2018 performance managementsystem - julphar 2018 year-end...2018 year endreview confidential data...

2018 Performance Management System

Conf ident ia l Data – July 2018

Julphar Talent Center

PART3

The Year-end Appraisal


2018 Year EndReview


• The associate reviews the objectives set at beginning of year,including:

a self-rating (1,2,3,4,or 5) for eachobjective

a self-rating (1,2 , 3, 4 or 5) for each Value &Behavior

• Manager and Associate meet to discuss the associate’s self-appraisal and

manager’s perspectives

• The discussion should focus on:

1. What went well

2. What should improve next year

3. Performance Improvement Planning (if necessary)

4. Strengths/Development Needs

(Performance & Behavioral)

3

2%-6%


10%-14%

70%-80%

6-7%

2-3%

1

BelowExpectations

2

Partially

Meeting

4

Exceeds

5

Exceptional &

Outstanding

PerformerExpectations

expectations expectations

Performance Ratings

3

Meets

No

. ofA

ssoci

ates

Desired Performance Distribution Curve

Tips For Appraisal Coaching Session


5

Golden Rules For Successful Appraisal CoachingSession

1. Be active listener

2. Ask open ended questions

3. Create a dialogue and build rapport

4. Let employees suggest solutions and recommendanswers

to their problems.

5. Always ask the employees for what support theyneed to

improve their performance.

Tips For Appraisal Coaching Session


6

1. What wentwell

• Start with positive, prepare the accomplishments inadvance

• Convey your enthusiasm for the process – both the opportunity to recognize

and acknowledge great work as well as the opportunity to identify mutually

agreed upon solutions to challenges.

• Be an active listener, let the employees to express their opinions andshare

ideas

2. What should improve next year

• Allow ample opportunities for your staff member to respond to your comments

• Work on problem-solving together rather thanblaming.

• Identify what were the obstacles, suggestions for overcoming the obstacles and

ways to solve the problem together for the next year.

• Giving constructive feedback will provide direction for the coming yearand

clarify expectations.

3. Performance Improvement Planning (if necessary)

• Identify performance gaps and agree on set of actions toaddress

development areas.

• Identify what needs to be done and achieved (main tasks, projectsor

deliverables)

• What support is required (skills and knowledge that need to be developed

further so that the staff member can achieve what they have agreed to in the

plan and how these will beaddressed.

• Monitor the progress during the mid year review and take correctiveactions

when needed.


4. Strengths/Development Needs (Performance & Behavioral)

• Identify areas where development should take place and let the employeepropose

the more specific ways to accomplish this.

• Put EDP ( Employee Development Plan)

• Determine the appropriate learning methods and resources that will beneeded

• Define the measures or criteria that will be used to determine if the targeted

learning has been accomplished.


Objectives and Performance standards example :


Value Performance Standards

Respect • Treat others with dignity and respect at alltimes

• Listens to others and objectively considers others’ ideas andopinions,

even when they conflict with one’sown.

• Treats others with respect, and fairness; gives proper credit to others;

stands up for deserving others and their ideas even in the face of

resistance or challenge

Integrity • Demonstrates integrity, honesty; keeps commitments; behaves in a

consistent manner.

• Disclose any potential conflicts of interest in a timelymanner

• Strictly follow organization’s policies , Handle confidential personnel

records appropriately and do not share confidential information

Teamwork • Actively participates as a member of a team to move the teamtoward

the completion of goals.

• Maintains strong, personal connections with team members andkey

stakeholders.

• Adheres to the team’s expectations and guidelines; fulfills team

responsibilities; demonstrates personal commitment to the team.

Value Key standard actions

Learning &

Developme

nt

• Seeks and uses feedback and other sources of information to identify

appropriate areas for learning

• Continuously and actively Seeks and participate in learning and

development activities that help fulfill learningneeds.

• Puts new knowledge, understanding, or skill to practical use onthe

job; and share knowledge and skills with others.

Custom

er Focus

• Actively seeks information to understand customers’circumstances,

problems, expectations, and needs

• Builds rapport and cooperative relationships with customers

• Takes action to meet customer needs andconcerns

• Follow up with customers to make sure needs are beingmet

Caring • Dedicates required time and energy to assignments or tasks toensure

that no aspect of thework is neglected

• Establishes criteria and/or work procedures to achieve a high levelof

quality, productivity, or service

• Safeguarding company assets.


Objectives and Performance standards example :

Part 1 Guide : Employee


1

2


Step 1: Login to the system1. First you need to write your Card (The new) ID No. (Ex. 10000XXX) as Username

& your password is julphar (small letters). 2. Press Login Button.

http://www.julphar-careers.com/performance/Website Link:

http://www.julphar-careers.com/performance/

Step 2 : Change your password & Insert your Email ID

1. This page will show your account details.

2. It is mandatory to change your password and use a different one (Password must be a

combination of numbers and characters and at least 6 characters).

3. Write your Julphar Email. (Those who are not having Julphar email you may use an external

email address.)

4. Press Save

1

2

3

4

1


1. This page shows The 2019 and 2020 Performance Management System

Calendar.

2. Press on 2019 Year End review (Start Button) to start your end year review

(appraisal). > Start

1

2

1

1. Put your examples for the achievement of the objective that reflects and justify the rating.

2. Select the rating from 1 to 5 for the objective.

3. Repeat step (1) and (2) for all your objectives.

2

3


3

to saveonly and complete later or you can press on (confirm and submit)

1

1. Select the rating from 1 to 6 for everyJulphar core value and be readywith examples for each

value that will demonstrateand justify your rating.

2. You canpress

2


to submit the evaluation to your manager.

1

Part 2 Guide : Manager


1


1. This page shows The 2019 and 2020 Performance Management System

Calendar.

2. Press on 2019 Year End review (Start Button). > Start

1

2

1

1. Use the same steps in employee guide for self evaluation.

2. Press TEAM EVALUATION BUTTON to start your team evaluation (Year End Review).

2


1

1


1. Choose the employee you want to evaluate and Press EVALUATE BUTTON .

1

2


1. Put your examples for the achievement of the objective that reflects and justify the

rating.

2. Select the rating from 1 to 5 for every objective.

1. Select the rating from 1 to 6 for every Julphar Core Values .

2. Put your final comments and recommendation.

2


1

2

1 2 3


You can PRESS SAVE AND CONTINUE LATER

You can press REJECT EVALUATION to return it back to the employee for review and edit.

If you are satisfied with all records, Press CONFIRM AND SUBMIT to submit the evaluation to HR Department.

Part 3 Guide : Directors or Head of Departments


1. Directors and Head of Departments can view full department evaluation by pressing the FULL

DEPARTMENT EVALUATION

2. Directors and Head of Departments can view every employee evaluation by pressing the VIEW

button.

1

2


For any further support you need, Kindly don’t hesitate to contact us:

Julphar Talent CenterT: 00971 7 2045 214

F: 00971 7 2462 462

Email : [email protected]


Thankyou

mailto:[email protected]

2018 performance managementsystem - julphar 2018 year-end...2018 year endreview confidential data...

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