mid year performance review - hr.iifl.inhr.iifl.in/uploadedfiles/emphandbook/_2_9_mid year... · a...
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Mid Year Performance Review
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A Mid Year Performance Review is an essential aspect of the overall employee performance management process. It involves an open ended discussion in middle of a year which enables the employee and IRA to evaluate on the achieved performance during first half of financial year and carry an effective strategizing & planning for the latter half. Objective:
• To review the performance and assess the progress in first six months
• To facilitate timely feedback to employees on their performance and assist in achieving the set
yearly goals
• To gauge the gap between the actual and the desired performance
• To identify and address the individuals need gaps to enhance efficiency
• To capture requisite datasets to help in career progression
Coverage: • All C-Code employees joined by 31st March 2015 are eligible for Mid Year Performance Review
Mid Year Performance Review
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Advantages
• A valuable tool to evaluate and analyze performance against the predefined IPMs
• Addressing need gaps in a timely manner
• Ensuring right direction to attain goals and focusing on priorities
• Help in achieving organizational strategic goals by developing and training individuals
• Enhancing interpersonal skills between employee and IRA
Mid Year Performance Review
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Individual Performance Measures (IPMs) are the goals or objectives that the employee needs to achieve for a particular year. IPM’s are set the beginning of the financial year in Goal Setting Activity. Goal setting is the process of deciding what an employee has to accomplish at the end of the year it also helps in devising a plan to achieve the result desired by the organisation. At IIFL , any job can be segregated in any predefined 4 different parameters naming Customer, Process, Finance & Employee to aim at overall growth of an employee along with organisational development. On these parameters the performance of an employee is measured. (Minimum 4 & Max 8 IPMs can be mentioned) The Goals should be SMART. Setting of realistic goals through SMART techniques should be followed. SMART specifies Specific, Measurable, Attainable, Relevant & Time-bound. At IIFL we emphasize in setting SMART Goals which results in motivating employees & building their self confidence. The weightage against each IPM is entered by the Employee in the system. It is the reflection of amount or importance of a particular IPM on the person’s performance. The sum of weightage of all IPMs in all parameters put together must be 100%
Individual Performance Measures (IPMs)
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Reward System - Rating
Rating Scale: Ratings are the scores given to employee against each IPM on the basis of performance of the employee relative to other employees performing similar jobs at IIFL by IRA / Reviewer / HOD. Performance Ratings determines an employees overall performance during the time period. The Various Ratings at IIFL are : • Flyer (4): It indicates that exceptional performance is demonstrated , high accomplishments of task are
made in areas besides current job role without much supervision. Is recognized as an expert in his or her job area.
• Runner (3): Employee performs assigned responsibilities in a manner that consistently exceeds
expectation, as demonstrated throughout the review period. Takes initiative to seek information or clarification of policies, procedures or objectives. Takes on additional tasks assigned without defaulting in other assigned activity areas
• Walker (2): Employee performs assigned responsibilities throughout the review period. Has ethical work habits, follows established work schedule, completes projects and tasks and produces acceptable output of work
• Learner (1): Employee performs assigned responsibilities in an unsatisfactory manner, has not responded
to constructive feedback, or has not improved performance.
"Performance" includes not only how well the employee carries out the specific tasks or responsibilities of the job, but also includes work habits or behaviors that impact customers, co-workers or the general work environment
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Giving Feedback In A Mid Year Review
Feedback is a significant element during the Mid Year Performance Review. One to one feedback sessions between the employee and IRA is important in order to recognize employees’ accomplishments, provide guidance to employees for further progress and improve performance.
Feedback session at IIFL will play a twin role evaluating employees’ performance and also serve as an enabler towards employees’ career advancement.
Feedback can reinforce existing strengths, keep goal-directed behaviour on course, clarify the effects of behaviour, and increase the recipient’s ability to detect and remedy errors independently. Both appraisers and appraisees can use the tips below to learn to receive and give feedback more effectively.
Feedback is effective when the IRA ensures that it:
• is descriptive rather than evaluative; • is focused on the employee’s behaviour rather than the
employee as a person; • is specific and based on information rather than general
and based on impressions; • provides information from their own experience; • reinforces positive new behaviour and what the
subordinate has done well; • suggests rather than prescribes avenues for
improvement; • is continual rather than sporadic; • is intended to help; • contributes to the rapport between the IRA and the
employee and enhances their relationship.
Receiving Feedback Effectively by employee:
• Listen effectively to the feedback given • Be aware of your non-verbal responses • Be open & receptive to new ideas and different
opinions • Understand the feedback before responding to the
it • Ask questions for clarification • Follow up on Feedback given, post implementing it
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Process Flow
IPM Setting
(Beginning of
Financial Year)
Mid Year Performance
Review
(Mid Year Review)
PARS
(Annual Appraisal End of Financial Year)
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Step 1: IPM Setting Stage– Employee
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Section A displays the details
of the employee
Mouse over help icon for the
Help Information
Click on My IPM
Click here to minimize and
expand Section B
Click Here for IPM Setting
Click on
Performance Alignment
IPM Setting – Employee
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Employee selects the
Parameter from Dropdown Employee enters
Measurement Criteria Employee enters Individual
Performance Measures (IPMs)
Employee enters
Weight age
Employee Clicks on ‘Save’ Note : Minimum 4 & max 8 IPMs
Select Appraisal Calendar
IPM Setting – Employee
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Select Goals to Submit for
approval from Saved goals
Click on ‘Submit’
Note: Total weight age of goals to be
submitted should be 100%
IPM Setting – Employee
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Select Goals to submit for approval
from Saved goal
Notification message post Submission
IPM Setting – Employee
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Step 2: IPM Setting Stage - IRA
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IRA clicks here to
approve Pending IPMs
IPM Setting
IPM Setting – IRA
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IRA clicks on Employee
to approve his IPM
IRA approves/ Rejects IPM and
enters comments against each IPM
IRA Clicks on Approve
IPM Setting – IRA
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Notification Message to display IPM setting stage is completed
Notification message post submission
IPM Setting – IRA
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Step 1: Mid Year Performance Review - Employee
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PARS Stage
EMPLOYEE LOGIN
Section A displays the details
of the employee
Click here to minimize and
expand Section B
Click for entering Self Appraisal
Click on
Performance Alignment
Mid Year Performance Review– Employee
Mid Year Performance Review
Click here for Mid Year
Performance Review
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Click here to view IPM content
and Measurement Criteria
Employee enters ‘Extent of
Achievement’ against each IPM
Click on ‘Save’ to save
Mid Year Performance Review– Employee
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Click on ‘Training’ section
Click ‘Add’ to select training from
available courses
If required training is not available in list
it can be added in the text box
Mid Year Performance Review– Employee
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Select from required
course title
Click on Choose
Particip
ant
Select Location, Type and
Category, click Go
Mid Year Performance Review – Employee
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Click on ‘Save’ to save
Mid Year Performance Review– Employee
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Click on Strengths
and Development
Employee enters
Strengths
Employee enters
Development Area
Employee Saves & Submits
Mid Year Performance Review– Employee
Mid Year Performance Review
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Notification Message to display Mid Year review is submitted successfully
Mid Year Performance Review– Employee
Mid Year Performance Review
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Step 2: Mid Year Performance Review -
IRA
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Mid Year Performance
Review
Mid Year Performance Review– IRA
IRA clicks to view and continue
the mid year review process
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IRA clicks on Employee name to
proceed with the mid year
review process
Mid Year Performance Review– IRA
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IRA selects the Rating
against each IPM
Click here to view IPM content
& Measurement Criteria
IRA can view
Calculated Rating Click here to Save
Click on Goals
IRA enters comments for
the employee against each IPM IRA can view employees
‘Extent of Achievement’
Mid Year Performance Review– IRA
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Click here to Save
IRA selects Rating against
each Competency
Click on
Competencies
Mid Year Performance Review– IRA
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Click ‘Add’ to select training from
available courses
If required training is not available in list
it can be added in the text box
Click on ‘Training’
section
Mid Year Performance Review– IRA
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Select from required
course title
Click on Choose
Particip
ant
Select Location, Type and
Category, click Go
Mid Year Performance Review– IRA
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Click on ‘Save’ to save
Mid Year Performance Review– IRA
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IRA can view the Strengths &
Development Areas entered by
employee
Mid Year Performance Review– IRA
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Click here to Save
IRA clicks here
to Approve
IRA clicks on
Overall Comments
Mid Year Performance Review– IRA
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Notification Message to display
Appraisal is submitted successfully
Mid Year Performance Review– IRA
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Step 3: Mid Year Performance Review -
Reviewer
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Reviewer clicks here to view and
continue with mid year review
process
Mid year
Performance
Review
Mid Year Performance Review– Reviewer
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Reviewer clicks on Employee name to
proceed with the mid year review
process for the particular employee
Mid Year Performance Review– Reviewer
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Reviewer can view comments
given by IRA & may add comments
against each IPM for the employee
Reviewer can view Ratings given
by IRA & may modify if required
Click on Save
Mid Year Performance Review– Reviewer
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Reviewer enters
Over all Comments (Mandatory)
Reviewer can view Goals, Competencies,
Training, Strengths & Development Click on Overall
Comments
Click on Save & Approve
Mid Year Performance Review– Reviewer
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Step 4: Mid Year Performance Review -
HOD
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HOD clicks to view and continue
the mid year review process Mid Year
Performance
Review
Mid Year Performance Review– HOD
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HOD clicks on Employee name to
proceed with mid year review process
Mid Year Performance Review– HOD
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HOD enters Over all
Comments (Optional)
Click on Overall
Comments
HOD selects the
Final Rating from
the drop down
Click on Save & Approve
HOD can view Goals, Competencies,
Training, Strengths & Development
HOD can view comments
given by IRA & Reviewer
Mid Year Performance Review– HOD
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Notification Message to display HOD comment / Appraiser’s Feedback edited successfully
Mid Year Performance Review– HOD
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31
Thank You !