Performance Diary
• In order to facilitate you, we enunciate in the ensuing slides the following:
• Purpose of this system• Meaning for the Performance diary• How to go about when a critical incident occurs• Operating procedure• What is HR role• Notable points and • What to do if you need more information/data
PURPOSE OF THE PERFORMANCE DIARY
• This performance diary is meant to serve as a means of recording any “Critical incident” involving an employee
What is a critical incident?
• A critical incident is an actual occurrence or an event involving the appraise or done by him/her which has/is affected the performance either favorably or unfavourably.
How to go about when a critical incident occurs?
• Briefly note down the incident as well as its effects on the individual performance
• This would become a verifiable data which would be used during the appraisal / review
• Such recording should be done immediately – within 72 hours from the time of incident occurred. No observations can be added after 72 hours
• Any observation to have a] date, time and example or the actual occurrence – meaning it should not be an opened ended statement or views etc.
Who can view this?
• This can be seen by the immediate superior and the Reviwer only becoz -
• this is only a verifiable data for the Appraiser while doing appraisal
• Informally, the immediate superior would have communicated whatever he is observing to the concerned employee on a daily basis – orally
• This is not a communication channel with the employees
Operating procedure• The entire system is appended “ON LINE” in
My.Cavinkare.com
• The observations to be keyed-in by the immediate superior or the appraiser.
• Once the Appraiser press the button “Submit”; the sheet would be sent to the Reviewer. A mail reminding the Reviewer will be generated by the system automatically.
• If the Reviewer accepts the observation, the sheet would remain in the master and conversely, if the observation is rejected, a POP up message/mail would be sent to the HR for taking it forward.
Operating procedure – How to record the observation
GUIDELINES FOR THE SUPERIORS
• Log on to My cavinkare.com
• Change role as Superior
• You can see performance diary column and parallely employee reporting list.
• Select the employee and press “GO”
• You will get the required sheet for making the observation
• After observation please press “Submit”
• To see the previous and other observations, Click the total of no of observations provided in the first line
Operating Procedure – How to record the observation?
• Guidelines for Reviwer• A mail would be sent to you regarding observations
made
• Again log on to My.cavinkare.com and change role as Reviewer
• You can see a list of performance diary for your comments.
• After comments, please press “submit”. [please press Accept/reject before pressing submit].
Screen shot for pictorial understandingScreen – 1 – Change role screen
Screen Shot 2 – Appraiser/ Immediate Superior’s screen
Screen shot – 3 Superior observation screen
Screen shot – 4 – Reviewers screen while opening
Screen Shot 5 – Reviewer’s screen indicating observation list for comments
Screen Short 6 – Reviewer’s comment recording screen
General points for consumption – What HR would do with this?
• The entire observation would be part of the appraisal for the year under review
• Initiate counseling activity
• Take a leaf out of the good observation/favourable observations and disseminate to all concerned
Other Notable points
• This document is mandatory / critical to take any favourable or unfavourable action on the employee – irrespective of cadre and level
• If there is no events/incident recorded in respect of an employee, it would tantamount to that the concerned employee does not have a favourable or unfavourable points for observation
For clarification what to do?
• If you have any query, please contact Mr V Ganesan, Senior Manager HR at Corporate Office.
• Mobile No 97909 27356
• Ext 701