2016~ Chief Staff

[2015]Performance Appraisal Form (For ~ Chief Staff)

Filled by Appraisee as of the end of the appraisal period Filled by MVC as of the beginning of the appraisal period Filled by Appraisor as of the end of the appraisal period

Appraisee
Employee Code
KT15003

Dept

Position

Full name

Gender

Age

QA

QA ENGINEER

MARTYNAS PREISAITIS

MALE

29

/Category

Grade

1st Appraisor
Employee Code

Full name

2nd Appraisor
Employee Code

/ Appraisal Elements and Criteria

1 Level of completion of work

Did he/she meet the standards of quantity and quality of work as well as time to complete the assignments? (Eg, Quantity : Amount of work, Quality: Accuracy, Quality Standards etc)

Performance
Appraisal

Behavior Assesment

/Appraisal Criteria
S

121%

101~120%

80~100%

60~79%

30~59%

29%

Always exceed the standards of quantity and quality of work as well as time to complete the assignemtns (Eg, Quantity: Amout of work, Quality: Accuracy, Quality Standards etc). Completion level against expectation hits from 121% or higher.

Sometimes exceed the standards of quantity and quality of work as well as time to complete the assignemtns (Eg, Quantity: Amout of work, Quality: Accuracy, Quality Standards etc). Completion level against expectation hits from 101% to 120%.

Met the standards of quantity and quality of work as well as time to complete the assignemtns (Eg, Quantity: Amount of work, Quality: Accuracy, Quality Standards etc). Completion level against expectation hits from 80% ~ 100% .

Sometimes couldn't meet the standards of quantity and quality of work as well as time to complete the assignemtns (Eg, Quantity: Amount of work, Quality: Accuracy, Quality Standards etc). Completion level against expectation hits from 60% ~ 79%.

Frequently couldn't meet the standards of quantity and quality of work as well as time to complete the assignemtns (Eg, Quantity: Amount of work, Quality: Accuracy, Quality Standards etc). Completion level against expectation hits from 30% ~ 59%.

Always couldn't meet the standards of quantity and quality of work as well as time to complete the assignemtns (Eg, Quantity: Amount of work, Quality: Accuracy, Quality Standards etc), consequently affected company's performance as well as reputation. Completion level against expectation hits from 29% or lo

Working Attitude

Was he/she serious and dedicated enough in his/her working attitudes to comply with labor disciplines a

Behavior Assesment

/Appraisal Criteria

Not only exemplarily compy with labor disciplines but also proactively encourage surrounding colleagues to work with good attitudes. Serious, hard-working and dedicated for his/her work. Always try to make cheerful greetings, Contribute to make positive atomsphere in the company.

Exemplarily comply with labor disciplines, become a role-model for surrounding colleagues. Serious, hard-working and dedicated for his/her work. Always try to make cheerful greetings.

Comply fully with labor discipline. Serious, hard-working and dedicated for his/her work. Always make greetings.

Sometimes breach labor disciplines, Sometimes detected laziness and idleness in working. Sometimes neglect greetings.

Frequently breach labor disciplines, Frequently detected laziness and idleness in working. Frequenly neglect greetings.

Ignore labor disciplines, Always being lazy, idle and not serious in his/her work, Always neglect greetings for his/her colleagues, Led to lower the level of labor dicipline of the company.

Communincation Skill (HOURENSO)

Did he/she communicate (Report, Contact, Consult) promptly with his/her superior when detect
/Appraisal Criteria

Behavior Assesment

Competency
Appraisal

Communicate(Report,Contact,Consult) promptly with his/her superiors when detecting problems or unusual incidents incurred. Besides, capable to summarize logically his/her own analysis as well as solutions for such problems and incidents, which enables his/her supriors to understand how things are going a
necessary decisions/judgements easily.

Communicate(Report,Contact,Consult) promptly with his/her superiors when detecting problems or unusual incidents incurred. Besides, capable to summarize logically his/her own analysis as well as solutions for such problems and incidents.

Communicate(Report,Contact,Consult) promptly with his/her superiors when detecting problems or unusual incidents incurred.

Regardless of the awareness on the importance of Communication (Report,Contact,Consult) obserbed, Sometimes leave problems/incidents untackled, Sometimes unable to communicate(Report,Contact,Consult) with superiors promptly.

Poor awareness on the importance of Communication (Report,Contact,Consult) observed, Frequently leave problems/incidents untackled, Frequently unable to communicate(Report,Contact,Consult) with superiors promptly.

Completely lacking the awareness on the importance of Communication(Report,Contact,Consult), Always leave problems/incidents untackled, Always unable to communicate(Report,Contact,Consult) with superiors promptly, which led to affect the company's teamwork.

Technical Knowledge & Skill

Was he/she fully equipped with technical knowledge, skills and expertises

Technical
Knowledge & Skill
Appraisal

80~100%

60~79%

30~59%

29%

Not only fully equipped with technical knowledge, skills and expertise necessary to perform his/her assignments, but also proactively updating new knowledge and skills without being settled for the status quo, which were promptly applied for daily operations to make good performances.

Not only fully equipped with technical knowledge, skills and expertise necessary to perform his/her assignments, but also proactively updating new knowledge and skills without being settled for the status quo.
Almost fully equipped with technical knowledge, skills and expertise necessary to perform his/her assignments (About 80 ~ 100% of the expected level of technical knowledge, skills and expertise for the grade).
A bit Poorly equipped with technical knowledge, skills and expertise necessary to perform his/her assignments (About 60 ~ 79% of the expected level of technical knowledge, skills and expertise for the grade).
Poorly equipped with technical knowledge, skills and expertise necessary to perform his/her assignments (About 30 ~ 59% of the expected level of technical knowledge, skills and expertise for the grade).
Regardless of complete lack of technical knowledge, skills and expertise necessary to perform his/her assignments (Lower than 29% of the expected level of technical knowledge, skills and expertise for the grade), no actions/efforts were observed to study, learn and aquire such lacking knowledge and skills.

5 Foreign Language Proficiency

Was he/she proficient enough in foreign language to communicate with foreign colleagues, customers and suppliers?

/Appraisal Criteria

Behavior Assesment

Behavior Assesment

/Appraisal Criteria

80~100%

60~79%

30~59%

29%

Not only being proficient enough in foreign language to communicate with foreign colleagues, customers and suppliers at satisfactory level, but also proactively aquiring new vocabularies as well as idioms without being settled for the status quo, which were made use of for daily operational communication with

Not only being proficient enough in foreign language to communicate with foreign colleagues, customers and suppliers at satisfactory level, but also proactively aquiring new vocabularies as well as idioms without being settled for the status quo.
Be proficient enough in foreign language to communicate with foreign colleagues, customers and suppliers at almost satisfactory level (About 80 ~ 100% of the expected level of foreign language proficiency for the grade) .
Be proficient enough in foreign language to communicate with foreign colleagues, customers and suppliers at a bit unsatisfactory level (About 60 ~ 79% of the expected level of foreign language proficiency for the grade) .
Be proficient enough in foreign language to communicate with foreign colleagues, customers and suppliers at unsatisfactory level (About 30 ~ 59% of the expected level of foreign language proficiency for the grade) .
Regardless of being completely unproficient in foreign language to communicate with foreign colleagues, customers and suppliers (Lower than 29% of the expected level of foreign language proficiency for the grade), no actions/efforts were observed to study foreign language.

Responsibility

Was he/she motivated enough to fulfill the assigned and expected roles?

Behavior Assesment

/Appraisal Criteria
S

108

1067

103

102

Always observed to be highly motivated enough to fulfill the assigned and expected roles and expectations, Always strives to fulfill such roles to the end without giving-up his/her job even though difficult.
Always observed to be highly motivated enough to fulfill the assigned and expected roles and expectations, Always strives to fulfill such roles to the end.
Almost always observed to be motivated enough to fulfill the assigned and expected roles and expectations (Well performed for 8+/10 times).
Sometimes observed the lack of enough motivation to fulfill the assigned and expected roles and expectations (Well performed for 6-7/10 times).
Frequently observed the lack of enough motivation to fulfill the assigned and expected roles and expectations (Well performed for 3-5/10 times).
Almost always observed the lack of motivation to fulfill the assgined and expected rols and expectations (Well performed for 2-/10 times), which led to affect the company's teamwork.

Cooperativeness

Did he/she proactively cooperate with his/her colleagues for smooth operation to pursue teamwork?

/Appraisal Criteria

Motivation &
Working Attitude
Appraisal

Behavior Assesment

Not only always observing the situation of the people around and proactively cooperating with colleagues, but also taking initiatives to function the teamwork better for more smooth operation.
Always observe the situation of the surrounding people, proactively cooperate with colleagues, conduct operations based on teamwork spirit.
Proactively collaborate with colleagues for smooth operation to pursue teamwork.
Collaborate with colleagues few times, Lack of attitudes and efforts to pursue teamwork.
Not collaborate with colleagues while instructed to put emphasis on teamwork, couldn't observe any attitude nor efforts to pursue teamwork.
Being self-centered and not collaborate with colleagues, which led to affect the company's teamwork.

Proactivity

Was he/she motivated and creative enough to try for new methods as well as challenge

Behavior Assesment

/Appraisal Criteria
S

Being motivated and creative enough totry for new methods as well as challenges without being settled for the status quo, besides take actual actions for implementation, which led to bring operational outcomes/performances.
Being motivated and creative enough totry for new methods as well as challenges without being settled for the status quo, besides take actual actions for implementation..
Being motivated and creative enough totry for new methods as well as challenges without being settled for the status quo.
Sometimes being not fully motivated and creative enough to try for new methods as well as challenges and being settled for the status quo.
Never being motivated and creative enough to try for new methods as well as challenges and being settled for the status quo.
Never being motivated and creative enough to try for new methods as well as challenges and being settled for the status quo, besides, discourage surrounding colleagues to try for new methods and new challenges by negative words and behaviors.

9 Deligency

Frequency of late-arrival, early-leaving, absence (except paid leave).

Behavior Assesment

/Appraisal Criteria
S

Do not be late, do not leave early, not absent (except paid leave).

14 Number of absences (except paid leave) within a year was equal to or more than 1 but less than 4 days. No late-arrival nor early-leaving within a year.

48 Number of absences (except paid leave) within a year was equal to or more than 4 but less than 8 days. No late-arrival nor early-leaving within a year.

8121 Number of absences (except paid leave) within a year was equal to or more than 8 but less than 12 days. Sometimes detected late-arrival and early-leaving (about once a quarter).

121Number of absences (except paid leave) within a year was equal to or more than 12 days. Often detected late-arrival and early-leaving (about once a month).

12 Number of absences (except paid leave) within a year was equal to or more than 12 days. Very frequently detected late-arrival and early-leaving (about 3+ times a month)..

/Comments by Appraisee
I am proud to be a member of Maeda company, but this year was a tough one for me.
I realized that I still have a lot to learn and improve. Sometimes I get very depressed
and I stress more then before. Most of my time was spent at site, as required. But I am
used to a different environemnt. Also, getting along with co-workers is a priorty for

/Comments by 1st Appraisor

/Comments by 2nd Appraisor

I am proud to be a member of Maeda company, but this year was a tough one for me.
I realized that I still have a lot to learn and improve. Sometimes I get very depressed
and I stress more then before. Most of my time was spent at site, as required. But I am
used to a different environemnt. Also, getting along with co-workers is a priorty for
me, but there were times I had some differences with my collegues. Overall, I did my
best work and I will continue to do so to elevate my skills, and become more
contibuting member for Maeda Company.

Full name

om 29% or lower.

Appraisal Period

Jan-16

Dec-16
/ Appraisal Result

Score

Self-Evaluation 1st Evaluation 2nd Evaluation

6 point

Final Score

Weight

5 point
4 point
3 point

2 point
1 point

sciplines as well to give proper care and greetings to his/her colleagues?

Score

Self-Evaluation 1st Evaluation 2nd Evaluation

6 point

Final Score

Weight

5 point
4 point
3 point

2 point
1 point

hen detecting problems or unusual incidents incurred?

gs are going and make

Score

Self-Evaluation 1st Evaluation 2nd Evaluation

Final Score

Weight

6 point
5 point
4 point
3 point
2 point
1 point

expertises necessary to perform his/her assignments?

and skills.

nication with foreigners.

Score

Self-Evaluation 1st Evaluation 2nd Evaluation

6 point

Final Score

Weight

5 point
4 point
3 point

2 point
1 point

Score

Self-Evaluation 1st Evaluation 2nd Evaluation

6 point

Final Score

Weight

5 point
4 point
3 point
2 point
1 point

 Score

Self-Evaluation 1st Evaluation 2nd Evaluation

6 point

Final Score

Weight

5 point
4 point
3 point

2 point
1 point

Score

Self-Evaluation 1st Evaluation 2nd Evaluation

6 point

Final Score

Weight

5 point
4 point
3 point

2 point
1 point

challenges being settled for the status quo.

Score

Self-Evaluation 1st Evaluation 2nd Evaluation

6 point

Final Score

Weight

5 point
4 point
3 point

2 point
1 point

Score
6 point

Self-Evaluation 1st Evaluation 2nd Evaluation

Final Score

Weight

5 point
4 point
3 point

rter).

2 point
1 point

/GD Appeoval

Rank Conversion Criteria

Final Score Total

Final Convered Rank

111-120

91-110

71-90

51-70

41-50

20-40

0
(*Min:20-Max:120, Ave:80)