PERFORMANCE APPRAISAL WORKSHOP
CONTENT •
Objectives of Performance Management
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Goals Of Performance Management
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Appraisal Role Play
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Appraisal Discussions
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Automation Interface
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Performance Rating Scales
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Sectional Marking Grade
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Talent Pool
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Penalties
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Performance Improvement Probation (PIP)
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Performance Vs Potential
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Key Points To Note
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Appraisal Duration
OBJECTIVES
GOALS
Performance Improvement
GOALS OF PERFORMANCE MANAGEMENT
Managing Behaviour
Development
APPRAISAL ROLE PLAY CLARIFICATION
APPRAISAL ROLE PLAY FEEDBACK
APPRAISAL CHARACTERISTICS
APPRAISAL DON’T
APPRAISAL DO
AUTOMATION INTERFACE
APPRAISAL CHECKLIST
GOAL SETTING
CROSS FUNCTIONAL
LINEAR FEEDBACK PROCESS
PERFORMANCE RATING SCALE
SECTIONAL MARKING GRADING
TALENT POOL – RS ACE Achieved Defined Benchmark Score under Organizational Values, Behaviour & Culture (OVBC) Achieved Defined Benchmark Score under Discipline, Attendance & Work Interruptions (DAWI) Achieve the Defined Benchmark Score under Safety Adherence & Compliance (SAC) Attain a slot on the top 20% (Top Performers) band of the Gaussian Bell Curve Meet the set talent pool benchmark
TALENT POOL – RS RUBY Achieved Defined Benchmark Score under Organizational Values, Behaviour & Culture (OVBC) Achieved Defined Benchmark Score under Discipline, Attendance & Work Interruptions (DAWI) Achieve the Defined Benchmark Score under Safety Adherence & Compliance (SAC) Attain a slot in the top 20% of the mid 70% (Average Performer) band of the Gaussian Bell Curve Meet the set talent pool benchmark
PENALTIES APPRAISEE 0.5%- Junior Subordinates 1%- Supervisory Roles 2%- Managerial Roles APPRAISER 0.5%- Supervisory Roles 0.75%- Managerial Roles 1%- HOD Roles
PERFORMANCE IMPROVEMENT PROBATION (PIP) PERFORMANCE IMPROVEMENT PROBATION (PIP) This is a great way to give employees whose performance is struggling the opportunity to succeed while still holding them accountable for past performance. Applies to both confirmed and unconfirmed employees. A few scenarios when the PIP may be initiated and applied is as below:  Actions established as detrimental to quality delivered to customers  Actions which result in the failure of processes and / or procedures for their intended purposes and reduce the ability to assure controlled processes Employees who have been placed on PIP may be excluded from the bi-annual appraisal cycle(s) during the sustenance of PIP cycle however a monthly evaluation of their KPDs is still applicable.
PERFORMANCE IMPROVEMENT PROBATION (PIP) Steps under PIP: Step 1: Document performance issues Step 2: Develop an action plan Step 3: Review performance plan Step 4: Performance review meeting Step 5: Follow up Step 6: PIP conclusion
PERFORMANCE VS POTENTIAL
KEY POINTS TO NOTE A notification on appraisal is sent out 5 days before the appraisal cycle start date Appraisal forms are to be completed on RS POP. The One-on-One Appraisal date is auto calculated (i.e. atleast two days after submission of forms). Notification is sent to Line Manager upon completion of the Appraisal Checklist Employee is to meet with his/her Line supervisor for One-on-One Appraisal Appraisal process is closed by the employee upon the employee acknowledgement of Appraisal Appraisal is fully closed out when notification is sent by the system to OPM indicating the agreement of an Appraisal by the employee. The section on “Contributions to the company” should reflect value added achievements in tandem with assigned KPD The Goals Setting Form defines timelines for accomplishing each assigned KPI The Linear Feedback Evaluation Form is completed by subordinates and ONLY applicable to personnel on supervisory roles
APPRAISAL DURATION
PROBATIONARY CYCLE
BIANNUAL CYCLE
CONCLUSION
“If You Can’t Measure It, You Can’t Manage It.” – Peter Drucker
QUESTIONS & CONTRIBUTIONS
Key points on Appraisals