Performance Appraisal Form (FY 2018-19)

(For Sr. Executive & Below)

Section 1 Section 2 Section 3 Section 4
Profile SWOT Analysis Generic Competencies Recommendation& Training Needs
General Guidelines Key Performance Indicator OKAYACore Values Final Score
Employee Name: POONAM Employee Code : 1004723
Company : OKAYA POWER GROUP Department : IB DEPARTMENT (CRM)
Designation : PROCESS COORDINATOR Date of Joining :17 OCT 2018
Highest Qualification : PURSUING MA IN ENGLISH Total Years of work Experience :1 YEAR 6 MONTHS
Total Years of Work Experience in OKAYA : 1 YEAR Monthly CTC : 18136
Location : NEW DELHI Name of Appraiser : PUJA WADHAWAN
General Guidelines
Purpose of this evaluation is to make the Appraise understand his strengths, weaknesses and areas of improvement. The Appraise
must be briefed about the expectations of the management and mutually agreed upon. The methodology and evaluation must be
unbiased and based on the facts and merits alone.
Any specific achievement and outstanding contribution may be supported by your remarks and justification in a separate sheet. For
statements that do not apply to the person being evaluated, please mark “Not Applicable” (NA). Comments should be specific
(including examples) and explanatory. If your evaluation and recommendations cannot be adequately covered in the space
provided, you should prepare an attachment to this appraisal form.
Rating Description Definition
Exemplary performance. Consistently exceeds the performance expectations in all areas. Far
5 Outstanding (OS) exceeds the criteria for quality, quantity, and timelines; consistently achieves results far beyond the
expectation. Is proactive and demonstrates farsighted approach.
Performance meets the defined job expectations and in many instances, exceeds job expectations.
4 Exceeds Expectation (EE) Demonstrates thorough knowledge and ability to achieve the role requirements. Has long term
growth potential.
Performance level meets expectations. Demonstrates required ability to deliver to targets and takes
3 Meets Expectation (ME) reasonable measures to solve problem. Is focused on 1-2 major tasks only and doesn’t multi-task,
or attempt to go beyond normal operations/tasks.
Demonstrates a limited level of knowledge and problem solving skills to meet objectives
2 Need Improvement (NI) independently. Performance improvement planning needs to be done. Requires supervision. May
require additional training to perform the job efficiently and effectively.
Performance level doesn’t meet the requirement at all. Performance generally fails to meet the
1 Poor Performance (PP) defined job expectations (at minimum), requires frequent and close supervision and/ or the re-
doing of work.
 Section 2

Conversion table for translating KRA rating to overall ratings

(For Example)

Sr. No. KRA Weightage Rating on Scale of 1 to 5 Score (Rating x Weightage)

1 KRA 1 40% 1 (1x.4) = .4
2 KRA 2 30% 4 (4x.3) = 1.2
3 KRA 3 20% 3 (3x.2) = .6
4 KRA 4 10% 5 (5x.1) = .5
Total 100% 1+4+3+5 = 13 .4+1.2+.6+.5 = 2.7

SWOT Analysis (To be filled by Appraise)

Strength Weakness

 Dedicated to work. Diligent.  I Have Trouble In Saying No.

 Interested in learning new skills.  I Trust People Easily.
 Decent command in ms office. Know time management and  Overconcentration In some works That Sometimes Leads To
teamwork. Neglection Of Other Things.
 Good communication skills. Positive attitude towards
handling pressure.
 Self motivated and goal oriented mindset.
 Working with responsibility.
Opportunity Threats

 I Want To Learn Managent Information System (MIS),

 Systems Aapplications and Products (SAP).
 Section 2

Ta Rating by
Achieve Weig Self- Appraiser Final
Sr. No. KRAs KPIs rge Remarks
ment htage Rating Rating
t
 Taking Secondary
Details Daily
1.  Maintaining Databases 53 53 40 5
Of New Dealers
PJP/TOUR PLAN  Taking Last Day Visit
MANAGEMENT Report From Executive
 Managing New Counter
Conversion Details
 Following Up Tour
Plans Of Rc,Bm
 Keeping Inter-
Departmental
Coordination With
Sales Department
2. COORDINATION  Sending Score Card On 30 5
Daily Basis To Sales
Executive
 Sending Score Card Of
Sales Executives To
Rc,Bm
 Solving All Queries Of
Asm,Se Related To Any
Data
 Doing Other Jobs Given
By Seniors,Zbm
  Approve
Attendance In
Hrms On Daily
Basis
 Maintenance Of
Google Drive
3. 20 5
Records
ATTENDANCE  Closing Attendance
MANAGEMENT Gap Daily
 Downloading The
Final Monthly
Attendance On Last
Day Of Month And
Review And
Confirm To Hr For
Process
4  Working On 10 4
ORP/Desh Videsh
SCHEME Scheme
MANAGEMENT  Following Up
Online Orp Related
Queries

Section 3

Sr. No. Generic Competencies
1 Teamwork
2 Commitment
3 Communication skills
4 Analytical skills
5 Business Acumen
Total
Rating By
Behavioral Indicators Self - Final
Appraiser Remarks
Rating Rating
Working collaboratively to achieve common
goals & positive results and participates
consistently as an active team player; open to
others’ ideas and suggestions, willing to share 5
own ideas & information, respects authority
and recognizes own role and limitations;
motivates and challenges others.
Supporting the group by promoting the
objectives and the group strategy. One should
show concern, desire and ability to align 5
personal needs with the needs, priorities and
objectives of the group.
Expresses information, ideas or facts to
individuals or groups effectively, taking into
account the audience and nature of the
information which may be technical, sensitive
or controversial. Makes clear, convincing, 5
grammatically correct oral presentations to
provide a meaningful and compelling
message. Listens to others and responds
appropriately.
Interpreting, linking, and analyzing
information in order to understand issues in a
4
better way and coming up with a solution
which is in line with the business objective.
The understanding of key business drivers for
performance and use of sound business
4
practices. The ability to use sound commercial
principles in all areas of responsibility.
 Section 4

Recommendations – Training & Development Needs (Areas of Improvement)

Sr. No. Type of Training (To be filled by Appraise) (To be filled by Appraiser)
I Wan To Learn New Things Of Corporate
1 Behavioral

I Want To Learn Mis And Sap

2 Functional/Technical

(To be Filled by Appraiser)

Career plan (for next three years):

Recommendations for promotion (Yes/No), If yes please elaborate:

Additional Feedback (Market Fitment/ Transfer/ additional responsibility etc):

Demonstration of OKAYA Group “CORE VALUES”

Sr. No. Core Values Support with Critical Incidences (Example) Supervisor Remarks
1 Honesty

2 Hard work

3 Commitment

4 Conviction

5 Empowerment

6 Open communication

7 Knowledge Based Hierarchy

(To be filled by HR Dept.)

Score Obtained Rating by Functional

Aspect Weightage Final Rating
Self Appraiser Head
Final Score KPIs
Generic Components
Total

Date &Signature of Appraise : Date &Signature of Appraiser :

Date &Signature HR Head : Date &Signature of Functional Head :

Date &Signature of Business Head :