I am working in an IT firm as an HR. Recently, I have been assigned a responsibility related to policy-making concerning Performance Evaluation. The performance evaluation will be based on the following criteria:
- Highlights (20%)
- Innovation (+30%)
- Punctuality (TAT) (+20%)
- Tasks completed (+30%)
Kindly assist me in formulating policies according to these parameters.
From India, Noida
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- Highlights (20%)
- Innovation (+30%)
- Punctuality (TAT) (+20%)
- Tasks completed (+30%)
Kindly assist me in formulating policies according to these parameters.
From India, Noida
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Dear Neha,
You have asked for inputs on the policy on performance evaluation and have provided four points. Here are the comments against each:
Highlights (20%): - Could you please elaborate further on this?
Innovation (+30%): - You propose allocating 30 marks out of 100 for innovation. Is this allocation too high?
Punctuality (TAT) (+20%): - Do you mean Turn Around Time (TAT) of the project?
Tasks completed (+30%): - How will this factor differ from TAT mentioned above?
In the above list, the following important points are missing:
a) Customer satisfaction
b) Cost of the Project
c) Activities started on time
d) Milestones attained on time
e) Capacity Utilisation
Previously, I provided a response to a similar query. You can review the following link: https://www.citehr.com/494310-design...ml#post2150340
Thanks,
Dinesh Divekar
From India, Bangalore
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8036You have asked for inputs on the policy on performance evaluation and have provided four points. Here are the comments against each:
Highlights (20%): - Could you please elaborate further on this?
Innovation (+30%): - You propose allocating 30 marks out of 100 for innovation. Is this allocation too high?
Punctuality (TAT) (+20%): - Do you mean Turn Around Time (TAT) of the project?
Tasks completed (+30%): - How will this factor differ from TAT mentioned above?
In the above list, the following important points are missing:
a) Customer satisfaction
b) Cost of the Project
c) Activities started on time
d) Milestones attained on time
e) Capacity Utilisation
Previously, I provided a response to a similar query. You can review the following link: https://www.citehr.com/494310-design...ml#post2150340
Thanks,
Dinesh Divekar
From India, Bangalore
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Anyone who can help with a performance appraisal policy linked to employee increments in the hospital sector? My supervisor asked me to create a new policy for our super specialty 360-bed hospital, which has around 450-500 employees. I would appreciate both comprehensive and brief policy suggestions to guide me.
From India, Godhra
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From India, Godhra
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Please use the search facility at the top of the page next to the CiteHR logo.
There is a ton of stuff already posted here on CiteHR regarding performance evaluation. It is a subject that is discussed several times a week.
You may not find exactly what you are looking for, but there is enough material here already posted to enable you to learn about PE and adapt to suit YOUR organization's requirements.
From Australia, Melbourne
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There is a ton of stuff already posted here on CiteHR regarding performance evaluation. It is a subject that is discussed several times a week.
You may not find exactly what you are looking for, but there is enough material here already posted to enable you to learn about PE and adapt to suit YOUR organization's requirements.
From Australia, Melbourne
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Employee Performance Review
I. GENERAL
The employee performance review is a periodic evaluation of the employee's performance intended to rate his/her job effectiveness for the functions he/she is performing and the salary he is earning, relative to other employees to comply with the Company's wage/salary policy.
II. PROCEDURE
The HR Department will be responsible for administering the performance review individually through the Department Manager. All review forms should be prepared by the HR department one month before the regular review date of the employee and handed to the Department Manager to fill out the Review Sheet fairly and objectively through the immediate supervisor of the employee.
III. SPECIAL REVIEW FOR COMPLETING PROBATION PERIOD
The new-hire operator will be entitled to a special review one week before the date of completing the probation period -- 40 days.
Based on their performance during this period, there will be 3 categories - $, for their first salary increase.
A special review after probation -- 3 months for staff that depends on their performance and Company needs.
IV. USE OF PERFORMANCE REVIEW
The completed Performance Review Form will be filed in the employee's personal file. It is to be used along with other information to determine the need for training or other actions.
V. CONFIDENTIALITY
The performance review, like all other similar personnel information, is to be kept confidential.
Performance Appraisal of Exempt Salary Employees
1. Each exempt salary employee will have his performance formally evaluated once each year. This appraisal will be based on his attainment of goals clearly established at the beginning of the review period, usually on his anniversary date. The written establishment of these performance goals will result from a discussion between the manager and subordinate. These goals should provide stipulated performance measurements of the major duties listed in the employee's job description. Both the manager and the employee will have a copy of these written goals.
2. An informal performance review will be held six months after the goals for the year have been set. Its two purposes will be the measurement of accomplishment to date and a career development discussion between the employee and the manager. The career development discussion might cover topics such as the ultimate and proximate career goals of the employee, his progress towards them as he sees it, any additional or different assignments that might further his development, any course of study or reading program that would aid him, etc. This discussion is designed to facilitate the manager's fulfillment of one of his most significant duties, the development of his people. No employee should fail to avail himself of this opportunity to seek his manager's guidance and support in fully developing his talents and advancing toward his career goals, if yet unachieved.
3. The second performance review will be held near the end of the twelve-month period. Attainment of specific goals and manner of accomplishment will be fully evaluated as well as the overall performance for the entire year.
4. The setting of goals for each coming year will be accomplished immediately after the performance review. The manager may find that it is better to complete the performance review and then discuss and establish goals at a subsequent session. Every effort to correct the deficiencies performed in the past year should be made as guidance to complete the setting of goals as soon after the performance appraisal as possible.
Best regards to all CiteHR Members,
John Chiang
From China, Shanghai
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I. GENERAL
The employee performance review is a periodic evaluation of the employee's performance intended to rate his/her job effectiveness for the functions he/she is performing and the salary he is earning, relative to other employees to comply with the Company's wage/salary policy.
II. PROCEDURE
The HR Department will be responsible for administering the performance review individually through the Department Manager. All review forms should be prepared by the HR department one month before the regular review date of the employee and handed to the Department Manager to fill out the Review Sheet fairly and objectively through the immediate supervisor of the employee.
III. SPECIAL REVIEW FOR COMPLETING PROBATION PERIOD
The new-hire operator will be entitled to a special review one week before the date of completing the probation period -- 40 days.
Based on their performance during this period, there will be 3 categories - $, for their first salary increase.
A special review after probation -- 3 months for staff that depends on their performance and Company needs.
IV. USE OF PERFORMANCE REVIEW
The completed Performance Review Form will be filed in the employee's personal file. It is to be used along with other information to determine the need for training or other actions.
V. CONFIDENTIALITY
The performance review, like all other similar personnel information, is to be kept confidential.
Performance Appraisal of Exempt Salary Employees
1. Each exempt salary employee will have his performance formally evaluated once each year. This appraisal will be based on his attainment of goals clearly established at the beginning of the review period, usually on his anniversary date. The written establishment of these performance goals will result from a discussion between the manager and subordinate. These goals should provide stipulated performance measurements of the major duties listed in the employee's job description. Both the manager and the employee will have a copy of these written goals.
2. An informal performance review will be held six months after the goals for the year have been set. Its two purposes will be the measurement of accomplishment to date and a career development discussion between the employee and the manager. The career development discussion might cover topics such as the ultimate and proximate career goals of the employee, his progress towards them as he sees it, any additional or different assignments that might further his development, any course of study or reading program that would aid him, etc. This discussion is designed to facilitate the manager's fulfillment of one of his most significant duties, the development of his people. No employee should fail to avail himself of this opportunity to seek his manager's guidance and support in fully developing his talents and advancing toward his career goals, if yet unachieved.
3. The second performance review will be held near the end of the twelve-month period. Attainment of specific goals and manner of accomplishment will be fully evaluated as well as the overall performance for the entire year.
4. The setting of goals for each coming year will be accomplished immediately after the performance review. The manager may find that it is better to complete the performance review and then discuss and establish goals at a subsequent session. Every effort to correct the deficiencies performed in the past year should be made as guidance to complete the setting of goals as soon after the performance appraisal as possible.
Best regards to all CiteHR Members,
John Chiang
From China, Shanghai
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Hi all,
I am looking for HR policies, appraisal policy, and reward and recognition policy for our company. I am working as an HR in an IT company. Please, can anyone help me with this?
This is work from home, and it can be implemented in the IT company as soon as possible.
From India, Bengaluru
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I am looking for HR policies, appraisal policy, and reward and recognition policy for our company. I am working as an HR in an IT company. Please, can anyone help me with this?
This is work from home, and it can be implemented in the IT company as soon as possible.
From India, Bengaluru
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Hi Friends,
I am working for a product-based tech startup. We are launching a mobile app soon. The headcount of the company is 30 currently. We need to start the performance appraisals this month for those who have completed one year in the Tech Department and Finance Department.
Could you please help me by providing the formats used at your place for 360 performance appraisals for an IT company that is not service-based but product-based or B2C?
Thank you,
Neha
From India
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I am working for a product-based tech startup. We are launching a mobile app soon. The headcount of the company is 30 currently. We need to start the performance appraisals this month for those who have completed one year in the Tech Department and Finance Department.
Could you please help me by providing the formats used at your place for 360 performance appraisals for an IT company that is not service-based but product-based or B2C?
Thank you,
Neha
From India
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
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