Appraisal Eligibility

• Included: Employees who joined the company as full time 30th September 2022 or earlier are
included in this cycle. It is not necessary that all eligible employees are given increment and
promotions. It will be depends upon on below given criteria.
• Excluded: Employees who have resigned and serving notice period or are under probation period
since 1st of Oct, 2022 will not be included for this Year’s Performance Review.

Increment Criteria
The increments will be calculated based on multiple variables

• Company’s Profitability: Increments will depend on the financial performance of the company in
the fiscal year. For a highly profitable year, the increments can be generous while for a loss or
high capital investment year, increments may be low or skipped altogether.

• Employee’s Performance: Employees with good performance or meeting expectations will be

considered for increments. Low performers will not be considered for increments.

• Duration of Employment: If an employee has not been employed with the company for the
entire assessment period (Jan 2022 to Dec 2022), he/she will get prorated increment.

Promotion Criteria
• All promotions will be subject to approved career growth path and approval of promotion board.
• Employees with sustained good and excellent performance rating during the year will be
considered for promotion.
• Line manager’s recommendation for promotion is mandatory.
• Relevant, justified, and documented proof of experience and performance will be considered for
promotion.
• Increment and/or promotion may be withheld in case employee has been given any written
warnings or is going through disciplinary action.
• Improvement in qualification, participation in and delivery of training and proactive learning to
improve competencies and skills shall also be considered for promotion and overall performance
evaluation but requires documentary proof.

Performance Rating Nomenclature & Definition

5 Star: Outstanding Performance
• Delivers superior performance, way above expectations and surpasses all agreed upon tasks,
goals, tasks, objectives, and more. Acts as mentor for the development of collaborative work
environment.
• Creates and nurtures the culture based on our core values following the code of conduct
impressively.
• The work he/she has done has a major impact on the organization's goals, objectives, and growth.
• Outstanding feedback from clients and other stake holders.
• Is a role model for excellence; inspiring everyone to put forth more effort, lead others, produce
results and create avenues for future growth.
• Citation and/or evidence is required to rate anyone at 5-star
4 Star: Very Good Performance
• Consistently delivers high quality performance by exceeding many expectations. Empowers
people and holds them accountable while taking ownership for departmental actions.
• Work has a major impact on functional goals and tasks.
• Adapts to changes and produces solutions to complex problems. Encourages response and
dissent to ideas and issues.

3 Star: Good Performance

• Consistently meets all performance expectations. Delivers on identified tasks in a focused and
active manner.
• Has a significant impact on functional goals and tasks of the team.
• Is self-aware and works to improve some areas. Seeks help from others openly where unable to
deliver.

2 Star: Below Average Performance & Needs Improvement

• Inconsistent performance. At times does not meet expectation. Requires supervision to deliver
goals and tasks. Does not seek help from others openly where unable to deliver.
• Has negative impact on functional goals and tasks thereby hindering team’s and company’s
performance.
• May lack in many other competencies.

1 Star: Unsatisfactory Performance

• Performance is unacceptable, most or all goals and tasks are not met. Needs serious work on
improving things on urgent basis.
• Has major negative impact on functional goals and tasks or does not meet most of the goals and
tasks
• May lack in other skills and behavior, impacting the team’s and company’s performance overall.
• Citation and/or evidence is required to rate anyone at 1-star
SCHEDULE:

Action Responsibility Deadline

Performance appraisal briefing (PMS Forms,
HR & Directors Nov 28 & Dec 13 2022
Rating, Criteria, Processes, schedule)
PMS & Career Growth Path Policy discussion HR & Managers Dec 09 & Dec 12 2022
Performance appraisal – launch
HR Dec 13, 2022
communication to all staff
PMS forms shared with teams HR Dec 27, 2022
Documentation and data for PMS HR Dec 30, 2022
PMS training/ CGP policy HR, Managers, TLs Dec 31, 2022
PMS training/ CGP policy (Employees) HR & Employees Jan 02, 2023
Self-Appraisal Employees Jan 03, 2023
Performance meetings/discussions Employees, TLs, Line Managers, HR Jan 05, 2023
Ratings Finalization by Line Managers Line Managers Jan 17, 2023
Review of results and promotions discussion Line Managers, HR and Directors Jan 20, 2023
Employees acknowledgements on results Employees, HR & line manager Jan 24, 2023
Results given to HR for further working and
Directors & HR Jan 25, 2023
preparation of letters
Meetings with employees and issuance of
HR & Employees Jan 26, 2023
letters
Information to payroll HR and Accounts Jan 27, 2023
Establish standards & objectives of
HR & Directors Feb 07, 2023
Organization and Team for 2023
Communication, alignment, setting of
Directors, Line Managers and HR Feb 13, 2023
objectives to Line Managers for 2023
Communication, alignment, setting of
Line Manager and Employees Feb 21, 2023
objectives to Employees for 2023