PHFO501 Manpower Requisition

Individual Integration and Evaluation Form

This Individual Integration and Evaluation Form is to allow the Manager an opportunity to evaluate the employees performance and job fit before confirming the new hire in the appointed position. During the probationary period, the employees performance should be assessed based on the role and responsibilities of the position and the agreed deliverables.

PART I: EMPLOYEE INFORMATION

Name:Muhammad Fadhil Mohd NawawiEmployee No.:K-1040814Business Line:TRA-KVMRT

Designation:Engineer llJoin Date: 4 August 2014

People Manager:Mark Duncan FerrisConfirmation Date:4 November 2014

PART II: GOALS DURING PROBATION PERIOD

1. Goals do not necessarily have the same priority nor capture the day-to-day activities and expectations of your role.2. Goals should be written so they meet the SMART criteria (i.e, Specific, Measurable, Actionable, Realistic and Time-bound)3. Please refer to Appendix A for goal ratings definition.

Goal TitleGoal DetailsAchievementsPeople Manager CommentsRating

1Familiarise with company policies and values

Complete AECOM online courses which are Anti Corruption and AECOM Code of Conduct.Completed the courses.

2Learn about design process

Understand the regulations and calculation method Updated design drawings based on clients requirement and performed calculations in line with design regulations

3Be more effective in managing workload

Plan ahead and prioritise more urgent works.Delivered submissions in timely manner.

4

5

PART III: PERFORMANCE (to be completed by People Manager during the second evaluation)Rating

For All EmployeesOEMIUX

Leadership & Influence Regardless of level, sets example of integrity, trust and performance. Acts ethically and models the AECOM Purpose and Core Values. Perseveres and demonstrates strategic thinking and influence skills. As appropriate to role, sets a vision for the future that inspires and motivates others.

AECOM Advocacy Acts in the best interest of AECOM at all times. Complies with all company policies and completes company requirements in a timely manner. Has an appropriate understanding of AECOMs goals and strategic direction, and stays informed about key company information and status. Maintains conditions that ensure a healthy and safe work environment.

Client Focus Is dedicated to meeting the expectations, requirements and agreements of external and internal clients/customers, and acts with them in mind. Establishes and maintains effective relationships with clients/customers and gains their trust and respect. Is passionate about solving clients problems and exploring new opportunities with them.

Functional & Technical Skills Possesses and demonstrates solid functional and/or technical knowledge, skills and abilities specific to role/level and applies them effectively in connection with business goals. Learns new information quickly and stays current in field. Has good business acumen

Excellence & Innovation Is committed to sustaining and accelerating AECOMs reputation for quality. Delivers excellent results in a timely manner. Uses established systems/processes appropriately to ensure quality of ongoing work. Where appropriate, develops new and innovative solutions that are actionable, add value and contribute to driving profitable growth. Is open to diverse suggestions/feedback and is committed to continuous improvement.

Planning & Decision Making Sets appropriate priorities and effectively manages resource requirements (e.g., time, talent, budget, materials). Solves problems, and makes sound and timely decisions based on analysis, experience and good judgment. Makes decisions that support the success of others

Collaboration & Interpersonal Skills Builds effective relationships and operates well across the matrix organization as appropriate to role. Proactively reaches out to stakeholders whenever needed, and works to overcome obstacles to get to win-win solutions for the company, clients, colleagues and self. Shares relevant knowledge and is seen as a team player. Shows respect, compassion, optimism and cross-cultural sensitivity.

Diversity + Inclusion Supports equal and fair treatment and opportunity for all employees. Recognizes and respects the value of individual differences at all levels of the organization. Is committed to promoting diversity and fostering an inclusive work environment. Actively reaches out to others for diverse perspectives and incorporates their input as appropriate.

Communication Demonstrates effective written and verbal communication skills. Communicates clearly, concisely and candidly. Shows ability to listen actively, and seeks to understand the viewpoints of others. Keeps others appropriately informed in a timely manner.

Change & Conflict Management Leads, manages and/or embraces change effectively as appropriate to role. Demonstrates personal composure, and is adaptable and flexible in ambiguous and/or fast-changing circumstances. Proactively manages conflict and views problems as opportunities.

For People Manager

Motivating Others Inspires trust and creates positive morale, engagement and sense of belonging. Is approachable, treats direct reports equitably and acts fairly. Creates a climate where people want to do their best. Shares wins and successes. Respects life balance for self and others.

Teambuilding Hires and retains top talent and provides employment opportunities equitably. Builds and maintains a high-performing team that effectively meets the needs of the organization. Fosters team collaboration and empowerment. Faces up to problems quickly and appropriately.

Managing Talent Proactively follows the performance management process: sets clear goals/expectations, monitors progress and gives valuable coaching, feedback and assessment. Equitably fosters the long-term development of others and promotes appropriate staff mobility. As applicable, completes all succession planning and other talent management activities in a timely manner.

PART IV: OVERALL RATING (to be completed by People Manager during the second evaluation)

Overall Rating of Employee Performance

OEMIUX

Comments:

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Recommendations:

|_| To be confirmed [for ratings O, E, M]

|_| To be extended for ________months [for ratings I, X]

|_| To be terminated [for rating U]

PART IV: ACKNOWLEDGEMENT

I acknowledged the ratings discussed and given to me, and my People Manager has explained the performance expected of me.

EmployeeSignatureDate

People ManagerSignatureDate

Human Resource RepresentativeSignatureDate

Appendix A: Rating Definitions

Ratings reflect performance for the entire probationary review period being evaluated. Any results achieved outside this time frame should not be reflected in this review.

Rating Description

Outstanding [O]Performance during the probation period consistently exceeded expectations by a significant degree. [Note: This rating reflects the highest performance in the company. Employee given this rating is usually confirmed in appointment.]

Exceeds Expectations [E]Performance during the probation period consistently exceeded expectations. [Note: This rating is typically earned by a relatively small percentage of employees who have consistently gone above and beyond what is expected for someone in their role. Employee given this rating is usually confirmed in appointment.]

Meets All Expectations [M]Performance during the probation period consistently met and may have occasionally exceeded expectations.[Note: This rating reflects successful performance and is typically earned by the majority of employees. It should not be misconstrued as average or mediocre. Employee given this rating is usually confirmed in appointment.]

Inconsistent [I]Performance during the probation period sometimes fell short of expectations; while some key expectations were met, others were not. [Note: Employees earning this rating should understand that future improvement is expected. Employee given this rating usually has their probation extended.]

Unacceptable [U]Performance during the probation period consistently fell short of expectations by a significant degree. [Note: Employee given this rating is usually terminated.]

No Rating [X] (exception only)Performance during the probation period cannot be appropriately assessed. [Note: This rating is used by exception only e.g. employee consistently unable to perform due to sickness. Employee given this rating usually has their probation extended.]

PHFO505 Change of Employment Status Assessment FormRevision 3 18 June 2008 Page 1 of 4Page 1 of 4SEA Revision 1, Jul 2013