We are in the process of formatting the performance appraisal forms for different cadres of people in our construction company. I just need help designing the performance appraisal format for office boys/peons, site supervisors, junior engineers, etc. We would like to highlight their KRAs to measure their performance based on that. Please guide.
From India, Pune
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From India, Pune
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Performance Appraisal KRAs for Office Boys/Peons
I don't think it is required.
KRAs for Site Supervisors
It is suggested to devise KRAs in the following structure:
1. QC/Safety implementation
2. Achievement of job targets
3. Bills certification of S/Cs and from Clients
4. Cost control within budget
5. Optimum use of resources
Regards,
R. Ponraj
From India, Lucknow
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616I don't think it is required.
KRAs for Site Supervisors
It is suggested to devise KRAs in the following structure:
1. QC/Safety implementation
2. Achievement of job targets
3. Bills certification of S/Cs and from Clients
4. Cost control within budget
5. Optimum use of resources
Regards,
R. Ponraj
From India, Lucknow
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Thank you very much for your valuable feedback. I would also like to know some points to consider for the performance appraisal of the Sales team, Junior and Senior engineers, as well as for the Accounts Executive and Finance Head.
Your information is truly valuable to me.
Thanks,
Mrunal
From India, Pune
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Your information is truly valuable to me.
Thanks,
Mrunal
From India, Pune
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Actually speaking KRA s should be derived from the JOB DESCRIPTION. Derive the job objective across each designation, modulate it to set a KRA Regards, R. Sujithra
From India, Madras
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From India, Madras
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I have also been facing the same problem while working with an EPC company whose main domain is oil and gas. We have many engineers with different profiles, and we want to conduct performance appraisals at various levels. Can anybody help me with this?
From India, Mumbai
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From India, Mumbai
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Performance Appraisal Form for Staff.doc