PERFORMANCE APPRAISAL 2018-19

1st Phase

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AGENDA

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 Why Performance Management??

Its on going communication process

b/w Manager & Employees to establish
Clear Expectation & Understanding
About Performance

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 Employee Want to know …
What am I
Supposed to doing

How well am I
required to do it

What do you think

of my performance

How will I rewarded

How Can I Improve

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 Benefits

Identifies and defines

Organization’s expectations

Aligns daily tasks with key

business objectives.

Determines goals and where

to focus skill development.

Rewards accomplishments

Areas needing improvement.

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Performance Management Cycle

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Eligibility Criteria For Appraisal

Permanent Who has

& joined
Confirmed SINA on &
employee before 30-
of SINA Sep-18

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Performance Appraisal Cycle
Form Filling
by Appraisee

Preliminary
Distribution of
Discussion
Appraisal
(Appraisee &
letters
Appraisor)

Submission of
HOD & CEO
TNA/Next
Recommenda
Years
tion
Objectives

Post Appraisal
Interview BOT Approval
Process
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 Do’s and Don’t of Performance Management
Sr # Do’s
1 Supervisor and Employee must have a specific time and
place for filling the form.
2 Be direct, honest and detail-oriented.
Don’t
DON'T be critical of personalities or try to change them.
DON'T use closed-ended or rhetorical questions.

3 Highlight good performance and why it was good. DON'T forget that change can be threatening to an employee.

4 Ask the employee to analyze and evaluate their own DON'T make negative comments that attack an employee's attitude
performance. and personality rather than work performance.

5 Request comments, views and thoughts from the DON'T avoid or dodge difficult discussions.
employee.
6 Remember the performance review is a discussion

Be aware of how you word or phrase questions and

statements to help eliminate the potential for
7 misinterpretation. i.e end the meeting on positive note.

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You Can Grow Only When Your People Will Grow

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