analysis of performance cum competency score card of executives
DESCRIPTION
The purpose of the study is to analyze the individual employee’s performance of the Company in a year by using the Key Performance Analysis (KPA) system. KPA system is effective in determining the technical, functional and cross functional skills of the individuals. This study gives a detailed description of the KPA system as well as how scientifically evaluates the performance of the Executives and Supervisors. According to the mark scored in the Performance Cum Competency Scorecard (PCCS), the bonus and incentives of the individuals are awarded so that it forms as a basic tool to improve their performance in upcoming years to achieve the organization goal. Therefore this study is used to know the importance of KPA system in this Corporation and how well it can be used objectively to evaluate scientifically, without bias the individual performance to achieve the organization objectives.TRANSCRIPT
-AJAY.S.P.(13MB5305)
Neyveli Lignite Corporation Limited, a “NAVRATNA” Government of India Enterprise, has a history of achievements in the last 58 years since its inception in 1956.
A pioneer among the Public Sector Undertakings in Energy sector.
It has a got a turnover of Rs 6992 Crores and yielded a profit of around Rs 1502 Crores Last Financial Year.
It operates Three Open cast Lignite Mines extracting 28.5 Million Tons per Annum and Three Thermal Power Stations with a total installed capacity of 2490 Mega Watts.
The electric power industry provides the production and delivery of electricity in sufficient quantities to areas that need through a grid connection. The grid distributes electrical energy to customers. Electric power is generated by central power stations or by distributed generation.
Thermal Power Station –I has been expanded based on the additional lignite available from Mine –I Expansion. The Scheme was sanctioned by the Government of India in February 1996 with a sanctioned cost of Rs. 1590 Crores.
This plant alone generates electricity of around 420 MW.
The purpose of the study is to analyze the individual employee’s performance of the Company in a year by using the Key Performance Analysis (KPA) system.
KPA system is effective in determining the technical, functional and cross functional skills of the individuals.
This study gives a detailed description of the KPA system as well as how scientifically evaluates the performance of the Executives and Supervisors.
According to the mark scored in the Performance Cum Competency Scorecard (PCCS), the bonus and incentives of the individuals are awarded so that it forms as a basic tool to improve their performance in upcoming years to achieve the organization goal.
Therefore this study is used to know the importance of KPA system in this Corporation and how well it can be used objectively to evaluate scientifically, without bias the individual performance to achieve the organization objectives.
IPAS is done in NLC upto the level of DGM and NUS from 2012-13.
It is formed in order to promote Performance Oriented Culture.
Enable continuous objective monitoring and evaluation of executives and supervisor against predefined targets.
Identify training requirements to meet competency gap.
Transparency is evident.
Provide the assessment of competencies in present job as well as the responsibilities to be given in mere future.
GRADE ROLE BAND
NUS(S1-S4) Role Band-I
E-1,E-2,E-3 Role Band-II
E-4,E-5& E-5A Role Band –III
E-6&E-6A Role Band -IV(i)
E-7 Role Band-IV(ii)
SL.NO ACTIVITY DATE
RESPONSIBI
LITY
CENTER
1 Performance planning 1st april-25
th April Reporting
Officer
2 Submission of PCCS Card
after Performance
planning to HR
30th
April Reporting
Officer
3 Issue of PCCS Card for
mid year review
20th
sep to 30th
sep HR department
4 Mid year performance
review
1st to 15
th October Reporting
officer
5 Submission of PCCS Card
after mid year review to
HR
20th
Oct to 30th
October Reporting
officer
6 Issue of PCCS Card for
annual assessment
15th
march to 31st march HR department
7 Annual assessment 1st April to 25
th April Reporting
officer
Reviewing
Officer
I&II
8 Submission of completed
PCCS Card to HR
30th
April to 5th
may Reviewing
officer II
9 Normalization /acceptance 6th
may to 30th
may Accepting
Authority (HR
to Coordinate)
10 Communication and
feedback to appraise
June Reporting
Officer
(Administrativ
e Support from
HR
department)
PERFORMANCE CUM COMPETENCY SCORE CARD(PCCSC)
Description
Role
band -I
Role
band-II
Role
band-III
Role
band –
IV(i)
Role
band-
IV(ii)
NUS(S1-
S2)
E1,E2,E
3
E4,E5,E5
A
E6&E
6A E7
Company MOU
index 5
Unit /division
MOU index 10 10 10 10 10
Individual/functio
nal Assignment
index
60 50 30 25 20
Role index based 10 15 15
Common index
based 10 10 10 10 10
TOTAL 80 70 60 60 60
COMPE
TENCIE
S/
SKILS
SET/
TRAITS
Functional
/technical 15 20 20 20 20
Cross sectional 10 10 10
Behavioral 5
Executive
Ability 10
Managerial 10 10
Leadership 10
TOTAL 40
GRAND
TOTAL 100 100 100 100 100
After the above process by the Reviewing Officers, PCCS Cards will be sent to the respective Accepting Authorities for final assessment and according grading as detailed here under.
Total Marks
out of 100
90& above Below 90 up
to 75
Below 75 up
to 60
Below 60 up
to 45
Below 45
Overall
grading
Out standing Very good Good Fair Poor
The Appraise and the reporting officer, has to conduct mid year review between Oct 1 to Oct 15 to track the progress on the KPAs and support (if any) required from the management to the appraise in achieving the targets.
The Appraise has to record the Road Blocks / constraints (if any) and required for completing the KPAs at part-II of the format.
The reporting officer shall document his views/ comments at part-II of the format at the end of the Midyear review.
PART-II
MID YEAR REVIEW (1ST OCT -15TH OCT)
Review on progress on the KPAs
Road blocks / constraints :
Areas of management support required:
signature of appraise
Comments of the reporting officer:
Signature of reporting officer
For use at the end of the Assessment year/ period by the appraise
The appraise
may record here
constraints faced
(if any)
NOTE: The Appraise may record in the space provided below special Achievements /
significant contributions (if any) during the assessment year/ period:
Signature of appraise
The Appraise has to evaluate his performance on the KPA/ targets at the end of the Assessment year/period, and shall record his actual performance against the target.
The reporting officer need to discuss the performance with the appraise and provide feedback, coaching and shall also identify/suggest Training & Development needs of the Appraise.
The reporting officer and reviewing Officer I&II shall evaluate the appraise against the weight-ages of respective KPA parameters / targets and the competencies.
Part –III competencies
(to be rated at the end of the assessment year/period )
S.No Competencies Marks
awarded by
reporting
officer(out of
20)
Marks awarded
by reviewing
officer-I (out of
20)
Marks
awarded
by
reviewing
officer-II
(out of
20)
A Functional& technical *(20 marks ) (any 5 competencies to be rated and all carry
equal weight age of 10 marks each)
A1
.
.
.
A5
Sub total for functional &
Technical(A)
Converted score for
A(multiply the sub-total with
0.4)(out of 20)
B Cross functional **(10
marks)(4 competencies
to be rated and all
carry equal weight-age
of 10 marks each)
Marks
awarded by
reporting
officer (out
of 10)
Marks
awarded by
reviewing
officer (out
of 10)
Marks
awarded by
reviewing
officer-II
(out of 10)
B1
.
.
.
B4
Sub total for cross
function (B)
Converted score for
B(multiply the sub-total
with 0.25) (out of 10)
C Managerial competencies
(10 marks)(5 to be chosen
by the reporting officer
at the end of the
Assessment year from the
list below and all carry
equal marks of 10 each)
Marks
awarded by
reporting
officer (out
of 10)
Marks
awarded
by
reviewing
officer-I
(out of 10)
Marks
awarded
by
reviewing
officer-II
(out of 10)
C1 Developing self & others
C2 Communication and
presenting
C3 Planning and organizing
C4 Quality and customer
focus
C5 Analyzing and interpreting
C6 Creating and
conceptualizing
C7 System orientation
C8 Result orientation
Sub total for managerial
competencies (c)
Converted score for
C(multiply the sub total
with 0.2)
Sum total of converted
score (A+B+C)(out of
20+10+10=40)
Part –V(to be filled in at the end of the assessment year(1st April to 30
th
April)/period
Score summary
Part Details Maximum
marks
Marks awarded by
Reporting
officer
Reviewin
g officer-I
Reviewin
g officer-
II
Normalizati
on
committee/
accepting
authority
I Sum total of
KPAs
(1+2+3)
60
III Sum total of
A(functiona
l &
technical
competenci
es)
20
Sum total of
(cross
functional
competenci
es)
10
Sum total of
C(manageri
al
competenci
es)
10
Grand total 100
While evaluating the performance,the biased views shall be avoided.
Scientific way of evaluation of the performance and improvement in areas where the individuals lacking.
Mid year review will reveal the performance level and competencies required for effectives functioning.
While the study was under taken certain limitations are encountered. The present study is subjected to the following limitations:
The study was subjected to the information provided by the executives/supervisors of the organization.
Due to insufficiency of the time the study not covered all the KPAs of the executives in the firm.
Another limitation of the study is that some executives of the company have declined to provide the required information.
The study reveals that the performances of the Executives are being evaluated through KPA system.
The KPA system and PCCS card are playing vital role in evaluation of the performance without any bias.
Marks/ Grading being done at the year end based on the actual performance against the committed task at the beginning of the year.
Based on the Marks/ Grade obtained, the Incentives and Promotions are awarded.
At the year end actual performance of the individual is first self evaluated and submitted to the reporting officers for awarding marks which are subsequently endorsed/modified by the reviewing officers.
The whole exercise reveals the Core Competence of the executives technical, functional and cross functional skills of the individuals.
In fine, the study conducted on Analysis of Performance Cum Competency Score Card of Executives in TPS-1 Expansion, is an effective tool in accessing the performance of the executives/objectives, and without any bias.