Performance Management System
Content
Your Performance Scorecard
Personal Details
Emp. Code
Appraisee's Designation Appraisee's Division
Location
Department
Appraisee's Name
ISPAT
Appraiser's Name Appraiser's Designation Appraiser's Division Department
Reviewer's Name
Reviewer's Designation
Reviewer 's Division
Department
Parivartan
Key Dates
Performance Cycle - MMYY MMYY Performance Planning - MMYY - MMYY Q1 Appraisal - MMYY - MMYY Q2 Appraisal Q3 Appraisal Q4 Appraisal
Process Tracker
Performance and Development Planning Sign When Complete KRA Section Filled (Appraisee) Target Setting Sign When Complete Q1 (Appraiser & Appraisee) Monthly Reviews Sign When Complete Months 1, 2 & 3(Appraiser & Appraisee) Appraisals Sign When Complete Self Appraisal (Appraisee) [Q1, Q2, Q3 & Q4]
Routine Responsibilities Filled (Appraisee)
Q2 (Appraiser & Appraisee)
Months 4, 5 & 6(Appraiser & Appraisee)
Performance Discussion (Appraiser) [Q1, Q2, Q3 & Q4]
Competency Section Filled (Appraisee)
Q3 (Appraiser & Appraisee)
Months 7, 8 & 9(Appraiser & Appraisee)
Feedback (Appraiser) [Q1, Q2, Q3 & Q4]
Performance & Development Plan Approved (Appraiser & Reviewer)
Q4 (Appraiser & Appraisee)
Months 10, 11 & 12(Appraiser & Appraisee)
Final Score Calculated (Appraiser & Reviewer) [Q1, Q2, Q3 & Q4]
Overall Score Calculated (Appraiser & Reviewer) [Q4]
Instruction Sheet
Instruction Sheet
Choosing 1. A maximum of 8 KRAs can be chosen for an Appraisee for a particular performance period. KRAs 2. At least one KRA should be chosen in each of the 4 perspectives of the Balanced Scorecard, viz., Financial, Customer, Internal Process and Learning & Growth 3. Chose the applicable perspective letter: F for Financial, C for Customer, IP for Internal Process and L&G for Learning & Growth from the drop-down list by clicking on the grey box.
For 1. Instructions within various sections of the form are highlighted Appraisee 2. Use the process tracker on Page 1 to keep record of various activities within a phase of the performance cycle 3. Sign on every box designated for you in the process tracker to keep a record of various activities within a phase of the Performance Cycle 4. Each section of the Performance & Development Plan is mandatory - to be filled at the appropriate time [As mentioned in the instructions alongwith the form sections] 5. Evaluate your own performance at the end of each quarter on the KRAs and on the Routine Responsibilities and Competencies at the end of the fourth quarter 6. Final scores [end of each quarter] and Overall Scores [End of the fourth quarter] do not have to be calculated by you. They will get calculated automatically by the system. Hence it is advisable to fill the form online and not on a hard copy
For 1. Sign on every box designated for you in the process tracker on Page 1 after completing the appropriate step. Appraiser 2. Provide feedback and comments on every performance parameter of your Appraisee. This must be recorded on the form itself. 3. Validate the Performance & Development Plan created by your Appraisee before finalizing it. 4. Use the rating scales provided at the bottom of the scoring sections to rate your Appraisee. 5. For more details, refer to the Parivartan Handbook or the Ready Reckoner. 6. Final scores [end of each quarter] and Overall Scores [End of the fourth quarter] do not have to be calculated by you. Hence, plese ensure that the forms are filled online Support Divisions (For. e.g., CRG, Finance etc.) Non-Support Divisions [For e.g., HSM, SIP, BF) Weightages KRAs Routine Responsibilities KRAs Routine Responsibilities Top Management 50% 50% Top Management 70% 30% Middle Management 40% 60% Middle Management 60% 40% Junior Management 30% 70% Junior Management 50% 50%
KRAs
[To be filled in by the Appraisee, Appraiser & Rater on a Quarterly Basis for Appraisals & Monthly Basis for Reviews] With the help of your Appraiser, pick out KRAs [Maximum 8] from your Department Scorecard which you think are imporatnt for the current performance year. Please refer to the "Choosing KRAs" section in the instruction sheet for appropriate selection of KRAs * Targets changed during monthly reviews can be used to overwrite targets for the existing quarter Click on the relevant box to give any rating between 1 and 5; based on the scale mentioned below
KRAs Action Plans Targets
ISPAT
KRA Type
Rating by Appraisee
[Click on the grey box to choose applicable type] F 1
Q1 Q2 Q3 Q4
3 2 4 1
F
2 Q1 Q2 Q3 Q4 4 2 4 2
F
3 Q1 Q2 Q3 Q4 5 2 4 3
F
4
Q1 Q2 Q3 Q4
Self Appraisal and Comments
Appraiser's Feedback and Comments
Reviewer's Feedback and Comments
*Scale: 1: Significantly below expectations2: Moderately below expectations
3: Meets expectations
4: Moderately above expectations
5: Significantly above expectations
KRAs Other KRAs KRAs
[To be filled in by the Appraisee, Appraiser & Rater on a Quarterly Basis for Appraisals & Monthly Basis for Reviews]
ISPAT
KRAs
With the help of your Appraiser, pick out KRAs [Maximum 8] from your Department Scorecard which you think are imporatnt for the current performance year. Please refer to the "Choosing KRAs" section in the instruction sheet for appropriate selection of KRAs * Targets changed during monthly reviews can be used to overwrite targets for the existing quarter Click on the relevant box to give any rating between 1 and 5; based on the scale mentioned below
KRA Type KRAs Action Plans Targets Rating by Appraisee
[Click on the grey box to choose applicable type] C 5
Q1 Q2 Q3 Q4
IP
6 Q1 Q2 Q3 Q4
L&G
7 Q1 Q2 Q3 Q4
L&G
8
Q1 Q2 Q3 Q4
Self Appraisal and Comments
Appraiser's Feedback and Comments
Reviewer's Feedback and Comments
*Scale: 1: Significantly below expectations2: Moderately below expectations
3: Meets expectations
4: Moderately above expectations
5: Significantly above expectations
Routine Responsibilities
[To be filled in by the employee in consultation with the manager] Based on your manager's and your understanding of your role, list down four/ five tasks that you perform on a daily basis.
You would be evaluated by your manager on your performance on these daily tasks using the five-point scale used earlier.
Routine Responsibilities Action Plans Self Appraisal
1
3
2 4
3 2 4
5
Self Appraisal and Comments
Appraiser's Feedback and Comments
Reviewer's Feedback and Comments
*Scale: 1: Significantly below expectations2: Moderately below expectations
3: Meets expectations
4: Moderately above expectations
5: Significantly above expectations
Competencies
[To be filled in by the employee in consultation with the manager on an annual basis] Based on your manager's and your understanding of your role, list down expected proficiency levels for the competencies from the competencies master and mark Competencies [Max 3] as D which you feel need to be developed
Competencies
Expected Proficiency Level
Appraisee to mark as "D" [Max 3]
1 2 3 4 5 6 7 8 9 10 11
Self Appraisal and Comments
Appraiser's Feedback and Comments
Reviewer's Feedback and Comments
*Scale: 1: Learner
2: Development Area
3: Capable
4: Strength
5: Role Model
Development Plan
[To be filled in by the Appraisee in consultation with the Appraiser on an annual basis] Based on the competencies marked by the appraisee as "D", articulate an action plan to bridge competency gaps
Action Plan
Training Needs
Competencies
Training Needs
Identify and enumerate other technical or behavioural skills which need to be acquired by the you
Action Plan
Other Development Areas
Self Appraisal and Comments
Appraiser's Feedback and Comments
Reviewer's Feedback and Comments
HR's Feedback and Comments
Development Plan
[To be filled in by the appraiser in consultation with the appraisee on an annual basis]
Career Aspirations
Does the appraisee desire t move to a new position within the next 6-12 months? If yes, specify position(s)desired and indicate your assessment of individual's readiness for the position
Readiness/ Position*
Position
Rating
High Moderate Limited
This individual can advance well above (one or two levels above) current position. This individual shows potential for taking on greater responsibility or moving to next management/technical level over a period of 6-12 months This individual can continue to contribute significantly in his/her current position, but may have limited upward growth opportunities. A lateral move may be an appropriate growth opportunity for this individual. This individual is a key resource in his/her current position. This vital knowledge precludes movement at this time, but development opportunities should continue to be identified This individual has been in his/her current position less than six months and is too new to evaluate
Key Resource
Too New
Appraiser's Comments
Reviewer's Feedback and Comments
HR's Feedback and Comments
Annual Performance Summary
Employee Level Choose the Applicable level by clicking on the grey box. Choose "Top Management" for "Division Heads & Above", "Middle Management" for "Department Heads" and "Section Heads" and "Junior Management" for others Junior Management Performance Scores on KRAs By the Appraiser
Division Type Choose the Applicable Type by clicking on the grey box. Choose 1 for "Support" and 2 for "Non Support" 2 By the Appraisee By the Reviewer*
Average of individual KRA Scores
Q1 Q2 Q3 Q4
3 1 3 2
4 2 4 2
3 3 3 3
* To be filled separately only in cases of disagreement 0 0 0 0
Overall Performance Score Averageof KRA Scores for all the quarters KRA Section Weightage [Instruction Sheet] KRA Section Score Average of Routine Responsibility Scores Routine Responsibility Section Weightage [Instruction Sheet] Routine Responsibility Section Score
Overall Score Modified Overall Score [In cases of rater bias or disagreement between the Appraiser and Appraisee]
0.5 0.5
2.25
3
0
1.1 4
1.5 3 3
0 0
2
1.5
0 3.1 0
Attestations
By the Appraisee
Do you agree with the evaluation of your performance? If no, please state your reasons below.
By the Appraiser
In case the employee has indicated disagreement in the above para, please explain the causes and add your comments.
By the Reviewer
In case the employee has indicated disagreement in the above para, assess the need for a re-review. To re-review or to make any changes in the evaluation, you will need to have an open discussion with the employee and his manager.
ISPAT
Parivartan
Self Appraisal (Appraisee) [Q1, Q2, Q3 & Q4]
Performance Discussion (Appraiser) [Q1, Q2, Q3 & Q4]
Final Score Calculated (Appraiser & Reviewer) [Q1, Q2, Q3 & Q4]
Overall Score Calculated (Appraiser & Reviewer) [Q4]
f the 4 perspectives of the Balanced Scorecard, viz., Financial, Customer, Internal Process and Learning & Growth
ment Plan is mandatory - to be filled at the appropriate time [As mentioned in the instructions alongwith the form sections]
each quarter on the KRAs and on the Routine Responsibilities and Competencies at the end of the fourth quarter
Scores [End of the fourth quarter] do not have to be calculated by you. Hence, plese ensure that the forms are filled online Non-Support Divisions [For e.g., HSM, SIP, BF)
Rating by Appraiser
2 1 3 1
3 1 3 2
4 1 3 3
5: Significantly above expectations
ISPAT
Rating by Appraiser
5: Significantly above expectations
ISPAT
er's and your understanding of your role, list down four/ five tasks that you perform on a daily basis.
ed by your manager on your performance on these daily tasks using the five-point scale used earlier.
Rating by Appraiser
4
5
3
5: Significantly above expectations
ISPAT
Rating by Appraiser
ISPAT
ISPAT
potential for taking on greater responsibility or moving to next management/technical level over a period of 6-12 months
limited upward growth opportunities. A lateral move may be an appropriate growth opportunity for this individual.
ISPAT
Choose the Applicable Type by clicking on the grey box. Choose 1 for "Support" and 2 for "Non Support"
By the Reviewer*
* To be filled separately only in cases of disagreement
ISPAT
Personal Details
Emp. Code
Appraisee's Designation Appraisee's Division
Location
Department
Appraisee's Name
ISPAT
Appraiser's Name Appraiser's Designation Appraiser's Division Department
Reviewer's Name
Reviewer's Designation
Reviewer 's Division
Department
Parivartan
Key Dates
Performance Cycle - MMYY MMYY Performance Planning - MMYY - MMYY Q1 Appraisal - MMYY - MMYY Q2 Appraisal Q3 Appraisal Q4 Appraisal
Process Tracker
Performance and Development Planning Sign When Complete KRA Section Filled (Appraisee) Target Setting Sign When Complete Q1 (Appraiser & Appraisee) Monthly Reviews Sign When Complete Months 1, 2 & 3(Appraiser & Appraisee) Appraisals Sign When Complete Self Appraisal (Appraisee) [Q1, Q2, Q3 & Q4]
Routine Responsibilities Filled (Appraisee)
Q2 (Appraiser & Appraisee)
Months 4, 5 & 6(Appraiser & Appraisee)
Performance Discussion (Appraiser) [Q1, Q2, Q3 & Q4]
Competency Section Filled (Appraisee)
Q3 (Appraiser & Appraisee)
Months 7, 8 & 9(Appraiser & Appraisee)
Feedback (Appraiser) [Q1, Q2, Q3 & Q4]
Performance & Development Plan Approved (Appraiser & Reviewer)
Q4 (Appraiser & Appraisee)
Months 10, 11 & 12(Appraiser & Appraisee)
Final Score Calculated (Appraiser & Reviewer) [Q1, Q2, Q3 & Q4]
Overall Score Calculated (Appraiser & Reviewer) [Q4]
Instruction Sheet
Instruction Sheet
Choosing 1. A maximum of 8 KRAs can be chosen for an Appraisee for a particular performance period. KRAs 2. At least one KRA should be chosen in each of the 4 perspectives of the Balanced Scorecard, viz., Financial, Customer, Internal Process and Learning & Growth 3. Chose the applicable perspective letter: F for Financial, C for Customer, IP for Internal Process and L&G for Learning & Growth from the drop-down list by clicking on the grey box.
For 1. Instructions within various sections of the form are highlighted Appraisee 2. Use the process tracker on Page 1 to keep record of various activities within a phase of the performance cycle 3. Sign on every box designated for you in the process tracker to keep a record of various activities within a phase of the Performance Cycle 4. Each section of the Performance & Development Plan is mandatory - to be filled at the appropriate time [As mentioned in the instructions alongwith the form sections] 5. Evaluate your own performance at the end of each quarter on the KRAs and on the Routine Responsibilities and Competencies at the end of the fourth quarter 6. Final scores [end of each quarter] and Overall Scores [End of the fourth quarter] do not have to be calculated by you. They will get calculated automatically by the system. Hence it is advisable to fill the form online and not on a hard copy
For 1. Sign on every box designated for you in the process tracker on Page 1 after completing the appropriate step. Appraiser 2. Provide feedback and comments on every performance parameter of your Appraisee. This must be recorded on the form itself. 3. Validate the Performance & Development Plan created by your Appraisee before finalizing it. 4. Use the rating scales provided at the bottom of the scoring sections to rate your Appraisee. 5. For more details, refer to the Parivartan Handbook or the Ready Reckoner. 6. Final scores [end of each quarter] and Overall Scores [End of the fourth quarter] do not have to be calculated by you. Hence, plese ensure that the forms are filled online Support Divisions (For. e.g., CRG, Finance etc.) Non-Support Divisions [For e.g., HSM, SIP, BF) Weightages KRAs Routine Responsibilities KRAs Routine Responsibilities Top Management 50% 50% Top Management 70% 30% Middle Management 40% 60% Middle Management 60% 40% Junior Management 30% 70% Junior Management 50% 50%
KRAs
[To be filled in by the Appraisee, Appraiser & Rater on a Quarterly Basis for Appraisals & Monthly Basis for Reviews] With the help of your Appraiser, pick out KRAs [Maximum 8] from your Department Scorecard which you think are imporatnt for the current performance year. Please refer to the "Choosing KRAs" section in the instruction sheet for appropriate selection of KRAs * Targets changed during monthly reviews can be used to overwrite targets for the existing quarter Click on the relevant box to give any rating between 1 and 5; based on the scale mentioned below
KRAs Action Plans Targets
ISPAT
KRA Type
Rating by Appraisee
[Click on the grey box to choose applicable type] F 1
Q1 Q2 Q3 Q4
3 2 4 1
F
2 Q1 Q2 Q3 Q4 4 2 4 2
F
3 Q1 Q2 Q3 Q4 5 2 4 3
F
4
Q1 Q2 Q3 Q4
Self Appraisal and Comments
Appraiser's Feedback and Comments
Reviewer's Feedback and Comments
*Scale: 1: Significantly below expectations2: Moderately below expectations
3: Meets expectations
4: Moderately above expectations
5: Significantly above expectations
KRAs Other KRAs KRAs
[To be filled in by the Appraisee, Appraiser & Rater on a Quarterly Basis for Appraisals & Monthly Basis for Reviews]
ISPAT
KRAs
With the help of your Appraiser, pick out KRAs [Maximum 8] from your Department Scorecard which you think are imporatnt for the current performance year. Please refer to the "Choosing KRAs" section in the instruction sheet for appropriate selection of KRAs * Targets changed during monthly reviews can be used to overwrite targets for the existing quarter Click on the relevant box to give any rating between 1 and 5; based on the scale mentioned below
KRA Type KRAs Action Plans Targets Rating by Appraisee
[Click on the grey box to choose applicable type] C 5
Q1 Q2 Q3 Q4
IP
6 Q1 Q2 Q3 Q4
L&G
7 Q1 Q2 Q3 Q4
L&G
8
Q1 Q2 Q3 Q4
Self Appraisal and Comments
Appraiser's Feedback and Comments
Reviewer's Feedback and Comments
*Scale: 1: Significantly below expectations2: Moderately below expectations
3: Meets expectations
4: Moderately above expectations
5: Significantly above expectations
Routine Responsibilities
[To be filled in by the employee in consultation with the manager] Based on your manager's and your understanding of your role, list down four/ five tasks that you perform on a daily basis.
You would be evaluated by your manager on your performance on these daily tasks using the five-point scale used earlier.
Routine Responsibilities Action Plans Self Appraisal
1
3
2 4
3 2 4
5
Self Appraisal and Comments
Appraiser's Feedback and Comments
Reviewer's Feedback and Comments
*Scale: 1: Significantly below expectations2: Moderately below expectations
3: Meets expectations
4: Moderately above expectations
5: Significantly above expectations
Competencies
[To be filled in by the employee in consultation with the manager on an annual basis] Based on your manager's and your understanding of your role, list down expected proficiency levels for the competencies from the competencies master and mark Competencies [Max 3] as D which you feel need to be developed
Competencies
Expected Proficiency Level
Appraisee to mark as "D" [Max 3]
1 2 3 4 5 6 7 8 9 10 11
Self Appraisal and Comments
Appraiser's Feedback and Comments
Reviewer's Feedback and Comments
*Scale: 1: Learner
2: Development Area
3: Capable
4: Strength
5: Role Model
Development Plan
[To be filled in by the Appraisee in consultation with the Appraiser on an annual basis] Based on the competencies marked by the appraisee as "D", articulate an action plan to bridge competency gaps
Action Plan
Training Needs
Competencies
Training Needs
Identify and enumerate other technical or behavioural skills which need to be acquired by the you
Action Plan
Other Development Areas
Self Appraisal and Comments
Appraiser's Feedback and Comments
Reviewer's Feedback and Comments
HR's Feedback and Comments
Development Plan
[To be filled in by the appraiser in consultation with the appraisee on an annual basis]
Career Aspirations
Does the appraisee desire t move to a new position within the next 6-12 months? If yes, specify position(s)desired and indicate your assessment of individual's readiness for the position
Readiness/ Position*
Position
Rating
High Moderate Limited
This individual can advance well above (one or two levels above) current position. This individual shows potential for taking on greater responsibility or moving to next management/technical level over a period of 6-12 months This individual can continue to contribute significantly in his/her current position, but may have limited upward growth opportunities. A lateral move may be an appropriate growth opportunity for this individual. This individual is a key resource in his/her current position. This vital knowledge precludes movement at this time, but development opportunities should continue to be identified This individual has been in his/her current position less than six months and is too new to evaluate
Key Resource
Too New
Appraiser's Comments
Reviewer's Feedback and Comments
HR's Feedback and Comments
Annual Performance Summary
Employee Level Choose the Applicable level by clicking on the grey box. Choose "Top Management" for "Division Heads & Above", "Middle Management" for "Department Heads" and "Section Heads" and "Junior Management" for others Junior Management Performance Scores on KRAs By the Appraiser
Division Type Choose the Applicable Type by clicking on the grey box. Choose 1 for "Support" and 2 for "Non Support" 2 By the Appraisee By the Reviewer*
Average of individual KRA Scores
Q1 Q2 Q3 Q4
3 1 3 2
4 2 4 2
3 3 3 3
* To be filled separately only in cases of disagreement 0 0 0 0
Overall Performance Score Averageof KRA Scores for all the quarters KRA Section Weightage [Instruction Sheet] KRA Section Score Average of Routine Responsibility Scores Routine Responsibility Section Weightage [Instruction Sheet] Routine Responsibility Section Score
Overall Score Modified Overall Score [In cases of rater bias or disagreement between the Appraiser and Appraisee]
0.5 0.5
2.25
3
0
1.1 4
1.5 3 3
0 0
2
1.5
0 3.1 0
Attestations
By the Appraisee
Do you agree with the evaluation of your performance? If no, please state your reasons below.
By the Appraiser
In case the employee has indicated disagreement in the above para, please explain the causes and add your comments.
By the Reviewer
In case the employee has indicated disagreement in the above para, assess the need for a re-review. To re-review or to make any changes in the evaluation, you will need to have an open discussion with the employee and his manager.
ISPAT
Parivartan
Self Appraisal (Appraisee) [Q1, Q2, Q3 & Q4]
Performance Discussion (Appraiser) [Q1, Q2, Q3 & Q4]
Final Score Calculated (Appraiser & Reviewer) [Q1, Q2, Q3 & Q4]
Overall Score Calculated (Appraiser & Reviewer) [Q4]
f the 4 perspectives of the Balanced Scorecard, viz., Financial, Customer, Internal Process and Learning & Growth
ment Plan is mandatory - to be filled at the appropriate time [As mentioned in the instructions alongwith the form sections]
each quarter on the KRAs and on the Routine Responsibilities and Competencies at the end of the fourth quarter
Scores [End of the fourth quarter] do not have to be calculated by you. Hence, plese ensure that the forms are filled online Non-Support Divisions [For e.g., HSM, SIP, BF)
Rating by Appraiser
2 1 3 1
3 1 3 2
4 1 3 3
5: Significantly above expectations
ISPAT
Rating by Appraiser
5: Significantly above expectations
ISPAT
er's and your understanding of your role, list down four/ five tasks that you perform on a daily basis.
ed by your manager on your performance on these daily tasks using the five-point scale used earlier.
Rating by Appraiser
4
5
3
5: Significantly above expectations
ISPAT
Rating by Appraiser
ISPAT
ISPAT
potential for taking on greater responsibility or moving to next management/technical level over a period of 6-12 months
limited upward growth opportunities. A lateral move may be an appropriate growth opportunity for this individual.
ISPAT
Choose the Applicable Type by clicking on the grey box. Choose 1 for "Support" and 2 for "Non Support"
By the Reviewer*
* To be filled separately only in cases of disagreement
ISPAT
