Performance Management System (JC4-JC6)

English Local Characters Page 1 / 2

ID No. Name

Org. Unit
Grade Position Evaluator
(Dept)

Standard Degree of Achievement (DoA)

Not Achieved Partly Achieved Achieved Overachieved
Significant gap versus ambition Contribution is not fully on ambition Contribution is on ambition level Contribution clearly overachieving
leveldefined for the role. defined for the role. ambition level.

e.g. fact based business Performance can be further The ambitions have been delivered Exceptional business or project
disruptions, significant gap in improved, e.g. gaps in project or overdelivered. Business, project achievement / exceptional team
engagement, incompliant behavior delivery, cost risks. or team achievements have been contribution, creation of significant
fully delivered on expectations cost saving

0% ≤ (2.2) < 65% (1.0) 65% ≤ (2.7) < 90% (2.3) 90% ≤ (3.2) < 115% (2.8) 115% ≤ (3.3) < 150% (4.0)

25% 75% 100% 150%

Agreed Objectives

1 Team Target （50%）

ACT Weight Achievement Score DoA

a. BU target 50% 75% Partly Achieved

b. Cost Target 117% 100% Achieved
c. IBS Responsibility Target 104% 100% Achieved
d. ---- ----
e. ---- ----
Sub-total 90% 50% 100% Achieved

2 Individual Target （50%）/ Role Ambition

ACT Weight Achievement Score DoA

a. Target 1 3.50 10% 150% Overachieved

b. Target 2 2.90 10% 100% Achieved
c. Target 3 3.00 10% 100% Achieved
Performance Competency Review 3.1 20% 100% Achieved

Sub-total 50% 110% Achieved

Total Degree of Achievement (DoA) 100% 105% Achieved

Target Setting
Date Employee Evaluator
/ /
0 0
After target setting, supervisor keeps the ORIGINAL. (No need to submit to HR)

Target Review

Date Employee Evaluator

/ /
0 0
After all signed, supervisor keeps ORIGINAL, and submit Copy to HR.

I herewith confirm to the best of my knowledge that I have reached above mentioned target achievement in line with all applicable laws, regulations and internal standards.
Performance Competency Review Page 2 / 2

Job Knowledge 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Demonstrate the knowledge and skills needed to perform the job. Understand the work
environments, the job requirements and customer requirements. X 3.0

Quality & Efficiency 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Demonstrate a commitment to quality and quality process. Consistently achieve agreed
upon results in the given time frames and get things done in an accurate and thorough X 3.5
manner. Produce work that meets standards.

Communication Skills 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Communicate timely, effectively and directly with co-workers and supervisors.
X 3.0

Energy Level 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Exhibits a consistently high level of personal energy, and is able to generate a high level of
excitement and enthusiasm in others. X 4.0

Autonomy & Initiative 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Take immediate and independent action; readiness to take risks, does what is necessary
without being prompted; sense of ownership and take responsibility for outcomes. X 2.5

Self Development/ Learning 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Establish high expectations of performance for self by self development and further
education, and consistently demonstrates the ability to meet and surpass challenging goals. X 3.0

Influencing Skills 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Effectively use a variety of approaches and techniques to communicate, gain commitment,
and influence others to perform at or above expectations. X 2.5

Analytical Conceptual Thinking 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Recognize source problems; absorb new information easily; recognize gaps in logic and
contradiction; develops effective solutions to problems. X 3.0

Average Score Performance - Competency Review 3.1

Date Employee Evaluator

/ /
0 0
After all signed, supervisor keeps ORIGINAL, and submit Copy to HR.
 Performance Management System (JC4-JC6)

English Local Characters Page 1 / 2

ID No. Name

Org. Unit
Grade Position Evaluator
(Dept)

Standard Degree of Achievement (DoA)

Not Achieved Partly Achieved Achieved Overachieved
Significant gap versus ambition Contribution is not fully on ambition Contribution is on ambition level Contribution clearly overachieving
leveldefined for the role. defined for the role. ambition level.

e.g. fact based business Performance can be further The ambitions have been delivered Exceptional business or project
disruptions, significant gap in improved, e.g. gaps in project or overdelivered. Business, project achievement / exceptional team
engagement, incompliant behavior delivery, cost risks. or team achievements have been contribution, creation of significant
fully delivered on expectations cost saving

0% ≤ (2.2) < 65% (1.0) 65% ≤ (2.7) < 90% (2.3) 90% ≤ (3.2) < 115% (2.8) 115% ≤ (3.3) < 150% (4.0)

25% 75% 100% 150%

Agreed Objectives

1 Team Target （50%）

ACT Weight Achievement Score DoA

a. BU target 50% 75% Partly Achieved

b. Cost Target 117% 100% Achieved
c. IBS Responsibility Target 104% 100% Achieved
d. ---- ----
e. ---- ----
Sub-total 90% 50% 100% Achieved

2 Individual Target （50%）/ Role Ambition

ACT Weight Achievement Score DoA

a. Target 1 100% 10% 100% Achieved

b. Target 2 75% 10% 75% Partly Achieved
c. Target 3 25% 10% 25% Not Achieved
Performance Competency Review 3.1 20% 100% Achieved

Sub-total 50% 80% Partly Achieved

Total Degree of Achievement (DoA) 100% 90% Achieved

Target Setting
Date Employee Evaluator
/ /
0 0
After target setting, supervisor keeps the ORIGINAL. (No need to submit to HR)

Target Review

Date Employee Evaluator

/ /
0 0
After all signed, supervisor keeps ORIGINAL, and submit Copy to HR.

I herewith confirm to the best of my knowledge that I have reached above mentioned target achievement in line with all applicable laws, regulations and internal standards.
Performance Competency Review Page 2 / 2

Job Knowledge 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Demonstrate the knowledge and skills needed to perform the job. Understand the work
environments, the job requirements and customer requirements. X 3.0

Quality & Efficiency 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Demonstrate a commitment to quality and quality process. Consistently achieve agreed
upon results in the given time frames and get things done in an accurate and thorough X 3.5
manner. Produce work that meets standards.

Communication Skills 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Communicate timely, effectively and directly with co-workers and supervisors.
X 3.0

Energy Level 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Exhibits a consistently high level of personal energy, and is able to generate a high level of
excitement and enthusiasm in others. X 4.0

Autonomy & Initiative 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Take immediate and independent action; readiness to take risks, does what is necessary
without being prompted; sense of ownership and take responsibility for outcomes. X 2.5

Self Development/ Learning 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Establish high expectations of performance for self by self development and further
education, and consistently demonstrates the ability to meet and surpass challenging goals. X 3.0

Influencing Skills 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Effectively use a variety of approaches and techniques to communicate, gain commitment,
and influence others to perform at or above expectations. X 2.5

Analytical Conceptual Thinking 1.0 1.5 2.0 2.5 3.0 3.5 4.0 Score
Recognize source problems; absorb new information easily; recognize gaps in logic and
contradiction; develops effective solutions to problems. X 3.0

Average Score Performance - Competency Review 3.1

Date Employee Evaluator

/ /
0 0
After all signed, supervisor keeps ORIGINAL, and submit Copy to HR.
STI Team & STI Individual Conversion table for Non MC Performa
Degree of Achievement
STI Team Achiev.Rate STI Individual Achiev. Rate Old PMS Degree of Achievement

200% 150% 4
190% ≤ (T) ＜ 200% 145% ≤ (I) ＜ 150% 3.9

180% ≤ (T) ＜ 190% 140% ≤ (I) ＜ 145% 3.8

170% ≤ (T) ＜ 180% 135% ≤ (I) ＜ 140% 3.7

160% ≤ (T) ＜ 170% 130% ≤ (I) ＜ 135% 3.6

150% ≤ (T) ＜ 160% 125% ≤ (I) ＜ 130% 3.5
140% ≤ (T) ＜ 150% 120% ≤ (I) ＜ 125% 3.4

130% ≤ (T) ＜ 140% 115% ≤ (I) ＜ 120% 3.3

120% ≤ (T) ＜ 130% 110% ≤ (I) ＜ 115% 3.2
110% ≤ (T) ＜ 120% 105% ≤ (I) ＜ 110% 3.1

100% ≤ (T) ＜ 110% 100% ≤ (I) ＜ 105% 3.0

95% ≤ (T) ＜ 100% 95% ≤ (I) ＜ 100% 2.9

90% ≤ (T) ＜ 95% 90% ≤ (I) ＜ 95% 2.8

85% ≤ (T) ＜ 90% 85% ≤ (I) ＜ 90% 2.7
80% ≤ (T) ＜ 85% 80% ≤ (I) ＜ 85% 2.6

75% ≤ (T) ＜ 80% 75% ≤ (I) ＜ 80% 2.5

STI Team Achiev.Rate STI Individual Achiev. Rate Old PMS Degree of Achievement

70% ≤ (T) ＜ 75% 70% ≤ (I) ＜ 75% 2.4

65% ≤ (T) ＜ 70% 65% ≤ (I) ＜ 70% 2.3
60% ≤ (T) ＜ 65% 60% ≤ (I) ＜ 65% 2.2
55% ≤ (T) ＜ 60% 55% ≤ (I) ＜ 60% 2.1
50% ≤ (T) ＜ 55% 50% ≤ (I) ＜ 55% 2.0
45% ≤ (T) ＜ 50% 45% ≤ (I) ＜ 50% 1.9
40% ≤ (T) ＜ 45% 40% ≤ (I) ＜ 45% 1.8
35% ≤ (T) ＜ 40% 35% ≤ (I) ＜ 40% 1.7
30% ≤ (T) ＜ 35% 30% ≤ (I) ＜ 35% 1.6
25% ≤ (T) ＜ 30% 25% ≤ (I) ＜ 30% 1.5
20% ≤ (T) ＜ 25% 20% ≤ (I) ＜ 25% 1.4
20% ≤ (T) ＜ 25% 20% ≤ (I) ＜ 25% 1.4

15% ≤ (T) ＜ 20% 15% ≤ (I) ＜ 20% 1.3

10% ≤ (T) ＜ 15% 10% ≤ (I) ＜ 15% 1.2
5% ≤ (T) ＜ 10% 5% ≤ (I) ＜ 10% 1.1
0% ≤ (T) ＜ 5% 0% ≤ (I) ＜ 5% 1.0
or Non MC Performance 2020 Guidance
nt
Old PMS Degree of Achievement New PMS - Target (Role Ambition)
Achievement Team Achievement

4 0%
5%
3.9 10%
15%
3.8
20%
3.7 25%
150% 30%
3.6 35%
40%
3.5
45%
3.4 50%
55%
3.3 60%
65%
3.2
70%
3.1 75%
80%
3.0 100% 85%
90%
2.9
95%
2.8 100%
110%
2.7 120%
130%
2.6 75%
140%
2.5 150%
160%
Old PMS Degree of Achievement New PMS - Target (Role Ambition)
Achievement 170%
180%
2.4 190%
75% 200%
2.3
2.2
2.1
2.0
1.9
1.8
1.7
1.6 25%
1.5
1.4
1.4

1.3
1.2
1.1
1.0
Team Achievement Individual Achievement (2019) Individual Achievement (2020)

1 0% 1 25% Not Achieved 0% 25% Not Achieved

1.1 5% 1.1 25% Not Achieved 5% 25% Not Achieved
1.2 10% 1.2 25% Not Achieved 10% 25% Not Achieved
1.3 15% 1.3 25% Not Achieved 15% 25% Not Achieved
1.4 20% 1.4 25% Not Achieved 20% 25% Not Achieved
1.5 25% 1.5 25% Not Achieved 25% 25% Not Achieved
1.6 30% 1.6 25% Not Achieved 30% 25% Not Achieved
1.7 35% 1.7 25% Not Achieved 35% 25% Not Achieved
1.8 40% 1.8 25% Not Achieved 40% 25% Not Achieved
1.9 45% 1.9 25% Not Achieved 45% 25% Not Achieved
2 50% 2 75% Partly Achieved 50% 25% Not Achieved
2.1 55% 2.1 75% Partly Achieved 55% 25% Not Achieved
2.2 60% 2.2 75% Partly Achieved 60% 25% Not Achieved
2.3 65% 2.3 75% Partly Achieved 65% 75% Partly Achieved
2.4 70% 2.4 75% Partly Achieved 70% 75% Partly Achieved
2.5 75% 2.5 75% Partly Achieved 75% 75% Partly Achieved
2.6 80% 2.6 75% Partly Achieved 80% 75% Partly Achieved
2.7 85% 2.7 75% Partly Achieved 85% 75% Partly Achieved
2.8 90% 2.8 100% Achieved 90% 100% Achieved
2.9 95% 2.9 100% Achieved 95% 100% Achieved
3 100% 3 100% Achieved 100% 100% Achieved
3.1 105% 3.1 100% Achieved 105% 100% Achieved
3.2 110% 3.2 100% Achieved 110% 100% Achieved
3.3 115% 3.3 100% Achieved 115% 150% Overachieved
3.4 120% 3.4 100% Achieved 120% 150% Overachieved
3.5 125% 3.5 150% Overachieved 125% 150% Overachieved
3.6 130% 3.6 150% Overachieved 130% 150% Overachieved
3.7 135% 3.7 150% Overachieved 135% 150% Overachieved
3.8 140% 3.8 150% Overachieved 140% 150% Overachieved
3.9 145% 3.9 150% Overachieved 145% 150% Overachieved
4 150% 4 150% Overachieved 150% 150% Overachieved
2019 Guidance

RE_ Drafted New

Perfomance
System for Non
MCs (based on
Role Ambition).msg
 Performance Bonus (NSB) Targets
for the Year 2019

__________________________ _________________________________
Employee Name BU / Department

1.

Total Achievement of Team Objectives

2.
Assessment
scale

Total Achievement of Individual Objectives

Total Overall Achievement

Target set:

__________________ _________________ ________________________

Date Employee Superior
Target achievement:

__________________ _________________ ________________________

Date Employee Superior
 Performance Bonus (NSB) Targets
for the Year 2019

__________________________ _________________________________
Employee Name BU / Department

Components

Team Objectives (altogether 40%)

IBS Target 1

IBS Target 2

IBS Target 3

Total Achievement of Team Objectives

Components

Individual Objectives (Role Ambitions)

1. Core Job Responsibilities (day-to-day responsibilities) or KPIs

2. Continuous improvement

3. Special Projects / Priorities (if any, please state below)

Total Achievement of Individual Objectives

Total Overall Achievement

Target set:

__________________ _________________ ________________________

Date Employee Superior
Target achievement:

__________________ _________________ ________________________

Date Employee Superior
ets

Weighting Degree of
Score
Factor Achievement

40%

16% 90% 14%

12% 89% 11%

12% 100% 12%

40% 37%

Weighting Degree of
Score
Factor Achievement

60%

40% 100% 40%

10% 75% 8%

10% 75% 8%
 Overachieved = 150%
Achieved = 100%
Partly achieved = 75%
Not achieved = 25%

60% 55%

92%
 Performance Bonus (NSB)
for the Year 2020

Employee Name
Department

Components
1.
Team Objectives (IBS Target)

Components
2.
Individual Objectives (Role Ambitions)

1. Core Job Responsibilities (day-to-day responsibilities) or KPIs

2. Special Projects / Priorities (if any, please state below)

Not Achieved Partly Achieved

Sig nificant g ap vers us C o nt rib ut io n is no t fully o n C o nt rib
amb it io n amb it io n leveld efined fo r t he level d
Assessment scale

ro le.
e.g . fact b as ed b us ines s Perfo rmance can b e furt her The am
d is rup t io ns , s ig nificant g ap in imp ro ved , e.g . g ap s in p ro ject d eliver
eng ag ement , inco mp liant d elivery, co s t ris ks . B us ine
b ehavio r achievem
d eliver

0 % ≤ (I) < 6 5% 6 5% ≤ (I) < 9 0 % 9

25% 75%

Total Achievement of Individual Objectives

Total Overall Achievement

Target set:

Date

Target achievement:

Date
 rmance Bonus (NSB) Targets
for the Year 2020

Supervisor Name

Weight Score Achievement Score Degree of Achievement

40% 89% 36% Partly Achieved

Weight Score Achievement Score Degree of Achievement

60%

30% 100% 30% Achieved

30% 75% 22% Partly Achieved

Partly Achieved Achieved Overachieved

o nt rib ut io n is no t fully o n
mb it io n leveld efined fo r t he
ro le.
erfo rmance can b e furt her
p ro ved , e.g . g ap s in p ro ject
d elivery, co s t ris ks .
C o nt rib ut io n is o n amb it io n
level d efined fo r t he ro le.
The amb it io ns have b een
d elivered o r o verd elivered .
B us ines s , p ro ject o r t eam
achievement s have b een fully
d elivered o n exp ect at io ns
C o nt rib ut io n clearly
o verachieving amb it io n level.
Excep t io nal b us ines s o r
p ro ject achievement /
excep t io nal t eam co nt rib ut io n,
creat io n o f s ig nificant co s t
s aving

6 5% ≤ (I) < 9 0 % 9 0 % ≤ (I) < 115% 115% ≤ (I) < 150 %

75% 100% 150%

60% 52%

88% Partly Achieved

employee name supervisor name

employee name supervisor name

 Performance Bonus Targets 2020
Manager:
ID No. Name

JC Level Position Department Group Head

Standard Degree of Achievement (DoA)

Not Achieved Partly Achieved Achieved Overachieved
Significant gap versus ambition Contribution is not fully on Contribution is on ambition level defined Contribution clearly overachieving
ambition leveldefined for the role. for the role. ambition level.

e.g. fact based business disruptions, Performance can be further The ambitions have been delivered or Exceptional business or project
significant gap in engagement, improved, e.g. gaps in project overdelivered. Business, project or team achievement / exceptional team
incompliant behavior delivery, cost risks. achievements have been fully delivered contribution, creation of significant cost
on expectations saving

0% ≤ (I) < 65% 65% ≤ (I) < 90% 90% ≤ (I) < 115% 115% ≤ (I) < 150%

25% 75% 100% 150%

Not Achieved Partly Achieved Achieved Overachieved
Agreed Objectives
1 SSC Team Target （50%）

Achievement
Target Weight Result Weighted Achievement Score

a. SSC Target 1 0%
b. SSC Target 2 0%
c. SSC Target 3 0%
Sub-total SSC Degree of Acheivement 0% 0% 50% 0%

2 Individual Role Ambition Target (50%)

Achievement Ambition Achievement

Target Weight Weighted Achievement Score
Result Level
a. Day-to-Day Core Job Responsibilities 30% 0%
b. Special Project 1 10% 0%
c. Special Project 2 10% 0%
Sub-total Individual Degree of Acheivement 50% 0%

Total Degree of Achievement (DoA) = 50% Team +50% Individual 0%

Annual Incentive Payout = Annual base * 8% * Total Degree of Achievement
Target Setting
Date Employee Manager
/ /
0 0
After target setting, Manager keeps the ORIGINAL to be used in discussion of Target Achievement in 2021. (No need to submit to HR)

Target Achievement Review:

Date Employee Manager

/ /
0 0
After all signed, Manager submits a copy to local HR (manager may retain a copy reference).
NOTE: Target Plan is Subject to Change
 Performance Bonus Targets 2020
Manager:
ID No. 20125307 Name Charmaine Balubal
Emmanuel Martin Jr
JC Level JC5 Position IT SSE Department Local IT Group Head Emmanuel Martin Jr.

Standard Degree of Achievement (DoA)

Not Achieved Partly Achieved Achieved Overachieved
Significant gap versus ambition Contribution is not fully on Contribution is on ambition level defined Contribution clearly overachieving
ambition leveldefined for the role. for the role. ambition level.

e.g. fact based business disruptions, Performance can be further The ambitions have been delivered or Exceptional business or project
significant gap in engagement, improved, e.g. gaps in project overdelivered. Business, project or team achievement / exceptional team
incompliant behavior delivery, cost risks. achievements have been fully delivered contribution, creation of significant cost
on expectations saving

0% ≤ (I) < 65% 65% ≤ (I) < 90% 90% ≤ (I) < 115% 115% ≤ (I) < 150%

25% 75% 100% 150%

Not Achieved Partly Achieved Achieved Overachieved
Agreed Objectives
1 DB Team Target （50%）

Achievement
Target Weight Weighted Achievement Score
Result
a. DB Target 1 40% 0%
b. DB Target 2 30% 0%
c. DB Target 3 30% 0%
Sub-total SSC Degree of Acheivement 100% 0% 50% 0%

2 Individual Role Ambition Target (50%)

Achievement Ambition Achievement

Target Weight Weighted Achievement Score
Result Level

Core Job Responsibilities

1.) Ensures local IT service quality in accordance
to agreed service levels, monitors and
benchmarks quality of local
service delivery under strict cost control
a. 30% 100% 30% Achieved
2.) Ensures visibility of service quality to local
and regional stakeholders
3.) Drives pro‐actively technology innovation on
country level and being business partner of local
ExCom

Manage IT Coordinator with visible projects /

initiatives.
b. 3 projects / initiative = Overachieved 10% 90% 9% Achieved
2 projects / initiative = Achieved
1 project / initiative = Partially achieved

Ensure full compliance to License Management

Charter.
> Ensure that the license charter are existing
and that the information in the license charter
is valid- On or before September 30-
Overachieved
> Ensure that the license charter are existing
c. and that the information in the license charter 10% 100% 10% Achieved
is valid. On or before October 30 - Achieved
> ensure that the license charter is existing
and that the information in the license charter
is valid on or before November 30 - Partially
achieved.
> incomplete license charter beyond NOvember
30 - Not achieved

Sub-total Individual Degree of Acheivement 50% 49%

Total Degree of Achievement (DoA) = 50% Team +50% Individual 49%

Annual Incentive Payout = Annual base * 8% * Total Degree of Achievement
Target Setting
Date Employee Manager
2020/4/30
0 Emmanuel Martin Jr.
After target setting, Manager keeps the ORIGINAL to be used in discussion of Target Achievement in 2021. (No need to submit to HR)

Target Acheivement Rev:

Date Employee Manager

/ /
0 Emmanuel Martin Jr.
After all signed, Manager submits a copy to local HR (manager may retain a copy reference).
NOTE: Target Plan is Subject to Change