ANNUAL PERFORMANCE APPRAISAL

Agenda

■Purposes of Annual Performance Appraisal■Understanding of employees involvement and entitlement■Understanding of KPI/KRA■Discussion about Annual Performance Appraisal for 2013■Performance Review Committee

PURPOSE OF ANNUAL PERFORMANCE APPRAISAL

Main Purposes of Performance Management

■Development & Growth of Company■Future Goal Commitments (Planned Achievements)■Documentation of Good and Weak Performance■Feedback for Sub-Ordinate■Individual Rewards

EMPLOYEES INVOLVEMENT

AND ENTITLEMENT

Who Performs the Appraisal?

Immediate Supervisor / HOD Performance appraisal done by an employee’s manager and often reviewed by a manager one level higher (reviewing officer).

Who is involved?

EmployeesGroup 1■Who are due for their Annual Performance Review■With Minimum employment period of 12 months ■Who has been confirmed but length of service is less than 12 monthsGroup 2■Who are newbies but due to be confirm in upcoming months (due for confirmation appraisal).

Who gets the increments

**Base on management’s discretionsEmployees■Whose pay have not been adjusted for past 6 months■Who have been promoted without pay adjustment (past 6 months)■Who have been re-designated/transferred/re- employed and there is no pay adjustment given within the period of past 6 months■Must be a confirmed, full time and in permanent employment

Who gets the BONUS?

**Base on management’s discretionsEmployeesMust be a confirmed, full time and in permanent employment

KPI / KRA■What is KPI?■What is the minimum required KPI to be set for employee?■Why must the minimum KPI is 8?■What would be the aspect need to be covered for KPI’s?

ANNUAL PERFORMANCE APPRAISAL

PA Form – Section 1

PA Form – Section 2 (Competency)

Rating Scale

PA Form – Section 3, 4 & 5

PA Form - Final Overall Score

Rating Score Overall

5 4.5 - 5 Outstanding overall performance. Overall performance demonstrates a very high degree of expertise and serves as a role model of excellence for others.

4 3.6 - 4.4 Superior performance. Incumbent adds value to the organization beyond what is expected and is one of the key contributors within the organization.

3 2.6 - 3.5 Effective performance. A capable performer.

2 1.6 - 2.5 Improvement needed. Performance often does not meet expectations and requirements of the position. Incumbent requires more than normal amount of guidance and follow-up to achive some results.

1 0 - 1.5 Unacceptable performance. Performance is below minimum expectations and requirements of the position. Performance must improve or corrective action will be taken, up to and including termination.

Compute Final Score Score (%)(a)

Weight(b)

Weighted Score (a) x (b)

Section 1 Key performance Indicators (From Section 1) 2.45 70% 1.72

Section 2 Competencies (From Section 2) 2.50 30% 0.75

  Final Score 2.47

Q & A Q & A