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INTRODUCTION

www.narejohr.com

ABOUT BANK ALFALAH 
 

It was BCCI HBEC Abu Dhabi Group
Warid Telecom Wateen UBL 

 

3 ± 360 Branches in 12 years 400 by the year 2011 end 5th largest bank

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BANK ALFALAH ± HR       HR Recruitment & Selection HR Operations HR Payroll HR Relationship Management HR Strategic Management Quality Assurance www.com .narejohr.

com .narejohr.2008 & 2009««    Bank was restructured HR was restructured Rahila Narejo ± a famous consultant designed Performance Management System of Bank Alfalah www.

com 5 .narejohr.Defining the ³What´ & ³How´ WHAT:  What business objectives must we accomplish? Competencies Behaviors WHAT EFFECTIVE OUTCOMES www.

Defining the ³What´ & ³How´ HOW: ‡ How do successful people behave to achieve these objectives? ‡ Competencies lead to successful performance ‡ Core competencies are defined across the organization Competencies HOW Behaviors EFFECTIVE OUTCOMES www.narejohr.com 6 .

Bank falah t PERFORMANCE MANAGEMENT CYCLE Y ar-Round ollaborat rocess Year-Round ollaborat e rocess .

1. Continuous eedback & id-year Review (June-July) 3. ull-year Review (December) www.narejohr. ink to Compensation (Jan ± Feb) 2. Setting S ART oals (Jan ± Feb) 4.com .

narejohr.. necessary for achievement of goals) . equipment requirement etc.com   SMART Goal Wei ting %) ¥ ¤ rom : o: Name of upervi or     ¨ £ ¦  © ¨§ ¡ RESOURCE REQUIREMENTS (training.: erformance Name of Employee Ti le Review Period lann n ( ¢ ) To be submitted to HR at start of Performance Management Cycle Employee No. Grade Group Location a e of Supervisor Signature: Employee Signature:   Ident f to 7 oals for this erformance anagement cle (min TOTAL 100% Date: Initial Performance Planning Discussion Date: www.

No clear breakdown of the process steps. Demonstrates ability effectively and efficiently. Has to be chased for completion of job. Fails to execute functions as instructed and within agreed upon time frames. organization and structure. Clear sequencing of events/activities/ process steps. Works to achieve team objectives. Unwilling or unable to co-operate with others. Stays on track of objective/goal/ deliverable. Often lacks enthusiasm for the job and generally gives up at the first obstacle. Drive/Motivation DM $ " ! Consistently maintains sustained energy and determination even in the face of obstacles . Generally inadequate which results in fruitless expenditure in terms of energy. Demonstrates lack of commitment and negates teamwork. Demonstrates an exceptional ability to express facts and ideas clearly and logically both orally and in writing. Considerable time spent on guidance and editing of work. Lacks ability to scope length and difficulty of project. Loses track of objective/goal/deliverable. Demonstrates the ability to stay on track to achieve personal. Always volunteers for additional responsibilities. human resources. Shows commitment to work. Little or no guidance ever required. Demonstrates a lack of being able to express facts and ideas clearly and logically both orally and in writing. Well thought out work plans. Work plans exceptionally well thought through and expressed. Maintains personal energy and commitment to achievement of routine and developmental goals. and ideas effectively through speech and in writing. selects and acts on various methods and strategies for solving problems and meeting objectives before being asked or required to do so. 3. team and corporate objectives and takes personal responsibility for their achievement. Needs minimal guidance and editing. Consequently requires extra amount of supervision and instruction. attends to and fully comprehends what others are saying. Works out own methods/ approaches to overcome problems and competently performs to expectations.narejohr. Handles greater responsibility independently. Seeks excuses rather than a way forward. Clear breakdown of the process steps. equipment and finances. Demonstrates the ability to scope length and difficulty of project. time. understands what needs to be done and stretches self to deliver results effectively. Development of work plans weak. Demonstrates energetic µcan do¶ behaviour even in the face of great obstacles. Finds solutions to obstacles with minimum guidance. Work of team adversely affected. Constantly shows a high level of initiative. Strives continuously to set and achieve µstretch¶ personal goals for achievement that µraise the bar¶. Communication C Demonstrates the ability to convey thoughts. Expresses facts and ideas orally or in writing in a clear and logical manner. Achieves results on time and with required quality. Coaches other team members to better results. www. Taking Initiative/Responsibility TIR $ # $ # $ # # 2. High level of cooperation communication skills and ability to influence and motivate others to achieve targets. Cooperates and gets on well with colleagues. Normally no guidance necessary. using correct and appropriate grammar. Establishes a systematic course of action for oneself or others to ensure accomplishment of a specific objective. seeking out repetitive or routine work. Requires virtually no guidance and editing. Evaluates. Determines priorities and allocates time and resources effectively.com . concepts. Planning and Organizing PO 4. Seldom needs enquiring about progress of a task. Teamwork Ability TA # 5. Able to influence and communicate well as part of a team. Results Focus RF 6. Requires normal level of supervision and guidance. Demonstrates exceptional abilities working as member of a team. Requires normal level of supervision and guidance. Lack of initiative is detrimental to the workgroup. Willingly cooperates and works collaboratively toward solutions that generally benefit all involved parties and accomplish group objectives. Far exceeds normal expectations.C: Core Behavioural Competencies Model     $ Core Behavioural Competency efinition artially erforming erforming xcelling 1. Demonstrates an exceptional ability to scope length and difficulty of projects. Demonstrates little or no initiative at work.

& roup & ocation From : To : Name of Supervisor The STAR approach Situation. and Result is a useful way to document performance for both employees and supervisors. What was the impact/affect? What was the earning?) E 2 6 8 65 B 5 @D 5 @ D5D55 4 6B B D5 4@ C @ @ 5 3 D5 5 @ 68B2 43463B7B4 55C6558 4B5A49@ 95 6C 3 3 3 32 DATE Situation Action ' ( ' 1 % E) rade 0 ) & Result Evidence for which SMART Goal or Core Behavioural Competency? www.narejohr. i. Action. Supervisors are recommended to maintain this form for each of their employees. Wh w v v ? Wh t t k t ?) (D ribe the pecific pproach or actions taken ) (Describe or quantif the outcome of the actions. Individual activities pertaining to SMART Goals and Core Behavioural Competencies achievement may be recorded as µevidence¶ throughout the appraisal period and referred to during the mid-year and final appraisal reviews.e.com . .D: Performance Log (STAR EVIDEN Name of mployee Title Review eriod Employee No. (Out th tt wh h p f / h v ur w rv . and employees are encouraged to maintain this form for their own performance. .

com Date: u t i p t i y y y y y y y y y y r r p ollo -up on action items from last meeting. Grade Group Location Name of Supervisor rom : a Name of Employee Title Y o: anagement X or oaching and entoring T d P : ne-to.ne 1:1 I S c W H b G W r t p s q i h b R a G orm pportunities U Q V cg a F . his tool positions the super isor in a listening and supporti e role. e d d c ` Review Period Employee No.narejohr. larification of ork expectations roblems/ bstacles Indi idual training needs uccess and achie ements ersonal concerns pecific management concerns/requests uggestions for impro ement Information sharing rogress to ard job goals f his form is not for disciplinar issues.o be completed b emplo ee and/or super isor prior to 1:1 session Potential Areas of Discussion Discussion Item Action Plan / Suggestions / Status on Performance Person Responsi le and Due Date One-to-One Supervisor Signature: Employee Signature: Date: www. but rather for emplo ee or super isor initiated feedback as part of the erformance cle.

Did the employee implement corrective action? ___Yes ___ No _____________________________ Employee Signature/Date ______________________________ Supervisor Signature/Date _______________________________ Manager Signature/Date www. er ormance m ro emen Name of Employee lan ( y † „ ) Employee No. Performance mprovement Areas (Be sure to indicate the Goals and/or Core Behavioural Competencies that relate to the deficiency and whether they are currently meeting expectations.narejohr. This form will be a ached with the employees Performance Agreement at the end of the Performance Management Cycle. Action Plan and Timescales Identify specific corrective action to be implemented by the employee and steps taken by the supervisor.. Grade Group Location he er ormance m ro emen lan orm be com le ed when an em lo ee receives a ra ing o ³Par ially Per orming´ on any Goal or Core Behavioural Com e ency during a MidYear Review or Final Appraisal. Performance mprovement Plan (P P) Supervisor Signature: Employee Signature: Date: Date: Date(s) for a follow-up discussion: 2.com †„ ’ ‘ ‚ “ † ‚ † ” “  „ x †† €‰ˆ‡ ‚ † x w Title Review Period rom o Name of Supervisor v v … „ ƒ ‚  € . Also include conse uences for failure to meet specified actions. Evaluation Describe how performance improvement will be measured. If µNO¶. what further actions will be/have been taken? P P Follow Up 1.

the comments can be ncluded in an attachment). GOOD: My major accomplishments as they related to my Performance Agreement were: 2.G: Self Evaluation Form • • Name of Employee Title Review Period From : To : Employee No. prior to assessment.narejohr. D FFERENT: What I will change or do differently to further improve my performance is: — – ˜ ˜ ˜ www. D FF CULT: I was less successful in the following areas for the reasons stated: 3. Grade Group Location Name of Supervisor To be completed by Employee. i Use the GDD Frame or (Good. Different). 1. Difficult.com . (If the space provided is insufficient.

1 2 3 7 www. (Ho ill you measure t e results (Is it realistic Are any resources re uired to ma e it more attainable ( ic de artment. Group Location Title Review Period From : To: Name of Supervisor Use this worksheet to get started in writing SMART Goals. business objecti e or Core Be a ioural Com etency does it lin or contribute to ( en ill t e goal be com lete oes t e goal need to be bro en do n into incremental timeframes jh g l f oh m f g fe h l j nf m m f fe k h f gg h j f i g fe Goal # Specific Measurable Attainable d Name of Employee d q r p ™ Grade Relevant Timed .com n jh l jh ( at ill you do isualize t e action and outcome.: SMART Goals Worksheet Employee No.narejohr.

rotation. Computer Literacy Objective of Development To evelop technical s ills for the effective elivery of core functions Type of Development (short course. expansion of job role. There is also an understanding between ourselves that areas for development could be identified throughout the year and that this may change the order of priority and type of intervention as stated in the PDP. etc) Short course offered by XYZ We.Review eriod From : To : Name of Supervisor PURPOSE: To enable the supervisor and employee to identify skill development requirements that are relevant to employee¶s core job content and as a result agree on steps to be taken to address these development gaps. on -the-job training. We also understand that operational and budget constraints will govern the type of intervention stated and/or within the quarter of the year as stated.com t t Name of Employee Title w s I: Personal Development Plan (PDP) ±Over ext One Year Employee No. PDP Supervisor Signature: Employee Signature: Date: Date: www.g. Area Identified for Development e. (Employee and Supervisor) agree that the above mentioned areas for development and the type of intervention suggested would be engaged in to achieve the required objective for development.narejohr. Grade Group Location page 1 of 1 v v u Quarter Targeted Third quarter .

com .Comments SMART Goals Initial Work Planning Discussion Employee Comments: Employee Comments: Core Behavioural Competencies Assessment Initial Work Planning Discussion Supervisor Comments: Supervisor Comments: Interim Review Employee Comments: Employee Comments: Interim Review Supervisor Comments: Supervisor Comments: Final Review Employee Comments: Employee Comments: Final Review Supervisor Comments: Supervisor Comments: Initial Work Planning Di scussion Initials Supv: Emp: Date: Supv: Mid-Year Review Initials Emp: Date: Supv: Final Review Initials Emp: Date: www.narejohr.

Determines priorities and allocates time and resources effectively.com ‚ €  ~} Initial W rk Planning iscussion Initials Mid-Y ar R view Initials | { z z ÏÎ ility ( ) 6. e sults ocus ( F) Demonstrates the ability to stay on track to achieve personal. ommunication ( ) | | Supv : mp: t : Supv : mp: t : Supv : mp: www. attends to and fully comprehends what others are saying. ÉÈ 5. % % % % % % inal Review Initials t : ¯ l s l s ¬ ¬¬ ¯ ® ­¬ ® ­ ¬¬ 100% ctual chievement i st t y iti ating ctual chievement i st t y iti rr t r r ss i r l 1 2 E( ) rr t r r ss i r l š   ¡ ¦Ÿ «  Ÿ ¢ ªŸ© ¨ £¤ § §¤   ¡ ¦¢ ¥ ¤ Ÿ£Ÿ   £¢ ¡   Ÿ Ÿ ž ’ ’ š re ehavi ural mpetency lease also refer to three level ehavior indicators of the competencies nnexure O › I -YE EVIE š –• œ I   ¡ ¦Ÿ «  Ÿ ¢ ªŸ© ¨ £¤ § §¤   ¡ ¦¢ ¥ ¤ Ÿ£Ÿ   £¢ ¡   Ÿ Ÿ ž ’ ’ › š š• € ™ ˜ –•” ”— … † … † „Ž „ … ‡ † ƒ Œ … ‹ ‡ „ „Š †‡ †‰ „ˆ‡ † … „ƒ rf rm m t r l ± r vi ur l mpetencies EVIE º “ ¶  ~} ÆÅ ’‘  … · ¹ ¾ Ç º» ·¸ … y ÌÊ Æ Á Ž … ° ÍÌ x ¸ ¸ · ·¶ Â Ë µ ´ ³ Á ¾ ° Å Ê ƒ ating (1) (2) E( ) . lanning and Organizing ( O) Establishes a systematic course of action for oneself or others to ensure accomplishment of a specific objective. selects and acts on various methods and strategies for solving problems and meeting objectives before being asked or required to do so. aking Initiative/ e sponsi ility ( I ) Evaluates. Äà 4. ²± Demonstrates the ability to convey thoughts. concepts. using correct and appropriate grammar. team and corporate objectives and takes personal responsibility for their achievement. nderstands at needs to be done and stretches self to deliver res lts effectively. organization and structure. ½¼ 2. eam ork Willingly cooperates and works collaboratively toward solutions that generally benefit all involved parties and accomplish group objectives. and ideas effectively through speech and in writing.narejohr.ei h ting 1. rive/ otivation (DM) Consist ntly int ins s st ined ener y nd deter ination even in t e face of obstacles. À¿ 3.

narejohr.EAR REVIEW min 10 Identify 5 to Goals for this Performance Management Cycle Initial Wor Supv: lanning Di cussion Initials Date: Supv: Mi .ear e iew Initials Emp: Date: Supv: Final e iew Initials Emp: Emp: www.com ÖÕ ÖÕ ÔÓ â TOTAL 100 Date: áà áà áà ßÞ Ý Û SMART oals Weighting Actual Achievement Narrate progress against Goal Rating PP (1) P(2) E(3) Actual Achievement Narrate progress against Goal Ú Ù Ø Performance Management Work Plan SMART × oals INAL REVIEW Rating PP 1 P2 E3 Ò ÑÐ Ü .MID.

B: Performance Agreement (PA) Name of Employee Title Review Period From : To : Employee No. 3) for each SMART Goal and Core Behavioural Com etency to the chart belo . & Grade Group & Location Name of Supervisor nitial Performance Planning Discussion Date: Date: Supervisor Signature: Employee Signature: Supervisor Signature: Employee Signature: Calculating Overall Performance Rating To de ermine Overall Per ormance Ra ing: (1 trans er the Su ervisor¶s ratings (1 2.narejohr.50 ± 2. (2) record the a ro riate Combined Weighted Ratings.com ç çç ë é ç ð ï î í ê ã è ç å æ ä ê å Mid-Year Review Date: Date: ì ä (d) Supervisor Rating Weighted Rating (c) x (d) . and (3) use these two combined ratings to determine the Overall Performance Rating Additional instructions can be found in the Performance Management noteboo s received in the mandatory Managing Quality Performance Training ) Rating Category Description SMART Goal # 1 2 3 (a) Weighting (b) Supervisor Rating Weighted Rating (a) x (b) Core Behavioural Competency # 1 2 3 4 5 6 (c) Weighting 20% 10% 10% 20% 20% 20% 1 Partially Performing Jobholder did not consistently meet all expectations for SMART Goals and Core Behavioural Competencies .59 Up to 1.49 Excelling Performing Partially Performing TOTAL SMART Goal Rating 3 E celling Jobholder has consistently exceeded all expectations for SMART Goals and Core Behavioural Competencies (70%) OVERALL PERFORMANCE RAT NG (100%) Final Performance Review Supervisor Signature: Employee Signature: Manager Signature: Date: Date: Date: www. 7 TOTAL Core Behavioural Competency Rating (30%) 2. and has occasionally exceeded some expectations. 2 Performing Jobholder has achieved as minimum effective results against ALL SMART Goals and Core Behavioral Competencies.60 ± 3. 00 1.

com .narejohr.Calculating Overall Performance Rating www.

narejohr.GAPS     HRMS support Bell Curve How part Transfers/Change of Assignment www.PMS .com .

GAPS      Financial Performance Targets Operational Performance Targets Promotions Post Grievance Handling Mechanism Head Office functions www.com .PMS .narejohr.