PERFORMANCE APPRAISAL REPORT

Employee Code:
Name:

Department: Period Covered: October 2011 – September 2012

Designation: Rated by:

Date of Joining:: Date of Report: Date of last Promotion:

PERFORMANCE APPRAISAL SCHEDULE TARGET DATE COMPLETION DATE

 SMART Targets setting  From: October, 2011  _______________

 Annual Performance review  To: September 2012  _______________
PERFORMANCE RATINGS SCHEMATIC

1. Company uses a five tier performance Rating structure, as outlined below, to serve as a guideline to assess employee’s
performance.

A - Exceeded all expectations: Performance has been consistently at an exceptional level during the year. Extraordinary initiative,
innovative flair, and sound judgment demonstrated in carrying out complex work responsibilities, very often at a level above
position expectations for key responsibilities.

B - Achieved all targets and exceeded expectations on some:

Performance has been at a highly competent level during the year. Employee has excelled in applying work knowledge/ skills to job
responsibilities and often performed significantly above expected performance level on some of the complex parts of the job.

C - Achieved all targets: Performance during the year has met expectations well for competence, and quality and quantity of
work.

D - Achieved some targets: Performance during the year has not met position requirements for most of the key responsibilities.
Immediate significant improvement is needed in major areas of work responsibilities to come up to a satisfactory level of
performance. Performance to be reviewed in the next quarter.

E – Failed to meet minimum targets: Performance during the year has failed to meet the minimum acceptable standards with
respect to assigned duties and responsibilities, thereby requiring immediate remedial action. Performance to be reviewed in the
next quarter.

2. The performance Rating structure has a parallel numerical scale as follows:

A B C D E
10-9 8-7 6-5 4-3 <2
The purpose of this numerical scale is to enable Raters to determine the overall Rating objectively.
3. Section I: Key Job Responsibilities and Work Goals/ Objectives carry 60% weightage for the overall Rating.

4. Section II: Performance Competencies carries 40% weightage for the overall Rating.
SECTION 1 – KEY JOB RESPONSIBILITIES AND WORK GOALS/OBJECTIVES from _October, 2011 to__ September, 2012 (Final
Assessment)
JOB RESPONSIBILITIES/ WORK GOALS B C. ASSESSMENT BY D. ASSESSMENT BY E. LEVEL OF
Weight
List major job responsibilities and related assignments and key work (b) EMPLOYEE RATER PERFORMANCE
goals/ objectives to be carried out during the period under review.
Assess the level of overall performance for each Assess the level of overall
job responsibility/ work goal and state facilitating/ performance for each job
inhibiting factors (if any) involved in the extent to responsibility/ work goal and state
which targets set have been achieved. In case of facilitating/ inhibiting factors (if any)
'Outstanding' or 'Marginal' Rating, please support involved in the extent to which targets
with additional comments. (c) set have been achieved. In case of
'Outstanding' or 'Marginal' Rating,
please support with additional
comments. (d)

A. Rating (e) Score Weighted

SMART TARGET (a) TIME (f) Score
FRAME (g)
g=bxf
(Objectives / Measurement Criteria / Initiatives)

Signature / Date Signature / Date

__________ __________ ______________ _______ __________ ______________ Total Weighted Score =

Employee Rater Department Head Employee Rater Department Head

Performance Score for Section I = Total Weighted Score X 0.6 = ________

Note: Use extra sheets if necessary.

 SECTION II – PERFORMANCE COMPETENCIES (Please Rate by marking applicable Rating in the relevant space and noting
corresponding score

Rating Scale: 5 = Outstanding 4 = Very Good 3 = Good 2 = Needs Improvement 1 = Inadequate

Weight Rating Weighted
Performance 5 4 3 2 1 Factor
Score
Characteristics (Rating x
Wt.
Factor)
Exceptionally useful and Highly useful and A useful resource. Average performer. Inconsistent &
Productivity & Professional productive to the productive to the Company. Generally produces Produces satisfactory non-productive.
Competence Company. Consistently Always produces expected expected results. results. Knows his/her Inadequate
accomplishes most results. Possesses very Possesses adequate job but requires professional
Output of work and challenging tasks good professional professional knowledge. guidance and knowledge. Needs
consistency. Professional beyond normal knowledge to perform jobs occasional follow up. constant guidance
competence, experience, expectations. Highly independently. Applies and follow up.
knowledge of job and ability competent and professional knowledge to
to apply knowledge to get experienced. Complete successfully complete the
results. mastery over his/her assigned task.
profession. Capable of
advising others in the
field of specialization.
Makes full use of his/her
professional knowledge
to bring improvements.

Final Assessment Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___ Rater___
Possesses the highest Has very good sense of A responsible employee, Often indifferent Inadequate sense
Sense of sense of responsibility, responsibility and can who generally towards of responsibility.
Responsibility places service before always be relied upon for accomplishes his/her responsibilities and Needs constant
Reliability, dependability and self. Consistently carries successful accomplishment tasks successfully. needs to be closely follow up. Has to
sense of responsibility out responsibilities with of tasks. monitored, and often be monitored
including compliance with extraordinary needs to be continually.
Company policies and commitment. counseled.
procedures.

Final Assessment Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___ Rater___
 Weig Ratin Weighte
Performance 5 4 3 2 1 ht g d Score
Characteristics Facto
r
(Rating x
Wt.
Factor)
Exceptionally good Very good written and Good written and verbal Average written and Poor written and
Communic verbal expression and expression and listening verbal expression and verbal expression
ation power of written listening ability. ability. listening ability. and listening ability.
Speaking, writing, and and verbal
listening ability. Ability to expression and
express ideas, opinions
and thoughts in a clear, listening ability.
concise and organized
manner.

Final Assessment Self___ Rater___ Self___ Rater___ Self___ Rater__ Self___ Rater___ Self___ Rater___

Commands undisputed Generally respected as a Possesses Average leadership Inadequate

Leadership respect as a leader. leader. Influences and qualities and initiative. leadership
& Initiative Leads by personal motivates others through adequate Does not always qualities. Does not
Ability to exercise control, example. Far exceeds his/her leadership qualities. leadership practice what he/she command respect
make decisions, make his/her subordinates and Possesses very good qualities. expects from others. At of others.
others follow a common colleagues in discipline, entrepreneurial qualities times indecisive.
goal, set a trend, initiate punctuality and hard and initiative. Possesses
changes, identify and work. Possesses satisfactory
solve operating exceptional entrepreneurial
problems. Developing entrepreneurial qualities
and motivating and initiative. Always qualities and
subordinates. comes up with innovative initiative.
ideas for improvement.

Final Assessment Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___ Rater___

Exceptionally well Very good in planning and Plans and organizes Average Disorganized in
Planning and organized in scheduling scheduling work. Manages work satisfactorily. his/her work. Poor
Organizing Ability to work and setting his/her time well and mostly Manages to complete planning & time management.
logically and effectively priorities. Excellent time meets the target dates. his/her work within organizing Mostly misses the
schedule, implement, and management. Never acceptable time frame. capabilities. At target dates.
maintain work plans and misses any target dates.
times lags
 Weight Rating Weighted
Performance 5 4 3 2 1 Factor Score
(Rating x Wt.
Characteristics Factor)

Consistently shows a Shows a high level of Gets along well Often does not extend Almost always
Teamwork very interpersonal competence cooperation or team unwilling and non-
Working high level of and consciously displays with others and spirit in the workplace. cooperative to
harmoniously and interpersonal and encourages trust/ participates provide support in a
supportively with competence, leads in cooperation for team cooperatively as team.
peers, building trust and building.
and seniors to cooperation, and a team member.
accomplish fostering
work group a positive team spirit.
objectives.

Final Assessment Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___
Rater___
Always punctual and Mostly punctual and regular Generally punctual and Often comes late. Habitual late
Attendance and regular in attendance. in attendance. regular in attendance. Irregular in attendance. comer.
Punctuality Unacceptably poor
Regularity, punctuality and attendance.
availability during working
hours.

Final Assessment Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___
Rater___
Consistently shows an Shows a high level of Regularly meets Often ignores or fails Almost always fails
Conduct/ Discipline extraordinarily high compliance with Institutional to comply with to meet Institution's
Compliance with policies level of compliance Institutional expectations Institutional expectations for
and procedures of the towards Institution's requirements, and often for policy compliance requirements and policy
Institution, honesty and requirements even in the tries to persuade others to for supervisors compliance, and
integrity in work, neat face of difficult comply with the same. the job. instructions. adherence to
appearance, and situations; takes a supervisor's
adherence to supervisor's leading role in instructions.
instructions. persuading others to
comply with the same.

Final Assessment Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___ Rater___ Self___
Rater___

Signature / Date

Total Weighted Score

Performance Score for Section II = Total Weighted Score X 0.4 =
____
________ _________ ______
Employee Rater Department Head
SECTION III: OVERALL PERFORMANCE

A. Total Performance Score = Sum of Performance Scores for Section I and Section II: ______

B. Please mark () for employee's overall performance Rating based on Total Performance Score (noted above).

A B C D* E*
91 – 100 76 - 90 60 - 75 40 – 59 Below 40
(Exceeded all expectations) (Achieved all targets and (Achieved all targets) (Achieved some targets) (Improvement needed)
exceeded expectations on some)
* If the overall Rating is "D" or "E", it needs to be approved by the Department Head
SECTION IV - PERFORMANCE SUMMARY

A. RATER'S COMMENTS AND OVERALL ASSESSMENT: Please summarize your assessment of employee's overall performance. The comments must support the
overall performance Rating and should also, preferably, note how the employee's performance during the past year compares with that in the previous year(s), and
any other significant point not covered in this form.

Rater’s Name: ----------------------------------------- Signature: ----------------------------------

Date:-----------------------------
SECTION V – DEVELOPMENT PLAN
Strengths
Self Assessment: Rater’s Assessment:

Development Area
Self Assessment: Rater’s Assessment:

Identified training needs Training to be imparted Timeframe

1.

2.
3.
4.
Comments of Rater’s Rater
_________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________

Employee’s comments (optional)

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Employee’s signature --------------------------------- Rater’s signatures ------------------------------------------------ Date --------------------------------------------------

FOR USE BY DEPARTMENT HEAD / HR/ CEO ONLY
General comments

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ASSESSMENT FOR GROWTH

Ready for promotion: This year  next year  2-3 years


Requires further development:


No potential for growth: 

 SECTION VI

Name:

INCIDENTS LOG

MONTH POSITIVE BEHAVIORS/ACHIEVEMENTS NOTED/ NEGATIVE BEHAVIORS/LAPSES NOTED/

REPORTED BY REPORTED BY