Performance Diary

• In order to facilitate you, we enunciate in the ensuing slides the following:

• Purpose of this system• Meaning for the Performance diary• How to go about when a critical incident occurs• Operating procedure• What is HR role• Notable points and • What to do if you need more information/data

PURPOSE OF THE PERFORMANCE DIARY

• This performance diary is meant to serve as a means of recording any “Critical incident” involving an employee

What is a critical incident?

• A critical incident is an actual occurrence or an event involving the appraise or done by him/her which has/is affected the performance either favorably or unfavourably.

How to go about when a critical incident occurs?

• Briefly note down the incident as well as its effects on the individual performance

• This would become a verifiable data which would be used during the appraisal / review

• Such recording should be done immediately – within 72 hours from the time of incident occurred. No observations can be added after 72 hours

• Any observation to have a] date, time and example or the actual occurrence – meaning it should not be an opened ended statement or views etc.

Who can view this?

• This can be seen by the immediate superior and the Reviwer only becoz -

• this is only a verifiable data for the Appraiser while doing appraisal

• Informally, the immediate superior would have communicated whatever he is observing to the concerned employee on a daily basis – orally

• This is not a communication channel with the employees

Operating procedure• The entire system is appended “ON LINE” in

My.Cavinkare.com

• The observations to be keyed-in by the immediate superior or the appraiser.

• Once the Appraiser press the button “Submit”; the sheet would be sent to the Reviewer. A mail reminding the Reviewer will be generated by the system automatically.

• If the Reviewer accepts the observation, the sheet would remain in the master and conversely, if the observation is rejected, a POP up message/mail would be sent to the HR for taking it forward.

Operating procedure – How to record the observation

GUIDELINES FOR THE SUPERIORS

• Log on to My cavinkare.com

• Change role as Superior

• You can see performance diary column and parallely employee reporting list.

• Select the employee and press “GO”

• You will get the required sheet for making the observation

• After observation please press “Submit”

• To see the previous and other observations, Click the total of no of observations provided in the first line

Operating Procedure – How to record the observation?

• Guidelines for Reviwer• A mail would be sent to you regarding observations

made

• Again log on to My.cavinkare.com and change role as Reviewer

• You can see a list of performance diary for your comments.

• After comments, please press “submit”. [please press Accept/reject before pressing submit].

Screen shot for pictorial understandingScreen – 1 – Change role screen

Screen Shot 2 – Appraiser/ Immediate Superior’s screen

Screen shot – 3 Superior observation screen

Screen shot – 4 – Reviewers screen while opening

Screen Shot 5 – Reviewer’s screen indicating observation list for comments

Screen Short 6 – Reviewer’s comment recording screen

General points for consumption – What HR would do with this?

• The entire observation would be part of the appraisal for the year under review

• Initiate counseling activity

• Take a leaf out of the good observation/favourable observations and disseminate to all concerned

Other Notable points

• This document is mandatory / critical to take any favourable or unfavourable action on the employee – irrespective of cadre and level

• If there is no events/incident recorded in respect of an employee, it would tantamount to that the concerned employee does not have a favourable or unfavourable points for observation

For clarification what to do?

• If you have any query, please contact Mr V Ganesan, Senior Manager HR at Corporate Office.

• Mobile No 97909 27356

• Ext 701