Key Performance Indicators Form
Employee Name:
Position:
Department
#UPC-SD/WH/PP headcount
Total target: 6 Months
Timeline:
Review Date:
Line Manager:
I. IN STORE PERFORMANCE
& SKILLS (52 score)
1. Customer Development
Management – SD/KWS/WS
2. Target #KH Retail Outlet
Management – Increase
Distribution Coverage/Product
Management/System
Implementation Management
Mr. KHOEUN NOEUM
Area Sales Manager – Central Region
Sales & Distribution
To be confirmed
To be confirmed
January - June 2020
Every 6 months
Business Development Manager, PA to EC
Measures of Success Weight of Target % Actual Final Score
Rating
 SD/KWS/WS achieved 100% of Monthly Sales
Target – Primary Sales (SELL-IN)
 30% by in the first week
 60% by in the second week
 85% by in the third week
 100% by in the four week
a) Review SD/KWS/WS Investment
b) Review SD/KWS/WS infrastructure
c) Inventory Management (SD/WKH/WH Stock 20 100%
counting)
d) SD Involvement/Market Visit/Key WS/WS
e) Growth business: Find opportunity by market
(Itinerary, Route frequency and delivery
service)
On-going monitoring performance of SD/KWH/WH by
Weekly Rolling Program & Royalty Program.
Increase Distribution Coverage: Find coverage
expansion opportunity, increases number of
“OUTLET”
 New Outlet top up - Target in March……….
  New Outlet top up - Target in April………...
 New Outlet top up – Target in May…………
 New Outlet top up – Target in June…………

Sales Volume (Sales target: Daily, Weekly and 10 100%

Monthly)
 Daily Sales Target breakdown core SKUs (MILO-UHT,
and BB-UHT) updated to LINE GROUP by 08:00 AM
every working day
 Stay up-to-update half day performance into LINE
GROUP by 12:00 PM – 13:00 PM every working day
 Stay up-to-update full day performance into LINE
GROP by 17:30 PM – 20:00 PM every working day

#Visit/Day 25outlet/day for Cash$ Van Sales

#AVG. SKU/ Bill 4.5SKUs/Bill
#Effected Call (Outlet) 70%

Product Management
 100% of KH’s product availability, Visibility &
Accessibility for sales everywhere in Cambodia (Average
Safety Stock – Stock Cover Day)
 100% No product expired in market for nationwide
 NPD (New product development) placement
 Increase productivity, number of PO by CASH$ Van Sales,
by route plan and by market
 Find solution for slow moving products
 Product assortment

System Implementation Management

 100% CRM, POS system implementation under
controlling, monitoring and developing more
 Using CRM system (Check in & Check out) proper time
from salesman to manager level

3. Sales Sup/Sales Rep  Sales Sup/Sales Rep achieved 100% of Sale Target –
Performance Management Secondary Sales (SELL-OUT)
( Team Performance)  KPIs of RSM are communicated to Sales Sup/Sales
 Rep prior to implementation.
 On-going monitoring performance of Sales Sup/Sales
Rep, identify performance issues and work with
PA/BDM in order to take corrective actions.
 Worked closely with PA/BDM to improve staff
performance and proactively update in Line Group
 Provide on-site coaching and feedback to Sales 10 100%
Sup/Sales Rep to improve performance where needed
phone coaching also need to be conducted
 Keep follow up and pushing daily sale performance
 Competitor & Market Analysis On time
 Stock Update On time

4. Sales Sup/Sales Rep  100% headcount completed as always (No pending

Capacity Building/Staff more than 15 days), maintain headcount of each dept.
Management To ensure that headcount as always completed as
plan (lowest turnover). If have any staff resigned must
immediately find replacement. No need to wait only
from HR provided. But must passed those candidate
to HR for negotiation on compensation and other
benefit with company condition & regulation
 Sales Sup/Sales Rep has good product knowledge
(Core Product) 100% up 10 100%
 Sales Sup/Sales Rep are able to convince retailers to
buy KEANG HUOT products
 Sales Sup/Sales Rep are able to swop competitor
product to KEANG HUOT product

5. Relationship Management  Good relationship with Sales Support Team,

Marketing team and SD/KWS/WS team
 Good relationship with Sales Sup/Sales Rep and Shop 2 100%
owners

II. JOB KNOWLEDGE Measures of Success Weight of Rating Target % Actual Final Score
PERFORMANCE & SKILLS (21
score)
1. Job Knowledge  100% understood KH Business model &
process
 Consider the extent of job/product 3 100%
knowledge and/or skills demonstrated as
compared with the job requirements
2. Quality of Work  The degree of accuracy, thoroughness,
and neatness demonstrated in work
output as required by the job 3 100%

3. Quantity and Efficiency  Consider the pace of work and the level
of output attained as compared to the
standard or goal established for the job 3 100%

4. Initiative and  Consider the ability to take effective

Resourcefulness action without being told and the
willingness to make recommendations 3 100%
and explore solutions

5. Organizing  Consider the effectiveness in organizing

assigned work and utilizing time
effectively 3 100%

6. Creativity  Consider the ability to generate

worthwhile new ideas having practical
applications 3 100%

7. Interpersonal Skills  Consider the relationship with

subordinates, colleagues, superiors and
customers 3 100%

III. LEADERSHIP SKILLS (15 Measures of Success Weight of Rating Target % Actual Final Score
score)
1. Planning  Consider the ability in anticipated needs,
determining priorities, establishing
course of action, organizing and 3 100%
scheduling activities so as to achieve
desired objectives

2. Delegation  Consider the effectiveness in delegating

work and assigning responsibilities to
subordinates and in establishing 3 100%
appropriate controls

3. Development of staff  Consider the ability in training and

appraising subordinates, recognizing and
developing their abilities and capacities 3 100%

4. Controlling  Consider the ability in monitoring

quantity and quality standard in a
systematic and efficient way 3 100%

5. Direction and Guidance  Consider the ability to direct people

toward accomplishment of tasks or goals
3 100%

IV. WORKING ATTITUDE & Measures of Success Weight of Rating Target % Actual Final Score
CONDUCT (12 score)
1. Dependability  Consider the reliability in assuming and
carrying out the responsibilities of the
position 3 100%

2. Commitment  Consider the willingness and eagerness

to work for the company and to provide
help to others to perform the job 3 100%
effectively in the interest of the company

3. Self-Discipline/Personal  100% follow with company rule &

Disciplinary & Behavior regulations
 Consider the extent of observing 3 100%
company rules and regulations without
close supervision

4. Punctuality & Attendance

3 100%

Sub-total (I + II + III + IV)

3 + 1 Goal (No less than 2
Years)

Please write down your vision

and plan in next 2 years
( ⇒⇒⇒⇒ )

Scoring Criteria & Overall Rating: Total Score:

 Unsatisfactory (1) 1.
 Needs Improvement (2) 2.
 Meets Expectation(3) 3.
 Above Expectation (4) 4.
 Highly Exceed Expectation (5)
Line Manager’s comment:
Employee’s Comment:
Employee’s signature:
Performance Rating Scale
In Store Performance & Skill =
Job Knowledge Performance & Skill =
Leadership Skill =
Working Attitude & Conduct =
Line Manager’s signature:
Definitions
Unsatisfactory Performance must improve significantly within a reasonable period of time if the individual is to remain in this position.
Employee is not performing to the requirements of the job.

Needs Improvement Performance is noticeable less than expected. Usually performs to and meets job requirements; however the need for
further development and improvement is clearly recognized.

Meets Expectation Performance is clearly and fully meets all the requirements of the position in terms of quality and quantity of work. It is
described as good, solid performance. Minor deviation may occur, the overall level of performance meets or slightly
exceeds all position requirements.

Above Expectation Performance frequently exceeds job requirements. Accomplishments are regularly above expected levels. Performance is
sustained and uniformly high with thorough and on time results.

Highly Exceed Expectation Performance levels and accomplishments far exceed normal expectations. This category is reserved for the employee who
truly stands out and clearly and consistently demonstrates exceptional accomplishments in terms of quality and quantity of
work that is easily recognized as truly exceptional by others.