyond what is expected in the current role.
2) Employee is not well aligned with the current role and there is uncertainty what other role he/she could take.
3) Employee possesses critical competence, engagement, but has no/low desire for advancement. Late
1
4) No, or little alignment between employee’s personal values and Corporate Principles and no or low commitment* toward the Company. nt

Solid potential
1) Employee is aligned with current role, but believed to be ready for more complex tasks or to broaden expertise if development provided &

2
2) Employee demonstrates desire for advancement.& Soli
3) Employee’s personal values are aligned with Corporate Principles and employee demonstrates commitment* toward the Company.
d

High potential
1) Employee has the professional and personal skills (both innate and acquired) to handle increasingly complex challenges in a more enlarged, critical
position. AND
2) Employee has strong desire for advancement, aligned with company aspirations. Has good learning agility, is able to monitor capacity, handles job stress
3 and geographically mobile. AND Hig
3) Employee’s personal values are aligned with Corporate Principles and employee demonstrates commitment* toward the Company.
h

COMMENTS:

Yes
No
RECOMMEND FOR PROMOTION No

Evaluation Date Employee Signature Line Manager Signature

 MIDAS Safety Performance Management FORM

The purpose of this document is to provide written record for the Employees by their Line Managers on their performance. Line Managers/evaluators are urged to be frank in their
evaluation both for the benefit of the staff member and for the accuracy

SECTION 4: EVALUATION
To be filled at Year End
FINAL EVALUATION
GOALS/OBJECTIVES + MIDAS CORPRATE PRINCIPLES = 100%
70% 30%

GOALS/OBJECTIVES (X) PRINCIPLES (Y) TOTAL TO BE PROMOTED

56% 0% 56.3% No

Rating Standards:
Outstanding 115% and above, Exceeding 101% to 115%, Fully Meeting 86% to 100%, Meeting Most 61% - 85%, Meeting Partially 50% - 60%, Unsatisfactory under 50%

*ACHIEVEMENT

Meeting Partially * For 2014, the achievement will be calculated based on

Goals/Objectives only

EMPLOYEE'S FEEDBACK & COMMENTS:

IMMEDIATE SUPERVISOR'S COMMENTS:

Evaluation Date Employee Signature Line Manager Signature

Submitted to HR HR Signature