Employees’ Guide for Annual Performance Review 2020

The year-end performance review is a summary of accomplishments and various meetings (objective setting, midyear
review, feedback sessions) throughout the year. It provides employee an opportunity to discuss his/her
accomplishments over expectations, areas of improvement and set goals for the coming year.

An employee has a vital role to make the process meaningful and productive, as, it is impossible for a supervisor to
know and remember everything of an employee’s day-to-day contribution.

PURPOSE OF YEAR-END PERFORMANCE REVIEW

a. To establish a formal documented measure of employee performance.

b. Generate information to support decisions such as promotions and reward.

c. Recognition of the importance and value of employee performance

d. Address areas of improvement and set plans to correct performance through Individual Development Plan

e. Establish performance plans and discuss developmental opportunities for the coming year

PROCESS OF CONDUCTING YEAR END REVIEW

Step-1: Preparation

 Get an appointment from supervisor so that he/she can prepare for discussion.
 Prepare your evidences; write down specific review comments against each
objectives along with all achievements/reward recorded regarding performance.
 Keep your comments brief and use bullets as much as possible.
 Identify potential development areas that will help you to master your job and
accomplish your goals.
 Set aside adequate block of un-interrupted time to permit a full and complete
discussion.

Step-2: Review discussion

 Make sure you are prepared with all evidences.

 Describe how you have made a difference i.e. what have you done and how you
have done. Try to write answer of 3 questions -
a. What are the things, you have done beyond your objective
b. What are the things, you have done but could have done better
c. What are the things, you could do
differently

 Relate your individual work to your unit's goals.

 Focus on job performance and related factors.
 Discuss your performance objectives, accomplishments, and opportunities for
improvement, development plans, significant changes to the job (factors that may
affect job performance).
 Be prepared to cite evidence for each point discussed; focus on your evidences
from achievements instead of the day-to-day tasks.
 Reach an agreement on achievements and feedback.
Step-3: Assess and rate

 BRAC performance management system uses objective wise rating for year end
review and rating which takes considerations of -

a) Performance against set objectives

i.e "what" gets done - objective achievement, job responsibilities, skills
and goals

b) Behaviors
i.e "how" you have achieved your objectives by displaying the right
BRAC value based behaviors.
(Performance rating scale and values rating scale is attached in
the performance rating guideline )

 Be ensured that your supervisor has put a proposed rating in your presence.

Step-4: Complete the review session

You need to complete the overall feedback section in the form after feedback
discussion is done and put your signature appropriately.

POINTS TO PONDER

 Ensure that you have put your signature appropriately. In case of any correction, both
you and your supervisor have to endorse it by putting signatures.

 If you have any disagreement, with the proposed rating, it must be discussed
at the year-end review meeting to clarify and agree. If an agreement is not
reachable, you must write down the reason of disagreement in employee’s
Overall Comment Box.

 If you are on probationary period you need not to go through the Year-end review
process.