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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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