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DEVELOP PERFORMANCE APPRAISAL

FORMAT FOR SCIENTIFICORGANIZATIONS

BY SUMIT NEGI

PANKAJ MISHRA

VIRESH NARKAR

ABDUL BASIT

UPESH MEHTA


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MEANING A performance appraisal, employee appraisal, performance

review, or (career) development discussion[1] is a method by whichthejob performance of an employee is evaluated (generally interms ofquality, quantity, cost, and time) typically by thecorrespondingmanager or supervisor.

[2] A performance appraisal is

a part of guiding and managing career development. It is theprocess of obtaining, analyzing, and recording information aboutthe relative worth of an employee to the organization. Performanceappraisal is an analysis of an employee's recent successes andfailures, personal strengths and weaknesses, and suitability forpromotion or further training. It is also the judgement of an

employee's performance in a job based on considerations otherthan productivity alone.
http://en.wikipedia.org/wiki/Job_performancehttp://en.wikipedia.org/wiki/Job_performancehttp://en.wikipedia.org/wiki/Job_performancehttp://en.wikipedia.org/wiki/Employeehttp://en.wikipedia.org/wiki/Evaluationhttp://en.wikipedia.org/wiki/Performance_appraisalhttp://en.wikipedia.org/wiki/Evaluationhttp://en.wikipedia.org/wiki/Job_performancehttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Evaluationhttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Managementhttp://en.wikipedia.org/wiki/Supervisorhttp://en.wikipedia.org/wiki/Performance_appraisalhttp://en.wikipedia.org/wiki/Career_developmenthttp://en.wikipedia.org/wiki/Productivityhttp://en.wikipedia.org/wiki/Productivityhttp://en.wikipedia.org/wiki/Career_developmenthttp://en.wikipedia.org/wiki/Performance_appraisalhttp://en.wikipedia.org/wiki/Supervisorhttp://en.wikipedia.org/wiki/Managementhttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Evaluationhttp://en.wikipedia.org/wiki/Employeehttp://en.wikipedia.org/wiki/Job_performancehttp://en.wikipedia.org/wiki/Performance_appraisal


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Confidential | Copyright Larsen & Toubro Infotech Ltd.

April 28, 2012

Presentation subject to come here

Performance Management System (PMS)Overview


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Initiation

Allocate

Appraiser and

Reviewer

Appraisee

Feedback on

process

Evaluation

Appraisal

discussion i.e.

Discussion on

performance &development

plan

Performance

evaluation by

Appraiser &

Reviewer

Appraisal

Trigger

Record results

achieved and

submit forevaluation

Performance

Review

Periodic reviews

on progress of

committed work

Commitment

Planning


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Initiation Commitment Planning Performance Review Appraisal Trigger Evaluation Appraisee feedback

What is the basic PMS process we follow for all appraisals?


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MUST KNOWs about

Project Connect

An independent work-allocation system that captures information about the projects

in the organization. That includes Project ID, duration of the project, start and end

date of the project.

Role Allocation

Allocating an Appraiser and Reviewer to an Appraisee.


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Initiation


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MUST KNOWs about

CommitmentMeasurable objective based on the units committed work and individual goals,

collaboratively defined by the appraisee and superior.

Commitment Setting

It is recommended to have 3-5 Commitments. A sample:

Approval of Commitments

The stage where Appraiser finally approves the Appraisees commitment sheet


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Commitment Perf Std- A Perf Std- B Perf Std- C TargetUnit of

MeasurementQT/QL

Time Sheet

Compliance per

month for the

team

>95 90 - 95 < 90 >95 % compliance Quantitative

Commitment Planning


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MUST KNOWs about

Performance Review

Performance objectives at the unit and individual levels are periodically reviewed todetermine their continued relevance, and, if needed, they are revised.


7Initiation Commitment Planning Performance Review Appraisal Trigger Evaluation Appraisee feedback

Performance Review


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MUST KNOWs about

Appraisal Trigger

Recording Results Achieved and submitting the commitment sheet to Appraiser for

evaluation.

Results AchievedWork done against the commitments planned.



Appraisal Trigger


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MUST KNOWs about

Approval of Results Achieved

Appraiser has to approve/reject the Results Achieved entries recorded by the

Appraisee. Appraiser can rate only after approving the Results Achieved sheet

Rejection of Results AchievedAppraiser can reject the achievements submitted by Appraisee for evaluation. This/her

can be done for all types of appraisal. The Appraisee will enter the revised results

achieved and submit to the Appraiser for evaluation

Continued..



Evaluation


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MUST KNOWs about Rating Scale: Each Commitment is rated on 3 point scale:

A --------- Value of 3, indicating exceeds requirements

B --------- Value of 2, indicating Meets requirements

C --------- Value of 1, indicating Below requirements

Score after evaluation on rating scale is simple arithmetic mean or Average of rating on

commitments, calledACR (Annual Commitment Rating)

Eg: CR1 : 3 (A), CR2: 2 (B), CR3 : 2 (B), ACR = (3+2+2) / 3 = 2.3

The behaviour or results that an employee is expected to exhibit when they are successfully

performing the job are Performance Dimensions (PD). Following eight PD are identified:

Quantity of Work, Quality of Work, Timeliness of Delivery, Customer Value Added, Team/Unit

Contribution, Use of Resources, Independence and Work Habits.

On the basis of the ACR, System identifies Performance Dimension Band (PD Band) on the

Performance Dimension. Eg: In above case, ACR = 2.3 so PB = (3*2.3)+1, (3*2.3), (3*2.3-1) = 7,6, 5

Each PDs are then rated on a scale of 1 to 9.

Final appraisal score is called Performance Index (PI) which is Sum of Rating on each

performance dimension.



Evaluation

ACR PD band PI


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MUST KNOWs about

Feedback

The Appraisee must give feedback about the appraisal process in the system.



Appraisee Feedback


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1. Project End/Task End i.e.

1.4 When there is change in

Appraiser/ Reviewer

1.3 When Appraiser exits from

the project/task

1.1 When Project comes to an

end

1.2 When Appraisee exists

from project/task

4. Annual Appraisal at the end of

financial year ( if annual

appraisal is mandatory)

2. Confirmation

3. Project/Task appraisal review at

the end of the financial year

Appraisal

MUST betriggered at

any of the

following

instances


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When must an appraisal be triggered?


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View the Basic concepts on your dashboard


This is your dashboard

Your role

Commitment Planning

Evaluations

Appraisal

period

All the training material isavailable here

Appraisal Period: 1st April - 31st March

Appraisal is to be completed in the online Aspire system


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Ensure commitments are discussed with superior and frozen in Aspire at the beginning ofthe year

Record Development Planning commitments in Aspire based on ones development needsafter discussing with superior

Enter results achieved and submit the appraisal to Appraiser for evaluation as per the

defined timelines

Give feedback on the appraisal process

Record career aspiration if A13 and above in system

Raise request for deletion of Project/task appraisal

What are the responsibilities of a Appraisee?


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Ensure role allocation is done for the team

Ensure commitment are discussed with the Appraisee and frozen in Aspire at the beginning of thefinancial year

Hold formal performance discussion with the Appraisee

Discuss the development need of the Appraisee. Review Development Planning submitted by the

Appraisee

Submit feedback on the Development Planning

Complete appraisal evaluation as per the defined timelines

Review the career aspiration recorded

Can allow Practice appraisal

Delete the appraisal approved for deletion

What are the responsibilities of a Appraiser?


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In case of Project Appraisal, allocate a Reviewer and an Appraiser to the Appraisee in Aspire systemwithin 15 days of allocation to the project (this/her action is called Role Allocation)

Give feedback on Development Planning to the Appraisee in Aspire system after the Appraiser hasgiven his/her/her feedback

Complete appraisal evaluation as per the defined timelines

Review the career aspiration data forwarded by Appraiser

What are the responsibilities of a Reviewer?


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Confidential | Copyright

Larsen & Toubro Infotech

Ltd

Thank You

Our Business Knowledge,

Your Winning Edge.

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