invaterra performance management system presentation

8/11/2019 INVATERRA Performance Management System Presentation

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Performance Management System


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2007 iNVATERRA

Contents

- Objective of Performance Management System

- Performance Management

- Performance Review Model

- Performance Management Calendar

- Performance Review Tools and Results

- Performance Management Process Flow

- Performance Review Criteria

- Performance Appraisal and Feedback Forms- Performance Review Essentials

- Career Development at iNVATERRA


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2007 iNVATERRA

Objective of Performance

Management System

- Scope

- Value for Organization


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Performance Management

-Performance Matrix

Position Specific KPIs

Attitude

Aptitude

Knowledge

Skills

Engagement Specific KPIs

Roles

Skills


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Performance Review Model

360 Degrees


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Performance Management

Calendar

Performance Management Calendar\

Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec

1st Semi-Annual

Team Goal Setting

1st Semi-Annual

Performance Review

1st Semi Annual Review

Result/Reward Announcement

2nd Semi-Annual

Team Goal Setting

2nd Semi-AnnualPerformance Review

2nd Semo-Annual Review

Result/Reward Announcement


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Performance Review Tools and

Results

- Performance Scorecard

- Review Team

- Growth

- Monetary Benefits


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Performance Scorecard

Performance Scorecard

Position Specific KPIs Engagement Specific KPIs

Att itude Apti tude Knowledge Ski ll s Roles Ski ll s

Pun

ctuality

A

ttire

Co

nduct

Kn

owle

dge

Sh

aring

Own

ership

App

roach

Cre

ative

Thinkin

g

Initiativ

e

Busin

ess

Dev

el

opm

en

t

T

eam

Bu

ilding

Busin

ess

Str

ategy

C

ore

Busin

ess

SCR

UM

S

MS

O

ffice

Requ

irem

en

t

En

gin

eerin

g

An

aly

sis

Pr

oject

Pla

nnin

g

Active

Listenin

g

T

ime

Man

a

gem

en

t

Object

Ori

ented

Pro

gr

ammin

g

Team

Man

a

gem

en

t

Perfo

rman

ce

Man

a

gem

en

t

Pr

oject

Man

a

gem

en

t

Co

nflict

Man

a

gem

en

t

Men

toring/

Coun

sellin

g

Fac

ilitator

Comm

unic

ator

Motiva

tor

Help

er

Le

ader

Inn

o

vation

Attention

to

D

etail

Ti

mely

De

liver

y

Quality

of

Deliv

erable

Team

Integra

tion

Analyst x x x x x x x x x x x x x x xxxxxx x x x x

Junior

Consultant x x x x x x x x x x x x x x x xxxxxx x x x x

Consultant x x x x x x x x x x x x x x x x x xxxxxx x x x x

SeniorConsultant x x x x x x x x x x x x x x x x x xxxxxx x x x xJunior

Manager x x x x x x x x x x x x x x x x x xxxxxx x x x x

Manager x x x x x x x x x x x x x x x x x x xxxxxx x x x x

Senior

Managerx x x x x x x x x x x x x x x x xxxxxx x x x x

Director x x x x x x x x x x x x x x x x xxxxxx x x x xVice President x x x x x x x x x x x x x x x x xxxxxx x x x xChief

Operating

Officerx x x x x x x x x x x x x x x x

Matrix Position


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Att itude

Punctuality:

Coming office on time, Completing Working hours, giving

assignments on time, Putting Extra hours when required

Attire: Clothing and general appearance

Conduct: Body Language, speech, demeanor, behaviorKnowledge sharing: Ability and willingness to impart knowledge

Ownership: Ability and willingness to take responsibility for assigned or

expected work

Approach: Thought process and execution

Apti tude

Creative Thinking:

Ability to generate fresh ideas to optimize delivery of work, enhance

organizational performance and increase enterprise value.

Initiative: Readiness to embark on bold new ventures

Business Development: Ability to identify and pursue business opportunities

Team Building: Ability to create and nurture teams effectively

Business Strategy: Ability to carefully select and apply resources to obtain a sustainable

competitive advantage.


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Knowledge

Core Business: Understanding of organizations core business

SCRUMS: Understanding of SCRUMS

MS Office: Proficiency in MS Ofice Applications

Analysis: Understanding of information analysis

Project Planning Ability to use schedules such as Gantt charts to plan and

subsequently report progress within the project

environment.

Skills

Active Listening: Ability to listen and comprehend instructions effectivelyTime Management: Ability to manage time to enhance productivity

Programming Ability to grasp knowledge and understanding of new

technologies in software development.

Team Management Ability to manage teams for optimum productivity

Performance management Ability to deal with and resolve performance issues of team

membersProject Management Ability to apply modern management techniques and systems to

execute a project from start to finish. Ability to achieve

predetermined objectives of scope, quality, time and cost, to the

satisfaction of client.

Conflict Management Ability to deal with issues pertaining to conflicts arising

between team members, clients and resolve / mitigate

conflicts effectively

Mentoring / Counseling Ability to act as a role model and effectively coach team

members providing motivation and guidance.


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Engagement Specific KPIs

Role

Facilitator

Role external to a group whose purpose is to facilitate the group to

work more effectively.

Communicator Role communicates with others imparting valuable information and

keeping everybody up-to-dateMotivator Role keeps team members motivated and focused towards objective

Helper Role assists team members to achieve their goals in anyway

possible

Leader Role takes ownership of team performance and deliverables for a

project

Skills

Innovation Proposing and developing new techniques to increase efficiency and

effectiveness

Attention to Detail Possessing the quality of being meticulous

Timely Delivery Delivering work on time

Quality of Deliverable Delivery of quality work for project

Team Integration Adaptability and flexibility to work within different teams


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Results


- Review Team

- Growth

- Monetary Benefits


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Results


- Review Team

- Growth

- Monetary Benefits


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Growth


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Results


- Review Team

- Growth

- Monetary Benefits


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Performance Management Process

Flow

1. Team Goal Setting

2. Performance Review

3. Reward Announcement


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Performance Review Criteria

- Eligibility- Maximum Performance Points

- Performance Grade

- Matrix Promotion Criteria


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- Eligibility

- Maximum Performance Points

- Performance Grade



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Maximum Performance Points

Maximum Performance Points

Analyst 120

Junior Consultant 125

Consultant 135

Senior Consultant 135

Junior Manager 135Manager 140

Senior Manager 130

Director 130

Vice President 130


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- Eligibility


- Performance Grade



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Performance Grade

Score Grade Increment

95% -and above AAA 30%

91 - 94% AA 25%

87 - 90% A 20%

83 - 86% B 10%

79 - 82% C -


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- Eligibility


- Performance Grade



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Matrix Promotion Criteria

Junior ConsultantMinimum Education: Bachelors

Aggregate Performance Grade as Analyst: 4A

ConsultantMinimum Education: Bachelors

Aggregate Performance Grade as Junior Consultant: 8A

Senior Consultant

Minimum Education: Bachelors

Aggregate Performance as Consultant Grade: 12A

Junior Manager

Minimum Education: BachelorsAggregate Performance as Consultant Grade: 12A

Manager

Minimum Education: MastersAggregate Performance as Junior Manager / Senior Consultant Grade: 16A


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Matrix Promotion Criteria

Senior Manager

Minimum Education: Masters

Aggregate Performance as Manager Grade: 20A

Director


Aggregate Performance as Senior Manager Grade: 24A

Vice President


Aggregate Performance as Director Grade: 28A


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Performance Review and

Feedback Forms


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Performance Review Essentials

- While conducting performance review,reviewer shall stay focused and objectoriented.

- Reviewers shall remain unbiased whileconducting performance review

- Performance review shall give a true picture of

an individuals performance and reviewershave a moral obligation to convey this fact

- Fear of retaliation shall not hinder a justperformance review. Reviewers shall be

protected at all times. Performance reviewinformation details shall remain confidentialand will only be accessible by HR and the CEO


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Career Development iNVATERRA


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Thank You

Questions?

invaterra performance management system presentation

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