evaluation manual

December 2012

2012 Annual Evaluation

Evaluatee Manual

MANUAL CREATED BY GLOBAL HR PART, HUMAN RESOURCES TEAM

TABLE OF CONTENTS

Annual Evaluation Introduction

Grading System & Distribution

Evaluation Process

System Instructions (GHR Partner)

Other Important Information

SAMSUNG C&T CORPORATION Engineering & Construction Group. All Rights Reserved. For questions, contact DAVID J KIM ([email protected])

ANNUAL EVALUATION INTRODUCTION

Annual Evaluation Introduction

• What is Annual Evaluation?

- The Annual Evaluation is a comprehensive evaluation process to gauge the performance and competencies of overseas staff members to enhance their efficiency and provide incentives. The results are used to manage local personnel, determine needs for training opportunities, and set basis for next year’s salary increase and/or promotion. • Who is evaluated? Who performs the evaluation?

- The overseas personnel who are subject to annual evaluation are staff members who have been employed with the company for at least 6 months prior to start of evaluation date. (For 2012 Annual Evaluation, you must have been hired on or before June 14th, 2012) - The 1st evaluator is the direct supervisor of the evaluatee, and the 2nd evaluator is the head of the office, site or the senior supervisor.

1. Perform Competency Assessment and Performance Appraisal to evaluate this year’s accomplishments. (Self-Evaluation, 1st Evaluation, 2nd Evaluation)

2. Determine performance goals to achieve by next year’s annual evaluation & record them on the system.


• When is the Annual Evaluation performed?

- The annual evaluation is performed every year in December (exact dates may vary from year to year), and personnel are evaluated for their performance and competency during the period of 1 year, from December 1st to November 30th prior to start of evaluation. The length of the evaluation is approximately 1 month including self-evaluation, 1st evaluation, 2nd evaluation, and RHQ adjustment. • How is it performed? What is the process?

- The Annual Evaluation is performed by using the GHR Partner system. The evaluation system is set up by the Human Resources Team at the Headquarters and notifies the personnel at each stage of the evaluation (e.g. evaluation, goal setting, etc.). The detailed process and step-by-step manual for each step can be found in the following pages.

COMPTETENCY

ASSESSMENT

PERFORMANCE

APPRAISAL

NEXT YEAR’S

GOAL SETTING

INPUT GOAL

FOR 2012

This step is added for this year’s evaluation ONLY because this is the first time using the system, and no

goal is currently input.

Normal process of Annual Evaluation


‘12 Annual Evaluation Schedule


GRADING SYSTEM & DISTRIBUTION


Evaluation Grading System

Evaluation Grade (Corresponding Letter)

EX VG GD NI US

= Excellent

= Very Good

= Good

= Needs Improvement

= Unsatisfactory


Evaluation Grade Description

Description Grade Behavioral Indicator

Excellent EX Consistently exceeds in their work. Has fully developed

in his/her role. No guidance or direction needed.

Very Good VG Fully understands all tasks and duties and usually

performs to a high standard.

Good GD Performs all tasks and duties without difficulties.

Has the required ability and understanding to achieve and develop.

Needs Improvement

NI Has a basic understanding of duties and tasks but he or she could do better by improving and developing skills, ability

and knowledge to become more efficient.

Unsatisfactory US Rarely achieves. Has to be consistently supervised.

Has no interest in the tasks, duties and Division.


Distribution Ratio

NOTE: After all evaluations are finished, the head of Regional HQ decides the annual performance ratio (or distribution ratio) for each RHQ. This may affect the final evaluation grade of the evaluatee.

Description Excellent Very Good Good Needs

Improvement Unsatisfactory

Grade EX VG GD NI US

Performance Ratio

10% 25% 55% 10% Total

Since the Annual Evaluation is relative to the performance of the entire RHQ, the final results must fit into the normal curve of distribution ratio per RHQ as below.


EVALUATION PROCESS


2012 Evaluation Process

2012 Goal Inputting

Self-Evaluation of 2012

1st Evaluation

2nd Evaluation & 2013 Goal Setting

RHQ Adjustment

Final Confirmation by HQ

Show Results


SYSTEM INSTRUCTIONS (GHR PARTNER)


Step 1: Open

Internet Explorer

Step 3: Click “Run”

Step 4: Click “Run,” again

Step 5: Click “OK.” You will not need to run steps 1-5

again, from now on. Once the GHR-Partner icon

has been created on your desktop, you simply

need to double-click the icon to access the GHR-

Partner website.

Installing GHR-Partner

Step 2: Type in the URL

http://65.253.2.134:8801


Logging into GHR-Partner

mySingleNOT

mySingle

1. Double-click the newly

created GHR-Partner icon,

located on your desktop.

2. Proceed to the next page of

this manual.


Log in to GHR-Partner

You will be brought to this page when you double-click the GHR-Partner Icon.

Step 1

User ID: Type in your ID

(Usually, your Employee Number)

Step 2

Password: Type in your personal

password (Default is your

birthday in YYYYMMDD format)

Step 3

Corporation: Begin typing and you will see

a scroll down menu to the right. Select the

appropriate corporation that you belong to.

Step 4 Click “Login.”


Appraisal Process

‘12 Goal

Setting

End of the Year Evaluation

Self

Evaluation

1st

Evaluation

2nd

Evaluation

Check

Results

‘13 Goal

Setting


Step 1: Check that your name and Employee ID # is correct.

’12 GOAL SETTING SELF EVALUATION ’13 GOAL SETTING


Step 2: Click on “Register Objectives”



Step 3: Check your 1st & 2nd Evaluator

Step 4: Type your goals & objectives for 2012 (i.e. goals to achieve by end of 2012) Decide the weight of importance of goal.



Step 4: Click “Register Additional Item” to add other goals you aim to achieve. You can add multiple goals, as long as the total weight of goals equals 100.

IMPORTANT It is very important to SAVE frequently so that you will not lose your data if a system problem occurs or if you are forced to log out due to inactivity.



Step 5: After you have filled out all of your goals, SAVE first, then click “Submit.”

READ!




After you have submitted your objectives, wait until your 1st Evaluator has confirmed your goals. It is recommended that you discuss with your supervisor before confirming your goals.


Appraisal Process

‘12 Goal

Setting


Self

Evaluation

1st

Evaluation

2nd

Evaluation

Check

Results

‘13 Goal

Setting



Step 1: After logging into GHR Partner, click on “Self Evaluation.”



Step 2: Begin your self evaluation of Competencies

IMPORTANT Remember to SAVE frequently!



Step 3: Scroll down


Step 4: Complete the “Employee Comment” section. You must describe in detail why you have given yourself the above grades.



Step 5: Scroll down


Step 6: Here, you can see the objectives you have input. Write your honest comments in detail. Based on your comments and actual achievements, rate your performance over the past year.



Step 7: Give your final rating based on your self competency assessment and performance appraisal. When writing your final comments, be specific about your achievements and/or shortcomings, reasons for such results, what you have learned, etc.

Step 8: SAVE and CONFIRM



After you have finished, wait until 1st evaluation and final evaluation are finished. You will not be able to see the results until the end of the evaluation term.

During final evaluation, you must begin ‘13 Goal Setting.


Appraisal Process

‘12 Goal

Setting


Self

Evaluation

1st

Evaluation

2nd

Evaluation

‘13 Goal

Setting

Check

Results


Step 1: Click on “Register Objectives”


Follow the same steps and guidelines as you did for 2012 goal setting. These goals will be used to direct your duties for the following year and will be used to evaluate your achievements during the Annual Evaluation next December.


Appraisal Process

‘12 Goal

Setting


Self

Evaluation

1st

Evaluation

2nd

Evaluation

Check

Results

‘13 Goal

Setting


OTHER IMPORTANT INFORMATION


Important Information

※ SAVE FREQUENTLY! If you encounter system issues but did not save, you will lose all data. ※ If inactive for 30 minutes or more, you will be automatically logged off. Therefore, it is highly recommended that you: - First write your evaluation on Microsoft Word or other word processor software, then copy-paste it onto the comments section, OR - Take note of what you want to write, type in the comments section within 30 minutes, then save after every input. ※ It is very important to have conversation between evaluatee and evaluators during goal setting because: - Both parties will know exactly what to expect for next year’s achievements, - There will be a clear direction for the employee to follow, and - These goals will be used for next year’s Annual Evaluation.


Important Information

※ It is very important to have conversation between evaluatee and evaluators during evaluation because: - Both parties can talk about successes and shortcomings, how to continue successful achievements, and how to enhance performance to improve in areas of shortcoming for the future, - It is crucial to set transparent expectations and goals for the following year, and - It will be used for next year’s Annual Evaluation


If you have questions about what kind of goals to input… If you have questions about how to access GHR Partner… If you are experiencing problems with GHR Partner… For any other questions or comments…

Contact : YOUR SUPERVISOR (usually your 1st

evaluator)

Contact : YOUR HR MANAGER at your office/site




Global HR Part

HUMAN RESOURCES TEAM

December 2012


evaluation manual

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