Evaluation Manual

2012 Annual Evaluation Evaluatee Manual
December 2012
MANUAL CREATED BY GLOBAL HR PART, HUMAN RESOURCES TEAM
TABLE OF CONTENTS
Annual Evaluation Introduction
Grading System & Distribution
Evaluation Process
System Instructions (GHR Partner)
Other Important Information
SAMSUNG C&T CORPORATION Engineering & Construction Group. All Rights Reserved. For questions, contact DAVID J KIM (davidj.kim@samsung.com)
ANNUAL EVALUATION INTRODUCTION
Annual Evaluation Introduction

What is Annual Evaluation? - The Annual Evaluation is a comprehensive evaluation process to gauge the performance and competencies of overseas staff members to enhance their efficiency and provide incentives. The results are used to manage local personnel, determine needs for training opportunities, and set basis for next years salary increase and/or promotion.
1. Perform Competency Assessment and Performance Appraisal to evaluate this years accomplishments. (Self-Evaluation, 1st Evaluation, 2nd Evaluation) 2. Determine performance goals to achieve by next years annual evaluation & record them on the system.
Who is evaluated? Who performs the evaluation? - The overseas personnel who are subject to annual evaluation are staff members who have been employed with the company for at least 6 months prior to start of evaluation date. (For 2012 Annual Evaluation, you must have been hired on or before June 14th, 2012) - The 1st evaluator is the direct supervisor of the evaluatee, and the 2nd evaluator is the head of the office, site or the senior supervisor.
When is the Annual Evaluation performed? - The annual evaluation is performed every year in December (exact dates may vary from year to year), and personnel are evaluated for their performance and competency during the period of 1 year, from December 1st to November 30th prior to start of evaluation. The length of the evaluation is approximately 1 month including self-evaluation, 1st evaluation, 2nd evaluation, and RHQ adjustment. How is it performed? What is the process? - The Annual Evaluation is performed by using the GHR Partner system. The evaluation system is set up by the Human Resources Team at the Headquarters and notifies the personnel at each stage of the evaluation (e.g. evaluation, goal setting, etc.). The detailed process and step-by-step manual for each step can be found in the following pages.
INPUT GOAL FOR 2012
COMPTETENCY ASSESSMENT
PERFORMANCE APPRAISAL
NEXT YEARS GOAL SETTING
This step is added for this years evaluation ONLY because this is the first time using the system, and no goal is currently input.
Normal process of Annual Evaluation
12 Annual Evaluation Schedule
GRADING SYSTEM & DISTRIBUTION
Evaluation Grading System

Evaluation Grade (Corresponding Letter)
EX = Excellent VG = Very Good GD = Good NI = Needs Improvement US = Unsatisfactory

Evaluation Grade Description

Description Grade Behavioral Indicator
Consistently exceeds in their work. Has fully developed in his/her role. No guidance or direction needed. Fully understands all tasks and duties and usually performs to a high standard. Performs all tasks and duties without difficulties. Has the required ability and understanding to achieve and develop. Has a basic understanding of duties and tasks but he or she could do better by improving and developing skills, ability and knowledge to become more efficient. Rarely achieves. Has to be consistently supervised. Has no interest in the tasks, duties and Division.
Excellent
Very Good Good Needs Improvement Unsatisfactory
EX
VG GD NI US
Distribution Ratio
Since the Annual Evaluation is relative to the performance of the entire RHQ, the final results must fit into the normal curve of distribution ratio per RHQ as below.
Description Grade Performance Ratio Excellent EX Very Good VG Good GD Needs Improvement NI Unsatisfactory US
10%
25%
55%
10% Total
NOTE: After all evaluations are finished, the head of Regional HQ decides the annual performance ratio (or distribution ratio) for each RHQ. This may affect the final evaluation grade of the evaluatee.
EVALUATION PROCESS
2012 Evaluation Process

2012 Goal Inputting Self-Evaluation of 2012 1st Evaluation 2nd Evaluation & 2013 Goal Setting
RHQ Adjustment
Final Confirmation by HQ Show Results
SYSTEM INSTRUCTIONS (GHR PARTNER)
Installing GHR-Partner
Step 1: Open
Internet Explorer
Step 2: Type in the URL http://65.253.2.134:8801 Step 3: Click Run Step 4: Click Run, again Step 5: Click OK. You will not need to run steps 1-5 again, from now on. Once the GHR-Partner icon has been created on your desktop, you simply
need to double-click the icon to access the GHRPartner website.

Logging into GHR-Partner

mySingle NOT mySingle
1.
Double-click the newly created GHR-Partner icon, located on your desktop.
2. Proceed to the next page of this manual.
Log in to GHR-Partner
You will be brought to this page when you double-click the GHR-Partner Icon.
Step 1 User ID: Type in your ID (Usually, your Employee Number)
Step 4 Click Login.

Step 2 Password: Type in your personal password (Default is your birthday in YYYYMMDD format) Step 3 Corporation: Begin typing and you will see a scroll down menu to the right. Select the appropriate corporation that you belong to.
Appraisal Process
End of the Year Evaluation
12 Goal Setting 2nd Evaluation 13 Goal Setting
Self Evaluation
1st Evaluation
Check Results
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
Step 1: Check that your name and Employee ID # is correct.
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
Step 2: Click on Register Objectives
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
Step 3: Check your 1st & 2nd Evaluator
Step 4: Type your goals & objectives for 2012 (i.e. goals to achieve by end of 2012) Decide the weight of importance of goal.
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
Step 4: Click Register Additional Item to add other goals you aim to achieve. You can add multiple goals, as long as the total weight of goals equals 100.
IMPORTANT It is very important to SAVE frequently so that you will not lose your data if a system problem occurs or if you are forced to log out due to inactivity.
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
READ!
Step 5: After you have filled out all of your goals, SAVE first, then click Submit.
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
After you have submitted your objectives, wait until your 1 st Evaluator has confirmed your goals. It is recommended that you discuss with your supervisor before confirming your goals.
Appraisal Process
Self Evaluation
1st Evaluation
Check Results
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
Step 1: After logging into GHR Partner, click on Self Evaluation.
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
Step 2: Begin your self evaluation of Competencies
IMPORTANT Remember to SAVE frequently!
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
Step 4: Complete the Employee Comment section. You must describe in detail why you have given yourself the above grades.
Step 3: Scroll down
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
Step 5: Scroll down Step 6: Here, you can see the objectives you have input. Write your honest comments in detail. Based on your comments and actual achievements, rate your performance over the past year.
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
Step 7: Give your final rating based on your self competency assessment and performance appraisal. When writing your final comments, be specific about your achievements and/or shortcomings, reasons for such results, what you have learned, etc.
Step 8: SAVE and CONFIRM
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
After you have finished, wait until 1st evaluation and final evaluation are finished. You will not be able to see the results until the end of the evaluation term. During final evaluation, you must begin 13 Goal Setting.
Appraisal Process
Self Evaluation
1st Evaluation
Check Results
12 GOAL SETTING
SELF EVALUATION
13 GOAL SETTING
Step 1: Click on Register Objectives
Follow the same steps and guidelines as you did for 2012 goal setting. These goals will be used to direct your duties for the following year and will be used to evaluate your achievements during the Annual Evaluation next December.
Appraisal Process
Self Evaluation
1st Evaluation
Check Results
OTHER IMPORTANT INFORMATION
Important Information
SAVE FREQUENTLY! If you encounter system issues but did not save, you will lose all data.
If inactive for 30 minutes or more, you will be automatically logged off. Therefore, it is highly recommended that you: - First write your evaluation on Microsoft Word or other word processor software, then copy-paste it onto the comments section, OR - Take note of what you want to write, type in the comments section within 30 minutes, then save after every input. It is very important to have conversation between evaluatee and evaluators during goal setting because: - Both parties will know exactly what to expect for next years achievements, - There will be a clear direction for the employee to follow, and - These goals will be used for next years Annual Evaluation.
Important Information
It is very important to have conversation between evaluatee and evaluators during evaluation because: - Both parties can talk about successes and shortcomings, how to continue successful achievements, and how to enhance performance to improve in areas of shortcoming for the future, - It is crucial to set transparent expectations and goals for the following year, and - It will be used for next years Annual Evaluation
If you have questions about what kind of goals to input

Contact : YOUR SUPERVISOR (usually your 1st evaluator)
If you have questions about how to access GHR Partner

Contact : YOUR HR MANAGER at your office/site
If you are experiencing problems with GHR Partner
Contact : YOUR HR MANAGER at your office/site
For any other questions or comments Contact : YOUR HR MANAGER at your office/site
HUMAN RESOURCES TEAM December 2012
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2012 Annual Evaluation Evaluatee Manual

MANUAL CREATED BY GLOBAL HR PART, HUMAN RESOURCES TEAM

Grading System & Distribution

System Instructions (GHR Partner)

Other Important Information

ANNUAL EVALUATION INTRODUCTION

Annual Evaluation Introduction

INPUT GOAL FOR 2012

NEXT YEARS GOAL SETTING

Normal process of Annual Evaluation

12 Annual Evaluation Schedule

GRADING SYSTEM & DISTRIBUTION

Evaluation Grading System

EX = Excellent VG = Very Good GD = Good NI = Needs Improvement US = Unsatisfactory

Evaluation Grade Description

2012 Evaluation Process

SYSTEM INSTRUCTIONS (GHR PARTNER)

need to double-click the icon to access the GHRPartner website.

Logging into GHR-Partner

Double-click the newly created GHR-Partner icon, located on your desktop.

2. Proceed to the next page of this manual.

Step 1 User ID: Type in your ID (Usually, your Employee Number)

Step 4 Click Login.

Step 1: Check that your name and Employee ID # is correct.

Step 2: Click on Register Objectives

Step 3: Check your 1st & 2nd Evaluator

Step 1: After logging into GHR Partner, click on Self Evaluation.

Step 2: Begin your self evaluation of Competencies

IMPORTANT Remember to SAVE frequently!

Step 3: Scroll down

IMPORTANT Remember to SAVE frequently!

IMPORTANT Remember to SAVE frequently!

Step 8: SAVE and CONFIRM

Step 1: Click on Register Objectives

OTHER IMPORTANT INFORMATION

If you have questions about what kind of goals to input

If you have questions about how to access GHR Partner

If you are experiencing problems with GHR Partner

Contact : YOUR HR MANAGER at your office/site

HUMAN RESOURCES TEAM December 2012

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