INCOR GROUP

DEPARTMENT OF HUMAN RESOURCES

PERFORMANCE APPRAISAL
For: Supervisory & Managerial Level Appraisal

period: January December

Name of Employee: Designation: E.code:

Grade : DOJ: Qlfn: Location:

Present Salary: Last Increment: Month of Increment:

Name and Designation of Appraiser:

Name and Designation of Reviewer:

General Guidelines

Purpose of this evaluation is to make Appraisee understand his strengths, weaknesses and areas of
improvement. The Appraisee must be briefed about the expectations of the management and mutually agreed
upon. The methodology and evaluation must be unbiased and based on the facts and merits alone.

Any specific achievement and outstanding contribution may be supported by your remarks and justification in a separate
sheet. For statements that do not apply to the person being evaluated, please mark “Not Applicable” (NA).
Comments should be specific (including examples) and explanatory. If your evaluation and recommendations cannot be
adequately covered in the space provided, you should prepare an attachment to this appraisal form.

Performance for each category is graded into the following:

Outstanding 5 points Performance is exceptional and far exceeds expectations. Consistently

demonstrates excellent standards.

Very Good 4 points Performance is consistent and exceeds expectations.

Good 3 points Performance is consistent. Clearly meets job requirements.

Fair 2 points Performance is satisfactory. Meets minimum requirements of the job.

Needs Improvement 1 point Performance is inconsistent. Meets requirements of the job occasionally.

Unsatisfactory 0 point Performance does not meet minimum requirements of the job.

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 PERFORMANCE OF KRAs FOR THE PREVIOUS YEAR

SL.NO KEY RESULT AREAS % REASON

ACHIEVED

Signature of Appraisee Signature of Appraiser

Date: Date:

2
 Outstanding Very Good Fair Needs Unsatis Not
Good Improve factory Applica
PART I CUSTOMERS ment ble

1. Follows instructions to the 5 4 3 2 1 0 NA

satisfaction of superiors
Customer
Focus

2. Aims to develop good relations 5 4 3 2 1 0 NA

with internal and external
customers

PART II EMPLOYEES
Teamwork

3. Able and willing to work 5 4 3 2 1 0 NA

effectively with others in a team
Communication

4. Communicates effectively to 5 4 3 2 1 0 NA
share information and/or skills
Skills

with colleagues

PART III SOCIETY

Consciousness

5. Uses practices that save company 5 4 3 2 1 0 NA

resources and minimize wastage
Cost

3
 Outstanding Very Good Fair Needs Unsatis Not
PART IV JOB KNOWLEDGE & Improve factory Applica
Good
SKILLS ment ble

6. Possesses knowledge of work 5 4 3 2 1 0 NA

procedures and requirements of job
Job Knowledge/
Technical Skills

7. Shows technical 5 4 3 2 1 0 NA
competence/skill in area of
specialization
5 4 3 2 1 0 NA
8. Shows the power of logical
analysis, perceives inter
connections and identifies cause
and effect relationships

9. Displays commitment to work 5 4 3 2 1 0 NA

10. Plans and organizes work effectively 5 4 3 2 1 0 NA

Work Attitude

11. Is proactive and displays initiative 5 4 3 2 1 0 NA

12. Has a sense of urgency in acting on

work matters 5 4 3 2 1 0 NA

13. Displays a willingness to learn 5 4 3 2 1 0 NA

14. Is accurate, thorough and careful 5 4 3 2 1 0 NA

Quality of
Work

with work performed

15. Is able to handle a reasonable 5 4 3 2 1 0 NA

volume of work
Safety

16. Ensures careful work habits that 5 4 3 2 1 0 NA

comply with safety requirements

17. Seeks to continually improve 5 4 3 2 1 0 NA

Improvement

processes and work methods

Process

18. Ability to bring new ideas, introducing 5 4 3 2 1 0 NA

new approaches and techniques

4
PART V HUMAN RESOURCES
Type of Entitled Availed Balance
Leaves Leave
CL 12
SL 12
EL 15

Departmental/Technical HR Trainings
Trainings
Attended
Actions (If any)
Disciplinary

PART VI FAIRNESS
Punctuality
Attendance/

19. Has good attendance 5 4 3 2 1 0 NA

20. Is punctual 5 4 3 2 1 0 NA

21. Is able to work with limited supervision 5 4 3 2 1 0 NA

Dependability/
Responsibility

22. Is trustworthy, responsible and reliable 5 4 3 2 1 0 NA

2
23. Is adaptable and willing to accept new 5 4 3 1 0 NA
responsibilities

5
Evaluation

Formula Score
Sum of Scores X 100 %

Total Score  No of Questions Answered X 5

Grading ( √ )

Outstanding Exceptional Performance and exceeds Expectations

90% - 100%
Good Performance is consistent, and exceeds expectations in all situations.
75-
89%
Avove Average Performance is consistent. Clearly meets essential requirements of job.
60-74%
Average Performance is satisfactory. Meets requirements of the job.
45% -
59%
Poor Performance is inconsistent. Meets requirements of the job occasionally.
<45% Supervision and training is required for most problem/ Performance does not
meet the minimum requirements of the job areas.

Signature of Appraisee Signature of Appraiser

Date: Date:

(This need not be discussed with the Appraisee and must be done separately by Appraiser and Reviewer)

Recommendations

 Can be promoted to next Grade

 Extend increment as per above Grading
 No increment

Appraiser Reviewer
Date: Date:

6
Growth and Development

(i) List the appraisee’s strengths

(ii) List the areas for improvement

Training and Development

(i) What specific plans of action, including training, will be taken to help the appraisee in their current
job or for possible advancement in the company?

Achievement

(i) Describe the appraisee’s areas of additional responsibilities and/or other work-related
achievements

(Mention achievement of KRAs, Outstanding Contribution, if any during the appraisal period)

Any other Remarks:

7
 KEY RESULT AREAS (FOR THE YEAR )

Sl.No KRAs (Description) Target

1.

2.

3.

4.

5.

(Attach a separate sheet if required)

Signature of Appraisee Signature of Appraiser

Date: Date:

HUMAN RESOURCE DEPARTMENT’S USE

Date of Last Increment: Present Salary:* Date of Last promotion: