PERFORMANCE APPRAISAL & FEEDBACK

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yPerformance Appraisal & Feedback is

WHAT IS PA

a process by which individual performance is aligned with group work goals & business plans of the organization.

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OBJECTIVES
y PERFORMANC REVIEW & FEEDBACK y IDENTIFYING DEVELOPMENT NEEDS &

TRAINING y IDENTIFICATION OF ATTRIBUTES WHICH ARE ESSENTIAL FOR PRESENT & FUTURE ROLES y CAREER DEVELOPMENT PLANS y MEANS TO BENCHMARK PERFORMANCE & COMPENSATION REVIEWS
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PROCESS
y THE PROCESS INVOLVES THREE BASIC STEPS
y y

STEP 1 : SELF ASSESSMENT [ APPRAISEE ] STEP 2 : APPRAISEE & SUPERVISOR JOINT ASSESSMENT STEP 3 : SUPERVISOR & REVIEWER [ NEXT LEVEL SUPERVISOR ] CONCURRENCE

PROCESS CONTD.
THE APPRAISEE WILL DO THE SELF APPRAISAL IN THE

FORMAT RELEVANT TO HIM / HER THE APPRAISEE WILL THEN SEND THE COMPLETED APPRAISAL TO HIS IMMEDIATE SUPERVISOR THE SUPERVISOR WILL REVIEW THE PERFORMANCE WITH THE APPRAISEE, RECORD THE ASSESSMENT & GIVE FEEDBACK TO HIM / HER THE SUPERVISOR WILL THEN REVIEW THE SAME WITH THE NEXT LEVEL SUPERVISOR & JOINTLY FINALISE THE RATING COMPLETED APPRAISAL & FEEDBACK FORM SHOULD BE FORWARDED TO THE HR DEPARTMENT
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THE NEXT STEP

y CAREER DEVELOPMENT PLAN y THE SUPERVISOR WILL IDENTIFY A CAREER DEVELOPMENT PLAN FOR THE APPRAISEE TO MEET CURRENT & FUTURE DEMANDS & RECORD THE SAME y THIS WILL BE USED AS AN INPUT FOR TRAINING & DEVELOPMENT FOR THE EMPLOYEE

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PERFORMANCE HISTORY WORKSHEET

y THE SUPERVISOR WILL ENTER THE

PERFORMANCE HISTORY WORKSHEETS & SEND IT TO HR DEPARTMENT

y THIS WILL HELP IN ANALYSING THE PROGRESS

OF INDIVIDUAL EMPLOYEE WHICH WILL BE INPUTS FOR THE INDIVIDUALS CAREER PROGRESSION

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Guidelines for preparing personal goals

1 Manage delivery of work units assigned. 2 Be responsible for doing coding, code reviews, testing, test reviews. 3 Write clear documents on development done in the assigned work units. 4 Ensure the organizations QMS processes are followed and implemented while executing the work units. 5 Network within the team, onsite/offshore to get the necessary clarifications to execute work units assigned.
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Guidelines for preparing personal goals contd.

Contribute project experiences as artifacts into the Knowledge Repository. 7 Align to the core value of the organization in all deliverables and interactions, within and outside the organization. 8 Carry out proper backup, documentation, etc. of assigned work units/ tasks. 9 Timeliness in response and deliverables at all times. 10 Have clearly defined learning goals for selfdevelopment.
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Assign Measurement Criteria

Assign Measurement criteria to each goal Not more than 5 goals per person. Maximum stretch to

be 7 What is not quantified cant be measured SMART goals need to be visible as part of the process Emphasis on Development rather than fault finding. If more than one supervisor, then last supervisor will collate the feedback from past supervisors

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