CBS

CED
KEY PERFORMANCE INDICATORS AHC
AHA
Employee Information
Name:
Joining Date: Job Title:
Department: Reporting Manager:
Evaluator name:
Period covered in this report: From - To -

Guidelines
Within sections A to B weight (as appropriate) and rate each item using the following scale
5 100 - 81 Outstanding Performance (OP) – Far exceeds expectations due to expert knowledge & high quality of work performed in all
essential area and responsibility.
4 80 - 61 Exceeds Expectations – Performance consistently exceeds expectations in all essential areas of responsibilities and quality of
work is excellent.
3 60 - 41 Meets Expectation (ME) – Demonstrates competence with satisfactory performance to all essential areas of responsibility and
quality of work overall is very good
2 40 - 21 Needs Development (ND) – performance needs development and is lower than expected in one or more essential areas of
responsibility.
1 20 - 1 Fails to meet expectations (FME) – performance consistently fails to meet expectations in all or most essential areas of
responsibility, significant improvement needed.
1. Section A – Performance Objectives (SMART)
INSTRUCTIONS: Each employee has primary Objectives, projects or responsibilities assigned by Line Manager and / or defined in the position
description, list the primary performance objectives, and / or responsibilities of the position.
Weight & rate the performance for each objective. Performance objectives must be Specific , Measurable, Achievable, Realistic, Timely [SMART],
written KPI’s or action plan on how the objective is going to be achieved are required.

OP 100 - 81 Outstanding Performance ME 60 - 41 Meets Expectation FME 20 - 1 Fails to Meet Expectation

EE 80 - 61 Exceeds Expectations ND 40 - 21 Needs Development
% Objective
Sl No Objectives Weightage Key Performance Indicators (KPI’s) Rating
(This must be
total of 100%)

1.

2.

3.

4.

5.

Overall Weightage Overall Objective Secured

CIC/HRD/F11 Revision 01 – 29/03/2024

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 CBS
CED
KEY PERFORMANCE INDICATORS AHC
AHA

2. Performance Leadership Corporate Competencies

INSTRUCTIONS: Provide each employee with the copy of this page. Each employee will bring the completed page to the Review. Rate the employees
on performance competencies listed below and compare the ratings and discuss any differences. Comments are required for ratings of 5[OP] or 1
[FME]and are optional for all others.

OP Outstanding Performance ME Meets Expectation FME Fails to Meet Expectation Competency

EE Exceeds Expectations ND Needs Development Rating
Driving Performance:
Creates an open environment in line with the company’s values that engage the energizes others to continuously
improve their performance, monitor the outcomes and foster a result-oriented environment.
Decision Making:
Selects a course of actions from different alternatives to reduce risk and uncertainty and to create optional outcome
Developing Others:
Sets team directions by clearly communicating expectations and taking into account employee’s interests and provide
opportunities for development.
Strategic Thinking:
Uses understanding of the organization’s strategic approach to enable effective implementation of strategic goals
And ensures continual refinement in the future.
Change Management:
Clearly communicate business case for change and gains support for action by influence and persuasionsand
demonstrates skills in managing emploees comcerns about their roles and career prospects during times of change

Overall Leadership Corporate Performance Rating:

First Quarter Review Comments: (Jan -Mar 2024)

Overall Review Line Manager / Department head comments:

Strength Areas:

Areas of Improvement:

Signature: Date:

Required Training and development:

Technical Training

Competency based Driving Performance Strategic Thinking

training (Select the
Decision making Change Management
competencies needs to
be developed)
Developing others

Employee Signature: Date:

HR Review and comments

Date:
Signature:

CIC/HRD/F11 Revision 01 – 29/03/2024

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