A n n u a l P e r f o r m a n c e A p p r a i s a l P r o c e s s F Y 1 6 17 P r i n c i p l e & W o r k f l o w
2 A t t h e e n d o f t h e m a n u a l y o u w o u l d b e a b l e to Understand the objectives and importance of annual appraisal process Enables you to build your know how on the automated Performance Appraisal System Know all stakeholders and their roles & responsibilities Goal setting using SMART technique Understand the process of goal setting, self & manager assessment
3 P e r f o r m a n c e M a n a g e m e n t P r o c e s s H i g h l e v e l v i e w Plan Performance (Goal Setting- KPIs/Measures/Weightage/ Targets) Review Performance (Appraise, Reward, Grow) Manage Performance (Act, Monitor & Coach)
K e y S t a k e h o l d e r s a n d R o l e s Employee Supervisor Reviewer HR Actively participate in the Performance Management Process. Setting SMART Goals inline with the functional / organizational goals in discussion with the Appraiser. Participate in Agreement discussion with the appraiser and reviewer Adhere to timelines Be open and proactive. Guide the team member to set SMART goals. Provide inputs where ever required. Ensure team/individual goals are aligned to the function / organizational goals. Communicating & agreeing on the expectations and outcomes. Ensure all the process steps are closed within the set timelines. Reviewing the goals and outcomes of the team members. Check alignment to functional / organizational goals. Ensure that fair and transparent feedback session was conducted by the appraiser with the employee. Ensuring that the entire process is in agreement and consensus of the employee, appraiser and self before final sign off. Clearly communicate timelines for the process Provide formats and process guidelines. Ensure and address all queries related to the process. Set up platforms for employee queries like SPOCs / helplines / HR Business Partners / awareness sessions. Present analysis and performance assessment to the management. Conclude the process by informing the employees about their final scores and outcomes there by. 4
A p p r a i s a l F o r m a t w o r k f l o w KPI Key Performance Indicators Measurement Criteria / Success Criteria appropriate unit to measure the goals, qualitative or quantitative Weightage - Relative importance associated to a particular KPI against all others to determine its absolute contribution in the over all achievement Target How much needs to be achieved 5
M a k e E f f e c t i v e K P I s - S M A R T T e c h n i q u e ( R e f e r S M A R T T e c h n i q u e o f G o a l S e t t i n g ) S Specific Your goal should be clear and well defined. M Measurable measurable goals, so that you can track your progress and stay motivated. A Attainable Your goal also needs to be realistic and attainable to be successful. R Relevant Ensure that your goal matters to you, and that it also aligns with other relevant goals. T Time Bound Every goal needs a target date, so that you have a deadline to focus on. 6
P o i n t s t o R e m e m b e r KPIs are necessarily similar for same role irrespective of the location. E.g. Cinema Managers across India will have similar KPIs. Minimum 3 KPIs should be there for each role. Each KPI is assigned a weightage in % form which determines the priority and alignment of resources. The weightage to each KPI must be between 5% to 40%. The sum total of the weightage for all KPIs for an employee should be 100%. We will use 5 point Rating Scale. 7
R a t i n g S c a l e Rating Contribution Level Descriptive Behaviours 5 4 Significantly Exceeds Expectations 120% and above Exceeds Expectations 100% to 120% Constantly exceeds established KPIs with noteworthy distinction Achieves incomparable outcomes which have a high impact on overall performance of the team/organization Exceeds established KPIs most of the time. Consistently completes key outputs required, positively impacting the overall performance of the team/organization 3 2 1 Meets Expectations 80% to 100% Occasionally Meets Expectations 50% to 80% Does Not Meet Expectations Less than 50% Delivers on all expected standards of performance Is able to achieve the outputs required from the job assigned, delivering the team performance Meets partial standards of performance Scope for improvement in several output areas Meets minimal standards of performance Does not meet expected threshold level of performance 8
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