Guide to Goal Setting &

Performance Management​
2023
By Group HR
Purpose of Goal Setting &
Performance Management (Appraisal)

• To set KPI – important results to be achieved

• Ensure transparent communication between
all parties during performance evaluation
• Align expectation on employees’ performance
• Reward employee performance
➢ Promotion decision
➢ Compensation decision

2
Goal Setting & Performance Management – Overview Process

Confirmation Confirmation is
If confirmed
Period = 3 / 6 extended
after 1 May
Months
Confirmation
New Hire
Form

New Hire If confirmed

Goals Setting before 1 May Calibration PIP
Other Employees (Peer Manager Review)

Start of Appraisal Weak

Cycle (15 July 2023) Performer

Bonus/Increment/
Promotion
My Achievements / Feedback decision
(Continuous throughout the Year)
3
 Topics Covered
1. Goal Setting
2. Appraisal (Year End Appraisal)

4
Goal Setting & Performance Management – Overview Process

Confirmation Confirmation is
If confirmed
Period = 3 / 6 extended
after 1 May
Months
Confirmation
New Hire
Form

New Hire If confirmed

Goals Setting before 1 May Calibration PIP
Other Employees (Peer Manager Review)

Start of Appraisal Weak

Cycle (15 July 2023) Performer

Bonus/Increment/
Promotion
My Achievements / Feedback decision
(Continues throughout the Years)
5
Goal Setting
• Discuss and record KPI/Performance
Goal anytime (before appraisal)
• Goal Library and Goal Wizard to assist
in goal setting
• Cascade goal to subordinates

6

In GES
• Can only fill in when Performance Doc is
launched by HR
• Free text, no guidance
• Immediate Superior (IS) cannot cascade
goal to Subordinate in the system
In GEMS
Goal Setting
• Discuss and record Performance Goal anytime
• Goal Library and Goal Wizard to assist in goal setting
• Cascade goal to subordinates in the system
• Goal Setting will ‘auto-flow’ to the Appraisal/
Confirmation form and it will be your official KRA
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 Employee

Creating New Goal 1

Employee can add new goal for

themselves by:

Step 1: Select Home menu > Goals

Step 2: Click “+ Add Goal” button

then click “Create a New Goal”
button

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 Employee 3

Creating New Goal A Create a New Goal

Employee can add new goal for This is where employee input
themselves by: their KPI which can include
expectation on business/
B department/project/ individual
Step 3: Create your goal either: performance
a) Manually using Personal Goal, or
b) Using Goal Library
c) Using Goal Wizard (see next
slide)

9
 Employee

Creating New Goal

→ Goal Wizard
To use Goal Wizard: C
1
Step 1: Go to “Add Goal” and
select “Goal Wizard” 2

Step 2: Under Specific section,

type in key words and select

Subsequently: Click “Next” button

and fill in accordingly

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 Manager

1
Cascade Goal
To cascade goal to employee:

Step 1: Select the goal to cascade

to employee by clicking on the
check box next to the goal

Step 2: Click on Action button

then click on Cascade button

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 Manager

Cascade Goal
Step 3: The popup window will be
showed, manager can select the
employee to cascade goal

Step 4: Click on Next button and

cascade accordingly

12
Goal Setting & Performance Management – Overview Process

Confirmation Confirmation is
If confirmed
Period = 3 / 6 extended
after 1 May
Months
Confirmation
New Hire
Form

New Hire If confirmed

Goals Setting before 1 May Calibration PIP
Other Employees (Peer Manager Review)

Start of Appraisal Weak

Cycle (15 July 2023) Performer

Bonus/Increment/
Promotion
My Achievements / Feedback decision
(Continues throughout the Years)
13
Appraisal (Year End Review)
• Employee will:
• Set goals/KPI for performance throughout the
year (within the review period)
• Self-evaluate on KRA and Performance Criteria
• Discuss with immediate supervisor about
performance throughout the year

• Immediate Superiors will:

• Evaluate KRA and Performance Criteria of employee
• Review performance and potential of employee

Using GEMS Without Using GEMS

GB, GE and GL staff Gamuda SG
(yet to onboard to GEMS)

GE AU Secondees to KVMRT
GE TW (need to be calibrated with large number of
JV/ contract staff)
SRS
GNEC/ NAGA direct hires
GNEC, NAGA (secondees only)
GL VN

Review Period : 1 August 2022 to 31 July 2023

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Timeline

1st Sept onwards

15th Jul 1st – 15th Aug
Consolidation of B&I proposals,
Announcement and launch Performance Discussion budget proposal, moderation
Appraisal with Superior and Board approval

1ST Jul – 14th Jul 15th – 31st Jul 15th – 31st Aug
Roadshow on Self Evaluation Calibration (PMR)
Goal Setting and Year End
Appraisal

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KPI and Performance Criteria
Section Description Sub Weightage Overall Weightage
Key Performance Index (KPI)/ Goal Setting is done by each BU By HOD
Key Result Area (KRA) 60%
and Dept to suit respective role 100%
Take Ownership & Walk the Talk 12.5%
Strategic & Critical Thinking 12.5%
People Skills 10%
Performance Criteria All Rounder 5% 40%
Develop Our People 5%
Openness & Real Teamwork 5%
ESG Ownership 50%

Performance Categories
Rating 1 - Weak
Performance clearly and
General
generally does not meet
Description
requirement, major
improvements needed
2 - Developing 3 -Satisfactory 4 - Competent 5 - Good 6 - Exceptional
Performance is
Performance outstanding, delivering
Performance is below significantly exceeds break-through strategic
Performance is mostly
requirement, Performance is always requirements and and/or operational
consistent and reliable
significant consistent and reliable strengthens the advantages to the
improvement needed business/ operations group/business/
in a major way operations

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Year End Form Overall Process

Employee Manager Manager, HOD/HOB & HR

Self Manager
Calibration Completed
Assessment Assessment

• Employee will do • Manager will do evaluation

on the employee about
self-evaluation about
• Key Results • Key Results Areas
Areas • Performance
• Performance Criteria
Criteria • Promotion/Upgrade
Nomination
• Provide potential
rating for employee

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 Employee

Self-Assessment
Once the administrator launches the
1
form for the employee, employee can
access and submit form by:

Step 1: Accessing performance form

by navigation to Home menu >
Performance/ Grievance

Step 2: Under Inbox folder > Click on

the form

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 Employee

Self-Assessment
The Year End Review Form will show A
the following main sections:
A. Route Map
B. Employee Information
C. Review Dates
D. Key Result Area (KRA)
E. Performance Criteria

At Route Map section, the current

step and the whole Route Map of the
process will be shown for the ease of
navigation. B

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 Employee

Self-Assessment

At Key Result Area (KRA) section, D

goal details will be displayed as well
as the comment box for employee to
input.

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 Employee

Self-Assessment
Employee can click the Hyperlink for E
guidelines about the Rating
Description.

At Performance Criteria (PC) section,

there are values common to all
Competencies with detailed
information will be displayed as well
as the rating and comment box for
After clicking Hyperlink,
employee to input.
there is guide on how to
give ratings to all the
components in the PC

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 Employee

Self-Assessment
After completing the information in
the form, employee can send the
form to next step by:

Click Actions at route map step

then click Finalise Form.

OR click Finalise Form at the

bottom of the form.

22
 Manager

Manager Assessment
1
Manager can access and submit form
by:

Step 1: Access performance form by

navigation to Home menu >
Performance/ Grievance

Step 2: Under Inbox folder > Click on

the form 2

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 Manager

Manager Assessment
Top of the form will show all sections
in the form for current step.

At this step, form will display

sections:

• Route Map - the current step and

the whole Route Map of the
process will be shown.
• Employee Information
• Review Dates
• Key Result Area (KRA)
• Performance Criteria
• Promotion/Upgrade Nomination
• Performance Summary
• Potential Summary

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 Manager

Manager Assessment
Step 3: At Key Result Area (KRA)
section, goal details will be displayed
as well as the comment box for
employee to input.
3
Step 4: Manager will input comments
in Overall Comments on Key Result
Area section.

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 Manager

Manager Assessment

(A) Manager can click the Hyperlink

to have the information about the
Rating Description. A

Step 5: At Performance Criteria (PC)

section, there are values common to
all Competencies with detailed
information will be displayed as well
as the rating and comment box for
employee to input.
After clicking Hyperlink,
a guide on Performance
Review will be shown

Step 6: Manager will input comments

in Section Comments.

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Rating Errors
Type Definition Example

A manager may give a high rating to an employee who is

This occurs when a rater shows favoritism towards an
Halo Effect consistently punctual, even if their actual job
employee because of one outstanding quality.
performance is average.

This is the opposite of the halo effect, where a rater's overall An employee who is introverted is seen as less confident
Horn Effect negative impression of an employee influences their ratings or less capable than their more outgoing colleagues, even
on specific performance dimensions. if they are highly skilled and knowledgeable in their field.

A manager may rate an employee as average because

Rater compares an employee's performance to their peers or
they don't perform as well as another employee who has
Contrast Error colleagues instead of evaluating them based on their own
a different set of responsibilities and a different
performance.
workload.

When unsure of making judgements, rater may rate all
Central
employees as average or in the middle of the scale, even if
Tendency Effect
some employees deserve higher or lower ratings.
A manager may rate all their employees as "average"
despite some being exceptional performers and others
needing improvement.

Rater rates all employees higher than they actually deserve, A manager gives high ratings to everyone, even those
Leniency Effect
giving everyone high ratings. who have not done a good job.

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 Manager

Promotion/Upgrade
Nomination
Step 7: At Promotion/ Upgrade 7
Nomination section, manager can
click the Hyperlink to input the
information.

(B) After that, the popup window

will be shown and below sections Please enter 1 January
will be displayed: 2024 for effective date
1. Recommendation B
2. Job Expansion
3. Leadership Competency (must
be completed for promotion
recommendation)
4. English Competency
• If Nomination Type is
Promotion or
Step 8: Click "Add Promotion
Upgrade, the New
Nomination" button at the
Corporate Grade field
bottom left of the window to add
is required
new Promotion Nomination
• If Nomination Type is
record
Redesignation, the
New Corporate Grade
Step 9: After that, manager can
field is not required
click Submit to complete adding 8
new Promotion Nomination 9
record for the employee. 28
Promotion/Upgrading Guide (To be recommended by SUPERIOR)

1. Employee may be recommended for promotion if the following criteria are met:-
a) Must be a consistent performer (rated “Competent” & above) in the past years and has
shown his/her capabilities to take on the new role.
b) Job is significantly expanded with higher responsibilities. Superior to justify new job
scope, capabilities and business impact.
c) Has the required leadership competency (refer to the next page) for new role
d) English proficiency is at Band 3 (60% & above) for job roles where the usage of English
is frequent/ critical.

2. Proper written justification must be provided for any promotion recommendation to be considered.
3. This recommendation will be discussed during PMR and is subject to final approval by the Management.

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Leadership Competency Framework

Business Savvy
The ability to project future business outlook,
win profitable businesses and sustain
the organization in the line with the growth of
technology and people organization.

People Savvy
The ability to lead people towards common
goals with clear direction, driving for results &
change and ensuring sustainability of manpower
leadership and capabilities.

Self Savvy
Having self-awareness and taking the initiative
to leverage on own strengths and development
of weaknesses.
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Potential Rating for Employee
Potential is defined by ability for growth and development, willingness and ability to learn and adapt as well as capacity to undertake more
challenging jobs in the future. Starting thing year, managers are required to recommend potential rating for the employees in the Appraisal.

(Note: Performance measures how well an individual executes the responsibilities and demonstrates the behaviors required for their current position.)

Factors Low Potential Medium Potential High Potential *

Aspiration for
Little to no interest Moderate interest Strong desire and interest
higher/diverse roles
Avoiding/showing minimal effort in A high initiative and capability to learn through
Able to absorb new skills/knowledge smoothly
Learning Capability changing, building and/or learning new
but may need additional time to practice it
self-directed learning and seeking out for
skills solutions autonomously
• Shows moderate tolerance and resilience in
• Has not outgrown his/her current job • High tolerance and resilience in stressful
stressful situations
Adjustment • Inability to quickly/properly adapt to situations
• May take time in adapting to changing
changing environments • Ability to adapt quickly without difficulty
environments
• Hesitant in taking up challenges that requires • Thrive in high-pressure situations and tasks
• Prefers to stay within comfort zone
skills beyond current role • Not hesitant to take risks and fail as
Risk Taking • Not comfortable in changing his/her
• Averagely interested in changing job scope challenging situations are viewed as growth
job scope and responsibilities
and responsibilities opportunities
• Able to see from multiple perspectives and
• Provide apparent solutions to challenges formulate long term strategies
Critical Thinking • Accept instruction without questioning
faced • Challenge status quo and provide value-
adding thoughts
Likelihood to progress
> 5 years 3 – 5 years 1 – 2 years
to next higher role?
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 Manager
11
Manager Assessment
– Potential Rating
At Potential Summary section,

Step 10: Manager can click the

Hyperlink to add the Potential
Ratings for the employee.

Step 11: After that, the popup 10

window will be shown and below
fields will be displayed:
12
1. Rating Label
2. Source
3. Start Date
4. End Date

Step 12: Fill in the fields displayed

and click "Submit"

Step 13: IF manager to add new

Potential Rating record for the
employee can click "Add" button

Step 14: Click "Submit" button to

complete adding new Potential 13 14
Rating record for employee. 32
 Manager

Manager Assessment
After completing the information,
manager can send the form to next
step by:
15
Step 15: Click Actions at route map
step then click Send to Next Step.

OR click Finalise Form at the bottom

of the form.

33
Goal Setting & Performance Management – Overview Process

Confirmation Confirmation is
If confirmed
Period = 3 / 6 extended
after 1 May
Months
Confirmation
New Hire
Form

New Hire If confirmed

Goals Setting before 1 May Calibration PIP
Other Employees (Peer Manager Review)

Start of Appraisal Weak

Cycle (15 July 2023) Performer

Bonus/Increment/
My Achievements / Feedback Promotion
(Continues throughout the Years) decision

34
My Achievement & Feedbacks
• Allows employee to highlight and record
achievements anytime; does not have to wait
for Appraisal cycle
• The achievement will be recorded in GEMS
can be used for future reference during
Appraisal
• It can really be anything, e.g.,
• I’ve attended an ESG initiative by G Parks –
went for tree planting.
• I’ve lead my team to successfully complete
Project X 10 days before the deadline.
• I’ve presented on Conduct & Discipline for CIP
in January.

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 Employee

My Achievement
To access Continuous Performance
menu: 1

Step 1: Navigate to Home > My

Achievement

1. Create Achievement tab: The

Achievements view lets users
view all their activities that are
tagged as achievements.
2. Start Meeting tab: Allow
employee create discussion
topic and note to discuss with
manager.
3. View Activities tab: Activities
can be personal to employee
and employee can be easily
linked to one of the goal

36
 Employee 1

Create Achievement
Once the achievement is completed,
employee can add achievement
details by:

Step 1: Create achievement

Step 2: Fill in the Achievement Name

2
Step 3: Add Date Achieve

Step 4: Link the achievement to

3
either 'Performance Goal' or
'Development Goal'

Step 5: Click the ‘Submit' button as 4

complete to create an achievement

5
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 Employee

My Achievements
Feedback
To access to My Achievements
Feedback:
1
Step 1: Home > My Achievements
Feedback

• The Feedback view enables

employees to provide feedback
to others and to receive
feedback from any other
employee in the organization.
A
(A) At Feedback Tab :

• Employee can View Feedback

Received from others
• Employee can View Feedback
Given to others
• Employee can View Feedback
Requests Sent to others

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 Employee
1

Continuous
Feedback
To Request Feedback :
2
Step 1 : Click “Request Feedback”
button:

Step 2 : Search employee name to

request feedback > Employee
selected will be displayed under
search box
3
Step 3 : Enter the topic of feedback
you are requesting for in Feedback
topic. OR Some standard questions
will auto populate, you can edit the
questions Employee can edit the
default questions
Step 4 : Click Send button to send the
feedback request

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 Employee 1

Continuous
Feedback
To Give Feedback, 3

Step 1 : Click Give Feedback button

Step 2 : Search the employee to give

2
feedback to, employee selected will
display under search box Employee can edit the
default questions
Step 3 : Enter topic to give feedback.
Some standard feedback questions
will auto populate, you can edit the
question and provide feedback

Step 4 : Click Send button to send

your feedback

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Frequently Asked
Questions

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Frequently Asked Questions: PMGM
Does Employee need to do the Appraisal if he/she just completed Confirmation?
• Performance Appraisal Form will only be triggered for employee confirmed before 1 May 2023
F Who can see the Potential rating?
• Potential rating only can be seen by Manager

Is the Appraisal Rating/ Performance Categories considered final upon completion by Manager?
• No, there will be a calibration process (aka Peer Manager Review) after the completion by Manager.

A Who sets the sub-weightage for KPI? Who sets the sub-weightage for Performance Criteria?
• HOD will set the KPI for their respective team to suit their respective role
• For Performance Criteria, the sub-weightage is fixed and applicable Group-wide for all employee

I am working closely with multiple superiors/ recently transferred to a new superior.

Who will do my appraisal?
• Your most current superior when the Appraisal is launched (15th July) will be your
Q official appraiser. Nonetheless, we encourage you to request joint performance
review with your past superior/ other superior you worked closely with, such that
your current superior can evaluate your year-long performance accordingly.
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Thank You

43