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PERFORMANCE APPRAISAL&
FEEDBACK
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WHAT IS PAyPerformance Appraisal & Feedback is
a process by which individual
performance is aligned with groupwork goals & business plans
of theorganization.
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OBJECTIVESy PERFORMANC REVIEW & FEEDBACK
y IDENTIFYING DEVELOPMENT NEEDS &
TRAININGy IDENTIFICATION OF ATTRIBUTES WHICH
ARE ESSENTIAL FOR PRESENT & FUTUREROLES
y CAREER DEVELOPMENT PLANS
y MEANS TO BENCHMARK PERFORMANCE &COMPENSATION REVIEWS
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PROCESSy THE PROCESS INVOLVESTHREE BASIC STEPS
y STEP 1 : SELF ASSESSMENT [ APPRAISEE ]
y
STEP 2 : APPRAISEE & SUPERVISOR JOINTASSESSMENT
y STEP 3 : SUPERVISOR & REVIEWER [ NEXTLEVEL SUPERVISOR ]
CONCURRENCE
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PROCESS CONTD. THE APPRAISEE WILL DO THE SELF APPRAISAL IN
THE
FORMAT RELEVANT TO HIM / HER
THE APPRAISEE WILL THEN SEND THE COMPLETED
APPRAISAL TO HIS IMMEDIATE SUPERVISOR
THE SUPERVISOR WILL REVIEW THE PERFORMANCE
WITH THE APPRAISEE, RECORD THE ASSESSMENT &
GIVE FEEDBACK TO HIM / HER
THE SUPERVISOR WILL THEN REVIEW THE SAME WITHTHE NEXT LEVEL
SUPERVISOR & JOINTLY FINALISE THE
RATING
COMPLETED APPRAISAL & FEEDBACK FORM SHOULD
BE FORWARDED TO THE HR DEPARTMENT
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THENEXT STEPy CAREER DEVELOPMENT PLAN
y THESUPERVISOR WILL IDENTIFY A CAREER
DEVELOPMENT PLAN FORTHE APPRAISEETOMEET CURRENT & FUTURE
DEMANDS & RECORDTHESAME
y THIS WILL BEUSED AS AN INPUT FORTRAINING &DEVELOPMENT
FORTHEEMPLOYEE
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PERFORMANCE HISTORY WORKSHEET
y THESUPERVISOR WILL ENTERTHEPERFORMANCEHISTORY WORKSHEETS &
SEND
IT
T
OH
R DE
PART
ME
NT
y THISWILLHELP IN ANALYSING THE PROGRESSOF INDIVIDUAL
EMPLOYEEWHICHWILL BE
INPUTS FORTHE INDIVIDUALS CAREERPROGRESSION
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Guidelines for preparing personalgoals
1 Manage delivery of work units assigned.
2 Be responsible for doing coding, code reviews,testing, test
reviews.
3 Write clear documents on development done in theassigned work
units.
4 Ensure the organizations QMS processes arefollowed and
implemented while executing the work
units. 5 Network within the team, onsite/offshore to get the
necessary clarifications to execute work unitsassigned.
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Guidelines for preparing personalgoals
contd.
6 Contribute project experiences as artifacts into the
Knowledge Repository.
7 Align to the core value of the organization in all
deliverables and interactions, within and outside the
organization.
8 Carry out proper backup, documentation, etc. of
assigned work units/ tasks.9 Timeliness in response and
deliverables at all
times.
10 Have clearly defined learning goals for self-
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Assign MeasurementCriteria Assign Measurement criteria to each
goal
Not more than 5 goals per person. Maximum stretch to
be 7 What is not quantified cant be measured
SMART goals need to be visible as part of the process
Emphasis on Development rather than fault finding.
If more than one supervisor, then last supervisor willcollate
the feedback from past supervisors
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