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DEVELOP PERFORMANCE APPRAISAL
FORMAT FOR SCIENTIFICORGANIZATIONS
BY SUMIT NEGI
PANKAJ MISHRA
VIRESH NARKAR
ABDUL BASIT
UPESH MEHTA
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MEANING A performance appraisal, employee appraisal, performance
review, or (career) development discussion[1] is a method by whichthejob performance of an employee is evaluated (generally interms ofquality, quantity, cost, and time) typically by thecorrespondingmanager or supervisor.
[2] A performance appraisal is
a part of guiding and managing career development. It is theprocess of obtaining, analyzing, and recording information aboutthe relative worth of an employee to the organization. Performanceappraisal is an analysis of an employee's recent successes andfailures, personal strengths and weaknesses, and suitability forpromotion or further training. It is also the judgement of an
employee's performance in a job based on considerations otherthan productivity alone.
http://en.wikipedia.org/wiki/Job_performancehttp://en.wikipedia.org/wiki/Job_performancehttp://en.wikipedia.org/wiki/Job_performancehttp://en.wikipedia.org/wiki/Employeehttp://en.wikipedia.org/wiki/Evaluationhttp://en.wikipedia.org/wiki/Performance_appraisalhttp://en.wikipedia.org/wiki/Evaluationhttp://en.wikipedia.org/wiki/Job_performancehttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Evaluationhttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Managementhttp://en.wikipedia.org/wiki/Supervisorhttp://en.wikipedia.org/wiki/Performance_appraisalhttp://en.wikipedia.org/wiki/Career_developmenthttp://en.wikipedia.org/wiki/Productivityhttp://en.wikipedia.org/wiki/Productivityhttp://en.wikipedia.org/wiki/Career_developmenthttp://en.wikipedia.org/wiki/Performance_appraisalhttp://en.wikipedia.org/wiki/Supervisorhttp://en.wikipedia.org/wiki/Managementhttp://en.wikipedia.org/wiki/Project_trianglehttp://en.wikipedia.org/wiki/Evaluationhttp://en.wikipedia.org/wiki/Employeehttp://en.wikipedia.org/wiki/Job_performancehttp://en.wikipedia.org/wiki/Performance_appraisal8/3/2019 Shakti Mam Prsntn Final
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Confidential | Copyright Larsen & Toubro Infotech Ltd.
April 28, 2012
Presentation subject to come here
Performance Management System (PMS)Overview
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Initiation
Allocate
Appraiser and
Reviewer
Appraisee
Feedback on
process
Evaluation
Appraisal
discussion i.e.
Discussion on
performance &development
plan
Performance
evaluation by
Appraiser &
Reviewer
Appraisal
Trigger
Record results
achieved and
submit forevaluation
Performance
Review
Periodic reviews
on progress of
committed work
Commitment
Planning
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Initiation Commitment Planning Performance Review Appraisal Trigger Evaluation Appraisee feedback
What is the basic PMS process we follow for all appraisals?
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MUST KNOWs about
Project Connect
An independent work-allocation system that captures information about the projects
in the organization. That includes Project ID, duration of the project, start and end
date of the project.
Role Allocation
Allocating an Appraiser and Reviewer to an Appraisee.
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Initiation Commitment Planning Performance Review Appraisal Trigger Evaluation Appraisee feedback
Initiation
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MUST KNOWs about
CommitmentMeasurable objective based on the units committed work and individual goals,
collaboratively defined by the appraisee and superior.
Commitment Setting
It is recommended to have 3-5 Commitments. A sample:
Approval of Commitments
The stage where Appraiser finally approves the Appraisees commitment sheet
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Initiation Commitment Planning Performance Review Appraisal Trigger Evaluation Appraisee feedback
Commitment Perf Std- A Perf Std- B Perf Std- C TargetUnit of
MeasurementQT/QL
Time Sheet
Compliance per
month for the
team
>95 90 - 95 < 90 >95 % compliance Quantitative
Commitment Planning
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MUST KNOWs about
Performance Review
Performance objectives at the unit and individual levels are periodically reviewed todetermine their continued relevance, and, if needed, they are revised.
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7Initiation Commitment Planning Performance Review Appraisal Trigger Evaluation Appraisee feedback
Performance Review
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MUST KNOWs about
Appraisal Trigger
Recording Results Achieved and submitting the commitment sheet to Appraiser for
evaluation.
Results AchievedWork done against the commitments planned.
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8Initiation Commitment Planning Performance Review Appraisal Trigger Evaluation Appraisee feedback
Appraisal Trigger
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MUST KNOWs about
Approval of Results Achieved
Appraiser has to approve/reject the Results Achieved entries recorded by the
Appraisee. Appraiser can rate only after approving the Results Achieved sheet
Rejection of Results AchievedAppraiser can reject the achievements submitted by Appraisee for evaluation. This/her
can be done for all types of appraisal. The Appraisee will enter the revised results
achieved and submit to the Appraiser for evaluation
Continued..
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9Initiation Commitment Planning Performance Review Appraisal Trigger Evaluation Appraisee feedback
Evaluation
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MUST KNOWs about Rating Scale: Each Commitment is rated on 3 point scale:
A --------- Value of 3, indicating exceeds requirements
B --------- Value of 2, indicating Meets requirements
C --------- Value of 1, indicating Below requirements
Score after evaluation on rating scale is simple arithmetic mean or Average of rating on
commitments, calledACR (Annual Commitment Rating)
Eg: CR1 : 3 (A), CR2: 2 (B), CR3 : 2 (B), ACR = (3+2+2) / 3 = 2.3
The behaviour or results that an employee is expected to exhibit when they are successfully
performing the job are Performance Dimensions (PD). Following eight PD are identified:
Quantity of Work, Quality of Work, Timeliness of Delivery, Customer Value Added, Team/Unit
Contribution, Use of Resources, Independence and Work Habits.
On the basis of the ACR, System identifies Performance Dimension Band (PD Band) on the
Performance Dimension. Eg: In above case, ACR = 2.3 so PB = (3*2.3)+1, (3*2.3), (3*2.3-1) = 7,6, 5
Each PDs are then rated on a scale of 1 to 9.
Final appraisal score is called Performance Index (PI) which is Sum of Rating on each
performance dimension.
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10Initiation Commitment Planning Performance Review Appraisal Trigger Evaluation Appraisee feedback
Evaluation
ACR PD band PI
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MUST KNOWs about
Feedback
The Appraisee must give feedback about the appraisal process in the system.
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11Initiation Commitment Planning Performance Review Appraisal Trigger Evaluation Appraisee feedback
Appraisee Feedback
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1. Project End/Task End i.e.
1.4 When there is change in
Appraiser/ Reviewer
1.3 When Appraiser exits from
the project/task
1.1 When Project comes to an
end
1.2 When Appraisee exists
from project/task
4. Annual Appraisal at the end of
financial year ( if annual
appraisal is mandatory)
2. Confirmation
3. Project/Task appraisal review at
the end of the financial year
Appraisal
MUST betriggered at
any of the
following
instances
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When must an appraisal be triggered?
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View the Basic concepts on your dashboard
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This is your dashboard
Your role
Commitment Planning
Evaluations
Appraisal
period
All the training material isavailable here
Appraisal Period: 1st April - 31st March
Appraisal is to be completed in the online Aspire system
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Ensure commitments are discussed with superior and frozen in Aspire at the beginning ofthe year
Record Development Planning commitments in Aspire based on ones development needsafter discussing with superior
Enter results achieved and submit the appraisal to Appraiser for evaluation as per the
defined timelines
Give feedback on the appraisal process
Record career aspiration if A13 and above in system
Raise request for deletion of Project/task appraisal
What are the responsibilities of a Appraisee?
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Ensure role allocation is done for the team
Ensure commitment are discussed with the Appraisee and frozen in Aspire at the beginning of thefinancial year
Hold formal performance discussion with the Appraisee
Discuss the development need of the Appraisee. Review Development Planning submitted by the
Appraisee
Submit feedback on the Development Planning
Complete appraisal evaluation as per the defined timelines
Review the career aspiration recorded
Can allow Practice appraisal
Delete the appraisal approved for deletion
What are the responsibilities of a Appraiser?
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In case of Project Appraisal, allocate a Reviewer and an Appraiser to the Appraisee in Aspire systemwithin 15 days of allocation to the project (this/her action is called Role Allocation)
Give feedback on Development Planning to the Appraisee in Aspire system after the Appraiser hasgiven his/her/her feedback
Complete appraisal evaluation as per the defined timelines
Review the career aspiration data forwarded by Appraiser
What are the responsibilities of a Reviewer?
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Larsen & Toubro Infotech
Ltd
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