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Knot Solutions

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` Scope of Performance Appraisal & Overview

`Appraisal Process Cycle & New Appraisal

Format Orientation

`

Performance Weightage` Rating Criteria in Detail

` Preparation

` Important points to remember

` Suggestion and Recall

` KRA Setting

` Queries

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` Performance Appraisal full fills the need at thelevel of the: Individual

x Recognition of past effort

x Developmental Opportunity for career goals Team

x Alignment of effort with objectives

x Motivation of team members

Organizationx Development of staff

x Achievement of key objectives

x Best and focused utilization of human resources

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Plan Work &Identify Skills

Observe &Document Performance

Performance Appraisal

Discussion

KRA & Development Plan

Performance Review

Reward Review

Delivery

Customer Service

SLAProfits

Productivity

Business Plan

Job Description

Performance Goals

Past

Present

Future

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Performance Appraisal Cycle &Format Orientation

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Performance Appraisal Process Cycle

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Microsoft Office

Excel Worksheet

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Grade Functional Knowledge

Business

Knowledge /

Domain

Expertise

Technical/ Functional Weight

age

Key

Deliverables

Behavioral

Weight age

Total

Weight

age

A Strategic Leaders 30 40 30100

B

Program Manager. Solution

rchitects, Principal

Consultants 27 6 40 27 100

C Project Manager 24 12 40 24 100

D Sr. Consultant/ Project lead 21 18 40 21 100

E Consultant 12 30 40 18 100

F ssociate Consultant 3 42 40 15 100

G ssociate Trainee, Associate 45 40 15 100

H Support Team 48 40 12 100

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` Rating 5: Exceeded all the expectations and requirements on thejob. Able to display the skills required and exceed the expectationsall the times. Is clearly displaying the skills of the next level.

` Rating 4: Meets and exceeds the requirements and expectation onthe job occasionally. Able to display the skills more than required for

the position at different times.` Rating 3: Meets the requirements and expectations and display of

skills required for the position inconsideration.

` Rating 2: Meets the requirements and expectations occasionallyon the Parameters defined for the position in consideration.

` Rating 1: Doesn't meet the expectation of the Position inconsideration as per the description

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` Gather and review the documentations` Plan for your Short term and Long term career goals to

discuss with appraiser.` Remember to justify your rating against the tasks

performed.` Make your preparation to the review meeting` Be pleasant and open for review discussion` Remember that review exercise is not to point out

mistakes but a constructive discussion of mutualbenefit.

` Listen completely and discuss objectivity

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` Focus on facts and not on Impressions

` PA is not personal issues

` Learn applying performance evaluation criteria

during Self Appraisal

` Halo/ Horns

` Similar-to-me effect/ Comparison

` Negative and positive leniency tendency

` Recency effect to be avoided.

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` Be honest while rating yourself and justify as its an Opportunity to

improve self

` Keep special interest in sharing your development plan

` Be patient to listen strength and areas of improvement as

Professional than taking feedback personally` Provide holistic time for review as it is career oriented.

` Data requirement-Gather the realistic data to gain confidence

during rating

` Discourage Comparison with Others

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` Objective Setting Exercise Quarterly 5-8 Objectives for effectiveness

Share grade level competencies and next grade level

competencies

` Define Objective - SMART Rule

` KRA sheet for Objective Recording

` Ensure Mutual Agreement Employee & Manager

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` Specific Is the objective precise and well defined?

Is it Clear? Can everyone understand it?

` Measurable

yHow will the individual know the task has been completed? Whatevidence is needed to confirm it? Have you stated how you willjudge whether it has been completed or not?

` Achievable yIs it within their capabilities? Are there sufficient resources available

to enable this to happen? Can it be done at all? Is it possible for the

individual to perform the objective?` Relevant

yHow sensible is the objective in the current business context? Doesit fit into the overall pattern of this individuals work?

` Time Bound y Is there a deadline? Is it feasible to meet this deadline?

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Mi O i

l

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