PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL GUIDE 2013 For manual calculation – executive form
PREPARED BY: GROUP HUMAN RESOURCES
1
TABLE OF CONTENT
PAGE 1.0
Introduction
3
2.0
Objectives
3
3.0
Performance Appraisal Forms
4
4.0
Introduction of Performance Appraisal form for (Executive)
5
5.0
Guide for filling out the Employee Performance Appraisal form Part 1 Appraisee’s Particulars Part 2 Performance Assessments
6 - 17 6 7 - 12
Part 3 Summary Results
13 - 15
Part 4 Individual Development Plan
16 - 17
2
1.0
INTRODUCTION The format of Performance Appraisal provides the necessary tools to assist leaders in conducting comprehensive and effective performance meeting with their employees
2.0
OBJECTIVES This guide has been written to assist each supervisor and manager in obtaining the maximum use of the new performance appraisal format, while at the same time making the appraisal process more easier and the most important thing is to be in line with the departmental and organizational goals.
3.0
PERFORMANCE APPRAISAL FORMS 3
Group Human Resources had introduced two (2) forms of Performance Assessment. Details of the forms are as follows; No. 1
Forms Performance Appraisal for Executive
To be used for Executive (Grade 9 & above)
2
Performance Appraisal for Non- Executive
Non - Executive
*For Restaurant Operation No.
Forms
To be used for
1
Performance Appraisal for Executive
(Grade 7 & above)
2
Performance Appraisal for Non- Executive
(Grade 6 & below)
4
4.0
INTRODUCTION OF EMPLOYEE PERFORMANCE APPRAISAL FORM FOR (EXECUTIVE) The new performance appraisal process consists of four (4) major components: PART 1
Appraisee’s particulars
Subpart
Performance Rating Guidelines
PART 2
Performance Assessments
PART 3
Summary Results
PART 4
Individual Development Plan
Subpart
Scale for development plans
5
5.0
GUIDE FOR FILLING OUT THE PERFORMANCE APPRAISAL FORM
PART 1
Appraisee’s particulars
Auto fill by the system Refer to Performance Appraisal form, page 1
Auto-Fill by System
6
PART 2
Performance Assessments
It has three (3) sections: Section
Description
Total Score (%)
1
Achievement of Key Performance Indicator (KPI)
10
2
Assessment of Results (What the individual achieved)
36
3
Assessment of behaviour (How the individual performed)
54 100%
Section 1
Achievement of Key Performance Indicator (KPI)
Section 1 Achievement of Key Performance Indicator (KPI)
Total Score To be completed (%) by 10 GHR (upon receiving 3rd Quarter KPI’s result from KPI committee)
Remark Auto fill – You can view your KPI’s result
For example: Refer to Performance Appraisal form, page 2 SECTION 1 :
ACHIEVEMENT OF KEY PERFORMANCE INDICATOR (10%)
To be completed by Group Human Resources upon receiving final KPI's result from KPI Committee ACHIEVEMENT OF KPI Above 75% 51% to 75% 26% to 50% 1% to 25% 0%
BONUS ENTITLEMENT (%) 100% Bonus 75% Bonus 50% Bonus 25% Bonus 0 Bonus
SCORE 5 4 3 2 1
KPI score
Auto fill by the system – You can view your KPI’s result Section 1 will be filled up by GHR upon receiving final Division / Department KPI’s year to date result from KPI Committee.
7
Subpart
Performance Rating Guideline
New Performance Rating categories: Refer to Performance Appraisal form, page 2
Rating 5
Description Significantly Above Target
4
Above Target
3
On Target
2
Below Target
1
Significantly Below Target
Details explanation Outstanding or exceptional performance, showing the best possible results far exceeding the requirements of the position and sustained over the review period. Seen by others as an expert. Above average performance. Accomplishments are very good (superior) and are more than the standards required by the position. Keen to accept changes and has own independent judgement. Minimal guidance required, become increasingly independent. Performance meets all expected requirements of the position and conducted in a comprehensive manner. Accomplishments are clearly in accordance with job demands. Fairly dependant on superiors guidance. Performance is below what is normally expected. Requires improvement in one or more basic aspects of the work. Accomplishments are below expectations demanded of the job. Largely seeking superior’s guidance. Inadequate performance, does not meet the normal requirements of the position and necessary improvement has not been forthcoming. Consistently fails to meet expectations and standards in most areas. Nil to low level of ability. Requires constant supervision.
8
Section 2
Assessment of Results (What the individual achieved)
Four (4) criteria to assess the employee’s achievement: Section 2
Criteria
Sub criteria
1. Job Output / Productivity 2. Customer focus
1a – 1d
Total Score 20
2a – 2d
20
3. Measurable outcomes & Accomplishments 4. Adherence to schedule
3a – 3d
20
4a – 4d
20
Grand Total
80
To be completed by Respective managers or supervisors.
How to fill out & calculate criteria for Section 2: Refer to Performance Appraisal form, page 3 SECTION 2 :
ASSESSMENT OF RESULTS (WHAT THE INDIVIDUAL ACHIEVED)
1 Job Output / Productivity
STEP 1: Rate your employee, based on the criteria sets
1a
5
Resourceful, take action/suggest ideas/method to further enhance improvement.
1b
3
Able to sets priorities and tackles job assignments accordingly
1c
5
Fast learner and able to apply learning quickly.
3
Steady and effective even under pressure, display confidence.
1d
16 =Total
EMPLOYEE “A”
STEP 2: 1a + 1b + 1c + 1d = 16
Achievement / opportunity for improvement:
4
STEP 3: 16 / 4 criteria = 4
STEP 4: To use this column to describe employee achievement or/and
describe the opportunity for improvement in order to meet the department’s goals. (Must link/relate with the criteria) **Mandatory Field
STEP 1: To rate your employee; You can start your assessment and give rating based on criteria listed in the form. Please use scale 1 to 5. Kindly indicate your score in each box. STEP 2: Total your score by adding up all score given from 1a to 1d.
SPECIAL NOTE for E-Appraisal: The score will be auto calculated by the system
9
STEP 3:
Actual Rating is an average – total scores earned divided by number of sub criteria. For example: Total score from 1a to 1d (16) divide by 4 Total score = 16/4 = 4 to indicate the score inside the box at right hand side of the section
STEP 4:
Please provide comments as specific as possible on the employee’s achievement and highlight opportunity for improvement. An addition, you may also provide supporting comments for that ratings if necessary.
To repeat the same action for criteria 2a until 4d
10
Section 3
Assessment of behaviour (How the individual performed)
Section 3
Criteria
Sub criteria
5. Adherence to organization value 6. Communication
5a – 5d
Total Score 20
6a – 6d
20
7. Leadership
7a – 7d
20
8. Adaptability
8a – 8d
20
9. Teamwork
9a – 9d
20
10a – 10d
20
Grand Total
120
10. Development
To be completed by Respective managers or supervisors.
How to fill out & calculate criteria for Section 3: EMPLOYEE “A”
Refer to Performance Appraisal form, page 4 - 5 SECTION 3 :
ASSESSMENT OF BEHAVIOUR (HOW THE INDIVIDUAL PERFORMED)
5 Adherence to organization value
STEP 1: Rate your employee, based on the criteria sets
5a
5
Seeks to achieve results which are in the best interest of the organisation.
5b
4
Action and behaviours are consistent with words (Walk the Talk).
5c
5
Ensures that practices and procedures of the company is maintained and adhered to at all times.
4
Conforms to organisation's vision, values & ethical conduct at all time.
5d
18 =Total
STEP 2: 5a + 5b + 5c + 5d = 18
Achievement / opportunity for improvement:
4.5
STEP 3: 18 / 4 criteria = 4.5
STEP 4: To use this column to describe employee achievement or/and describe the opportunity for improvement in order to meet the department’s goals. (Must link/relate with the criteria)
**Mandatory Field
STEP 1: To rate your employee; You can start your assessment and give rating based on criteria listed in the form. Please use scale 1 to 5. Kindly indicate your score in each box.
STEP 2: Total your score by adding up all score given from 5a to 5d.
11
STEP 3:
Actual Rating is an average – total scores earned divided by number of sub criteria. For example: Total score from 5a to 5d (18) divide by 4 Total score = 18/4 = 4.5 to indicate the score inside the box at right hand side of the section.
STEP 4:
Please provide comments as specific as possible on the employee’s achievement and highlight opportunity for improvement. An addition, you may also provide supporting comments for that ratings if necessary. To repeat the same action for criteria 5a until 10d.
12
PART 3
SUMMARY RESULTS
Below is a sample on how to fill out and calculate Summary Results. Refer to Performance Appraisal form, page 6 PART III : SUMMARY RESULTS
EMPLOYEE “A”
SECTION 1 : ACHIEVEMENT OF KEY PERFORMANCE INDICATOR (10%) STEP 1: Auto-fill by the system 1 KPI score SECTION 2 : ASSESSMENT OF RESULTS (WHAT THE INDIVIDUAL ACHIEVED) (36%) 1 Job Output / Productivity 2 Customer Focus (100% Customer Satisfaction) 3 Measurable outcomes & accomplishments 4 Adherence to schedule/deadlines STEP 2: Total rating of (section 2) /4 x 0.36
4 5 5 5 1.71
SECTION 3 : ASSESSMENT OF BEHAVIOUR (HOW THE INDIVIDUAL PERFORMED) (54%) 5 Adherence to organization value 6 Communication (Listening, processing information, communicates effectively) 7 Leadership (Instills trust, provides direction, delegates responsibilities) 8 Adaptability (Adjust To Circumstances. Think creatively) 9 Teamwork STEP 3: Total rating of (section 3) /6 x 0.54 10 Development (Team and Personal)
4.5 5 5 5 5 5 2.66
TOTAL SCORE (Section 1, 2 & 3) Rating Scale 4.00 - 5.00 = Significantly Above Target 3.50 - 3.99 = Above Target 2.75 - 3.49 = On Target 1.00 - 2.74 = Below Target
Overall Performances A Excellent B Above Average C Average D Below Average
STEP 4: Total your score by adding up all score from Section 1 to 3.
STEP 1: For Section 1 Please leave it blank, as GHR will finalise upon receiving final division/
department’s KPI result from KPI Committee. STEP 2: For Section 2 Total scores in section 2 divide by total criteria and then multiply by 36%.
For example: Total score for Section 2 is 19. = 19 X 36% = 1.71 4
= 1.71 to indicate the score in the space provided at right hand side of the section.
13
STEP 3: For Section 3 Total scores in section 3 divide by total criteria and then multiply by 54%.
For example: Total score for Section 3 is 29.5. = 29.5 X 54% = 2.66 6
= 2.66 to indicate the score in the space provided at right hand side of the section.
STEP 4: Total Score (Section 1,2 & 3) Total Score from section 1 – 3 will determine the final result for the employee for that year.
SPECIAL NOTE for E-Appraisal: The score will be auto calculated by the system.
14
After you have completed the “Summary Results”, then you have to fill up the following column;
**Mandatory Field STEP 5: This space is provided for comments that the employee desires to be included
STEP 6: Immediate managers /supervisors to complete a brief summary of the employee’s overall performance. Remember, to provide consistent comments so that its tally with the overall rating scored by the employee.
**Mandatory Field
STEP 7: *OPTIONAL FIELD IMPORTANT NOTE: Supervisor to get the manager/HOD concurrence before discuss or confirm with the employee on the result/rating.
STEP 8: IMPORTANT NOTE: Supervisor to get the manager/HOD concurrence before propose for employee’s promotion.
SPECIAL NOTE for E-Appraisal: Once completed the whole process, please print the completed form and both the manager / supervisor should sign. Please return the hardcopies to GHR
15
PART 4
INDIVIDUAL DEVELOPMENT PLAN
Subpart
Scale for development plans
Individual Development Plan (IDP), help us to determine the development needs to prepare the employees to be ready for next position. The scale below will give an indication on how to further plan the IDP for the employee. Refer to Performance Appraisal form, page 7
Rating
Description
5
Master
3-4
Beginning to Master
1-2
Opportunity
Details explanation Shows that Appraisee have the skills needed to be successful. Personal development never stop, continue to seek ways to become better leader. Indicates that Appraisee possess the basics requirement, but have skill that need to be develop. Means that there is much need for development and immediate improvement.
Please take note that the above scale for development plans is applicable only for PART IV. PART IV : INDIVIDUAL DEVELOPMENT PLAN What this Appraisee's Team Appreciates about him/her
STEP 1: Immediate Managers/supervisors to highlight employee’s strength.
Going Forward
How this Appraisee could be even more effective
STEP 2: Immediate Managers/supervisors to highlight employee’s weaknesses.
# What are the short-term (next 12 months) and long-term (2-3 years) career interest of the appraisee? # Indicate your thoughts on how this appraisee can be utilized going forward
Short-Term (next 12 months)
STEP 3: Short-term development should be focussed on supporting the achievement of business objectives and development of competencies for the coming year. So, immediate managers / supervisors to highlight the short term development for the employee
Long-Term (2 - 3 years)
STEP 4: The long-term development is actually an indication of what they are aspiring to. In supporting long-term development, consider the following: • What could be learnt or developed in the employee’s current role that could contribute to their aspirations? • How could the development activities benefit the service / organisation in the longterm?
Managers are encourages to identify the career plan for employer for short term (next 12 months) as well as long term (2 – 3 years).
16
EMPLOYEE “A” Refer to Performance Appraisal form, page 7 Development Plan
# List development priorities for all areas of performance, base on the development scale By When (please √ one of the below)
Area's of Opportunity ASSESSMENT OF RESULTS (WHAT THE INDIVIDUAL ACHIEVED) (36%)
Rating Score
1 Job Output / Productivity
4
StepSatisfaction) 1: Refer to Page 6, 2 Customer Focus (100% Customer
5
Summary Result under the 3 Measurable outcomes & accomplishments rating scored from each criteria. = Rating is 4 4 Adherence to schedule/deadlines
ASSESSMENT OF BEHAVIOUR (HOW THE INDIVIDUAL PERFORMED) (54%) 5 Adherence to organization value
Within 6 months
After 6 months
5 5 Rating Score
6 months
4.5
6 Communication (Listening, processing information, communicates effectively)
5
7 Leadership (Instills trust, provides direction, delegates responsibilities)
5
8 Adaptability (Adjust To Circumstances. Think creatively)
5
9 Teamwork
5
10 Development (Team and Personal)
5
After 9 months 6 months
**Mandatory Field
Step 1:
For example, the rating score for employee “A”, under the criteria no.1 is 4. 4 means beginning to MASTER.
Step 2:
Priorities the overall development plan for the employee. For example, the manager (appraiser) think that this is very important criteria, so that he want the employee “A” to develop his skill on this
criteria urgently. So the manager expected/planned that the employee “A” will be ready and improve on this criteria within 6 month. Step 3:
To tick in the respective column = within 6 months
Step 4:
To apply the same method from criteria 1 until 10
Managers MUST fill up the respective space/column if the employee’s rating score is between 1 to 4.99.
.
17
PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL GUIDE 2013 For manual calculation (Non-executive form)
PREPARED BY: GROUP HUMAN RESOURCES
18
TABLE OF CONTENT
PAGE 1.0
Guide for filling out the Employee Performance Appraisal form
18 - 30
Part 1 Appraisee’s Particulars Part 2 Performance Assessments Part 3 Summary Results Part 4 Individual Development Plan
19
1.0
INTRODUCTION OF EMPLOYEE PERFORMANCE APPRAISAL FORM FOR (NON - EXECUTIVE) The new performance appraisal process consists of four (4) major components:
2.0
PART 1
Appraisee’s particulars
Subpart
Performance Rating Guidelines
PART 2
Performance Assessments
PART 3
Summary Results
PART 4
Individual Development Plan
Subpart
Scale for development plans
GUIDE FOR FILLING OUT THE PERFORMANCE APPRAISAL FORM PART 1
Appraisee’s particulars
Auto fill by the system
20
PART 2
Performance Assessments
It has three (3) sections: Section
Description
Total Score (%)
1
Achievement of Key Performance Indicator (KPI)
2
Assessment of Results (What the individual achieved)
31.5
3
Assessment of behaviour (How the individual performed)
58.5
10
100%
Section 1
Achievement of Key Performance Indicator (KPI)
Section 1 Achievement of Key Performance Indicator (KPI)
Total Score To be completed Remark (%) by 10 GHR (upon receiving To leave it final KPI’s result blank from KPI committee)
For example: Refer to Performance Appraisal form, page 2 SECTION 1 :
ACHIEVEMENT OF KEY PERFORMANCE INDICATOR (10%)
To be completed by Group Human Resources upon receiving final KPI's result from KPI Committee ACHIEVEMENT OF KPI Above 75% 51% to 75% 26% to 50% 1% to 25% 0%
BONUS ENTITLEMENT (%) 100% Bonus 75% Bonus 50% Bonus 25% Bonus 0 Bonus
SCORE 5 4 3 2 1
KPI score
To leave this space blank
Section 1 will be filled up by GHR upon receiving final Division / Department KPI’s year to date result from KPI Committee.
21
Subpart
Performance Rating Guideline
New Performance Rating categories: Refer to Performance Appraisal form, page 2
Rating 5
Description Significantly Above Target
4
Above Target
3
On Target
2
Below Target
1
Significantly Below Target
Details explanation Outstanding or exceptional performance, showing the best possible results far exceeding the requirements of the position and sustained over the review period. Seen by others as an expert. Above average performance. Accomplishments are very good (superior) and are more than the standards required by the position. Keen to accept changes and has own independent judgement. Minimal guidance required, become increasingly independent. Performance meets all expected requirements of the position and conducted in a comprehensive manner. Accomplishments are clearly in accordance with job demands. Fairly dependant on superiors guidance. Performance is below what is normally expected. Requires improvement in one or more basic aspects of the work. Accomplishments are below expectations demanded of the job. Largely seeking superior’s guidance. Inadequate performance, does not meet the normal requirements of the position and necessary improvement has not been forthcoming. Consistently fails to meet expectations and standards in most areas. Nil to low level of ability. Requires constant supervision.
22
Section 2
Assessment of Results (What the individual achieved)
Four (4) criteria to assess the employee’s achievement: Section
Criteria
2
Sub criteria 1a – 1g
Total Score 35
Grand Total
35
11. Job Knowledge and Productivity
To be completed by Respective managers or supervisors.
How to fill out & calculate criteria for Section 2: Refer to Performance Appraisal form, page 3 SECTION 2 :
ASSESSMENT OF RESULTS (WHAT THE INDIVIDUAL ACHIEVED)
1. Job Knowledge and Productivity
EMPLOYEE “A”
STEP 1: Rate your employee, based on the criteria sets
1a
5
Carry out assigned job responsibilities, meets goals and objectives
1b
5
Work consistently well organised, orderly and accurate
1c
5
Efficient and productive, follows rules, guidelines and policies
1d
5
Steady and effective, able to respond to urgent request while still meeting existing demands and deadlines
1e
5
Completes assigned task in a timely manner; meet deadlines for task assigned
1f
5
Comprehensive understanding of job duties and related work; demonstrates necessary skills and ability to perform
5
Able to perform job duties without supervision, manage to get effective results from others
1g
35 =Total
STEP 2: 1a + 1b + 1c + 1d + 1e + 1f + 1g= 35
Achievement / opportunity for improvement:
5
STEP 3: 35 / 7 criteria = 5
STEP 4: To use this column to describe employee achievement or/and describe the opportunity for improvement in order to meet the department’s goals. (Must link/relate with the criteria)
STEP 1: To rate your employee; You can start your assessment and give rating based on criteria listed in the form. Please use scale 1 to 5. Kindly indicate your score in each box. STEP 2: Total your score by adding up all score given from 1a to 1g.
23
STEP 3:
Actual Rating is an average – total scores earned divided by number of sub criteria. For example: Total score from 1a to 1g (35) divide by 7 Total score = 35/7 = 5 to indicate the score inside the box at right hand side of the section
STEP 4:
Please provide comments as specific as possible on the employee’s achievement and highlight opportunity for improvement. An addition, you may also provide supporting comments for that ratings if necessary.
24
Section 3
Assessment of competency and behaviour (How the individual performed)
Section 3
Criteria
Sub criteria 2a – 2g
Total Score 35
3a – 3f
30
Grand Total
65
12. Competency (Skills and abilities) 13. Behaviour
To be completed by Respective managers or supervisors.
How to fill out & calculate criteria for Section 3: EMPLOYEE “A”
Refer to Performance Appraisal form, page 3 SECTION 3 :
ASSESSMENT OF COMPETENCY AND BEHAVIOUR (HOW THE INDIVIDUAL PERFORMED)
2. Competency (Skills and Abilities)
STEP 1: Rate your employee, based on the criteria sets
2a
5
2b
5
Good written and verbal skills, body language, telephone and e-mail etiquette; and responsiveness Adjust/adapt (to change) with minimum disruption to productivity
2c
5
Communicate effectively with all levels, ideas logically developed and delivered
2d
5
Establish and maintain effective work relationships with colleagues; works harmoniuosly and effectively with others
2e
5
Courteous, exhibit a caring attitude, timely in responding to the need of others
2f
5
Identifies ways to continuously improve performance and functions effectively as a team member
2g
5
Able to identify problem and come out with effective solutions with minimal guidance and direction
35 =Total
STEP 2: 2a + 2b + 2c + 2d + 2e + 2f + 2g = 35
5
Achievement / opportunity for improvement:
STEP 3: 35 / 7 criteria = 5
STEP 4: To use this column to describe employee achievement or/and describe the opportunity for improvement in order to meet the department’s goals. (Must link/relate with the criteria)
STEP 1: To rate your employee; You can start your assessment and give rating based on criteria listed in the form. Please use scale 1 to 5. Kindly indicate your score in each box. STEP 2: Total your score by adding up all score given from 2a to 2g.
25
STEP 3:
Actual Rating is an average – total scores earned divided by number of sub criteria. For example: Total score from 2a to 2g (35) divide by 7 Total score = 35/7 = 5 to indicate the score inside the box at right hand side of the section.
STEP 4:
Please provide comments as specific as possible on the employee’s achievement and highlight opportunity for improvement. An addition, you may also provide supporting comments for that ratings if necessary. To repeat the same action for criteria 2a until 3f.
26
PART 3
SUMMARY RESULTS
Below is a sample on how to fill out and calculate Summary Results. Refer to Performance AppraisalPART form,IIIpage 4 : SUMMARY RESULTS EMPLOYEE “A” SECTION 1 :
ACHIEVEMENT OF KEY PERFORMANCE INDICATOR (10%)
KPI score (10% from Performance Appraisal) SECTION 2 :
STEP 1: To leave ASSESSMENT OF RESULTS (WHAT THE INDIVIDUAL ACHIEVED) 31.5%it this space blank
1. Job Knowledge and Productivity
5.0 STEP 2: Total rating of (section 2) x 0.315
SECTION 3 :
1.6
ASSESSMENT OF COMPETENCY AND BEHAVIOUR (HOW THE INDIVIDUAL PERFORMED) 58.5%
2. Competency (Skills and Abilities) 3. Behaviour
5.0
STEP 3: Total rating of (section 3) /2 x 0.585
5.0 2.9
TOTAL SCORE (Section 1, 2 & 3)
STEP 4: To leave it this space blank
Rating Scale 4.00 - 5.00 = Significantly Above Target 3.50 - 3.99 = Above Target 2.75 - 3.49 = On Target 1.00 - 2.74 = Below Target
Overall Performances A Excellent B Above Average C Average D Below Average
STEP 1: For Section 1 Please leave it blank, as GHR will finalise upon receiving final division/
department’s KPI result from KPI Committee. STEP 2: For Section 2 Total scores in section 2 divide by total criteria and then multiply by 31.5%.
For example: Total score for Section 2 is 5. = 5 X 31.5% = 1.6 = 1.6 to indicate the score in the space provided at right hand side of the section
27
STEP 3: For Section 3 Total scores in section 3 divide by total criteria and then multiply by 58.5%.
For example: Total score for Section 3 is 10. = 10 X 58.5% = 2.9 2
= 2.9 to indicate the score in the space provided at right hand side
STEP 4: Total Score (Section 1,2 & 3) Total Score from section 1 – 3 will determine the final result for the employee for that year.
After you have completed the “Summary Results”, then you have to fill up the following column; Appraisee's Comments STEP 5: This space is provided for comments that the employee desires to be included STEP 7: After the assessment meeting, both the manager and the individual should sign, and complete the form.
Name: Appraisee's Signature
Date
STEP 6: Immediate managers /supervisors to complete a brief summary of the employee’s overall performance. Remember, to provide consistent comments so that its tally with the overall rating scored by the employee.
Designation: Appraiser's Comments
STEP 8: The appraisal form should then be sent to the Head of Department for reviewing and further comment.
Name: Appraiser's Signature
Date
Designation: HOD's Comments
STEP 9: The Head of Department to recommend the employee for promotion. If YES, tick accordingly.
Recommendation for Promotion: YES Position: NO
STEP 10: The Head of Department to sign and date the form.
Grade:
Head Of Department's Signature Name: Designation:
Date
28
PART 4
INDIVIDUAL DEVELOPMENT PLAN
Subpart
Scale for development plans
Individual Development Plan (IDP), help us to determine the development needs to prepare the employees to be ready for next position. The scale below will give an indication on how to further plan the IDP for the employee. Refer to Performance Appraisal form, page 5
Rating
Description
Details explanation
5
Master
3-4
Beginning to Master
1-2
Opportunity
Shows that Appraisee have the skills needed to be successful. Personal development never stop, continue to seek ways to become better leader. Indicates that Appraisee possess the basics requirement, but have skill that need to be develop. Means that there is much need for development and immediate improvement.
Please take note that the above scale for development plans is applicable only for PART IV. PART IV : INDIVIDUAL DEVELOPMENT PLAN What this Appraisee's Team Appreciates about him/her
STEP 1: Immediate Managers/supervisors to highlight employee’s strength.
Going Forward
How this Appraisee could be even more effective
STEP 2: Immediate Managers/supervisors to highlight employee’s weaknesses.
# What are the short-term (next 12 months) and long-term (2-3 years) career interest of the appraisee? # Indicate your thoughts on how this appraisee can be utilized going forward
Short-Term (next 12 months)
STEP 3: Short-term development should be focussed on supporting the achievement of business objectives and development of competencies for the coming year. So, immediate managers / supervisors to highlight the short term development for the employee
Long-Term (2 - 3 years)
STEP 4: The long-term development is actually an indication of what they are aspiring to. In supporting long-term development, consider the following: • What could be learnt or developed in the employee’s current role that could contribute to their aspirations? • How could the development activities benefit the service / organisation in the longterm?
Managers are encourages to identify the career plan for employer for short term (next 12 months) as well as long term (2 – 3 years).
29
Refer to Performance Appraisal form, page 5 Development Plan
EMPLOYEE “A”
# List development priorities for all areas of performance, base on the development scale By When (please √ one of the below)
Area's of Opportunity Rating Score 1. Job Knowledge and Productivity
2. Competency (Skills and Abilities)
Within
After
6 months
6 months
5
Step 1: Refer to Page 4, Summary Result under the rating scored from each criteria. = Rating is 5
3. Behaviour
5
5
Appraiser's Signature
Appraisee's Signature
Head Of Department's Signature
STEP 5: Both the manager and the individual should sign the form
STEP 6: Again, The Head of Department will review the final development plan and sign the form.
Step 1:
For example, the rating score for employee “A”, under the criteria no.1 is 5. 5 means MASTER.
Step 2:
Priorities the overall development plan for the employee. For example, the manager (appraiser) think that this is very important criteria, so that he want the employee “A” to enhance his skill on this criteria urgently. So the manager expected that the employee “A” will be ready and improve on this criteria within 6 month.
Step 3:
To tick in the respective column = complete within 6 month
Step 4:
To apply the same method from criteria 1 until 3.
Managers MUST fill up the respective space/column if the employee’s rating score is between 1 to 4. The field is ‘Optional’ if the employee’s rating score is 5.
30
31
