PERFORMANCE APPRAISAL FORM

Appraisal for the Month: {MONTH}{YEAR}

EMPLOYEE DETAILS:

Name:         <%=NAME%>                                                                                                                                                                                                       Emp. code: <%=CODE%>

Designation: <%=DESIGNATION%>                                                                                                                                                              Department: <%=DEPARTMENT%>

Date of Joining: <%=DOJ%>                          

Educational qualification: <%=EDUCATION%>                                                                                                             Total Experience: <%=EXPERIENCE%>

Immediate superior (Appraiser): <%=APPRAISER%>

Sectional head (Reviewer): <%=REVIEWER%>

Guidelines:  

 

  1. The total weightage of Part – A is 70% and Part – C is 30%, applicable to all Employees. 
  2. Please list out quantifiable, distinct and significant contribution in your areas of work assigned, agreed or undertaken during the period under review. (Use separate sheet if space is found insufficient.)
  3. Number of KRAs should not exceed ten.
  4. Total of all the weightages should not exceed 100.       
  5. The description of achievements must be supported with clear indicators. These indicators are meant to act as evidence of achievements.
  6. The Appraisal form should be compulsorily accompanied by the Supporting sheets.
  7. Completed forms duly singed by all concerned person should reach to HR Department within 15 days from the date of issue.
  8. In case of any queries kindly contact HR Department.
  9. Score on each KRAs / competencies should be rated on a scale of as per rating scale as mentioned below.
  10. Performance rating / score should not be given in decimal; it should be define in absolute numbers.

 

     

Sr. No.

Rating Scale

1

Outstanding

A+

9 – 10

2

Excellent

A

7 – 8

3

Good

B

5 – 6

4

Satisfactory

C

3 – 4

5

Needs Improvement

D

1 – 2

 

 

 

 

 

Rating Parameters:

 

Rating

Definition

1
Outstanding

 

 

Constantly exceeds requirement of the position in quality and quantity in a sustained way through the full period and not just a project or two.  A level of achievement clearly and by far superior to the peer group. Accomplishments are achieved in own function and in other areas. Individual undoubtedly demonstrates organizational values in all areas.

 

2
Excellent

Meets position responsibilities and objectives and in many instances exceeds them. Shows initiative and good judgment and meets quality and quantity parameters.  Stands out in a peer group. Upholds organizational values & demonstrates them in work and interactions.

 

3

Good

Is a good performer & achieves all objectives expected from the position. Performance constantly meets & occasionally exceeds the defined standards. Upholds and demonstrates organizational values. 

 

4

Satisfactory

Performance achieves the standards of what is expected and set down. With greater effort and application, the person has the potential to move to the next upward rating. Indicative of growth and learning in terms of organizational values and job competence. 

 

5

Needs Improvement

 

Performance is below objectives and expectations. Suggests lack of motivation, or capabilities not commensurate with position. Improvement is achievable and necessitates a performance support plan to be written.

     

 

 

 SECTION A: ASSESSMENT OF JOB OBJECTIVES

List below an assessment rating of Accomplishments against Key Objectives/ Responsibilities set during the year.

 

Sr.No

Key Objectives/ Responsibilities

Weightage (%)

Score

 

Self  Appraisal

Appraiser

 

Remarks if any

 1

    2

    3

    4

    5

    6

    7

    8

    9

   10

   11

   12

   13

   14

   15

  

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Total Score:  <%=SCOREA%>

Calculation:

                                                                                                                                                                                                                                                                                                                                                                                                                                               

Total Score of Part – A        =               Total Rating divide by No. of KRAs X 70%

 


Total Score of Part – A                     

 

 

What factors hindered you from achieving optimum performance level?

 

 

 

Under what conditions you would be more productive and effective?

 

 

 

 

How has your immediate supervisor helped in your performance? What additional support do you need further from your supervisor that will help you perform better?

 

 

 

What additional responsibilities would you like to take in the coming 1-2 years?

 

 

 

 

SECTION B: ASSESSMENT OF CONTRIBUTIONS:

1. Highlight your individual major contributions to the organization during the year  (max 3).

2. Give your individual major shortfalls or areas of weak performance during the year (at least 1).

 

 

No

Contributions

Superior’s remark

 

Highlights:

 

 

 

Shortfalls:

  

 

 

 

 

SECTION C: ASSESSMENT OF JOB RELATED COMPETENCIES:

 

Rate the employee on the following parameters.  The rating should be based on actual demonstration of the said qualities in job performance during the past year.

 

SR NO

Job related Competencies

Self

Rating

Appraiser’s Rating

1

Job knowledge

·   Knowledge of job & latest developments in the field

·   Uses hardware & software tools on the job competently

·   Understands the regulatory / statutory systems governing work

·   Familiar with functioning of other departments in the company

 

 

2

Analytical ability and delivery

·   Ability to plan & execute work with minimal supervision

·   Priority setting & organizing work to meet deadlines

·   Grasping power for new concepts and subjects

·   Analyzes data / reports & draws sound conclusions

·   Clear verbal / written communication in work related discussions, presentations and written reports

·   Prepares quality and timely documentation as expected

 

 

3

Team Work

·   Committed to team success by helping out wherever required

·   Relations with team members: interactive, friendly

Collaborates positively with colleagues across departments for meeting organizational goals.

 

 

 

4

 

Interpersonal Skills

·   Sensitive to others’ feelings and concerns

·   Willingness to share information

·   Listening skills & appreciation of others’ view points

·   Tact & diplomacy in communicating

 

 

 

 

5

Approach to work

·   Constantly strives to reach high standards of quality

·   Seeks to make processes more efficient and save costs

·   Accepts changes in work assignments or procedures

·   Positively contributes in group discussions and team meetings

·   Looks for responsibilities and takes leadership within the team

 

 

 

6

Discipline

·   Regular at work and on time.  Absences are properly scheduled and reported.

·   Utilizes time at work efficiently

·   Adherence to company rules/ procedures

 

 

 

 Total Score: <%=SCOREC%>

 

 

Calculation:

 

Total Score of Part – C         = Total Rating divide by 6 (Behavioral Competencies) X 30%

 


Total Score of Part – C                   

 

 

 

Final Score                                                                                                                                                                                                                                                                                                                Total Score of Part – A + Total Score of Part – C

 

 

 

Final Score:                                                                                                                                  

 

 

 

Final Rating / Comments by Reviewer / HOD:

 

 

 

Note: In all instances where performance is assessed as “OUTSTANDING” or “NEEDS IMPROVEMENT” the reviewer must be able to provide sufficient explanation and/or example in support of that assessment.

 

SECTION D: TO BE FILLED IN AFTER DISCUSSION:

List the identified TRAINING needs after discussion:

                                                                                                                            Behavioural

                                                                                                                            Technical

 

1

 

 

 

2

 

 

 

3

  

 

 

 

4

  

 

 

 

 

REVIEW OF JOB DESCRIPTION                                                                       :

 

 

 

 

√
 
 


                                                                                      Indicate the status of the employee’s Job Description by ticking       the                following boxes:

 

 

 

 

Job Description is current & person understands principal job duties and responsibilities.

 

Job Description is not current. A revision is attached and may be modified within 2 weeks.

 

Appraisee      : Name………….………………………Signature………………Date.………..

 

Appraiser      : Name………….……………………… Signature…………...…Date.………..

 

Reviewer       : Name………….……………………… Signature…………...…Date.………..

 

Reviewer       : Name………….……………………… Signature …………...…Date.……….