Hi All, Can any of you help me with the appraisal form for Chief Technology Officer in an IT Industry. Your help will be highly appreciated Regards BK Shetty
From India, Bengaluru
Acknowledge(0)
Amend(0)
From India, Bengaluru
Acknowledge(0)Amend(0)
The appraisal form is a part of the Policy on Performance Appraisal. Policies or forms do not vary based on the designation; they are supposed to be uniform across the organization. However, what changes are the Key Result Areas (KRAs). Therefore, you need to design the KRAs for this position and measure whether the KRAs were attained or not. If attained, determine what percentage of the KRAs were achieved.
I have shared my views on Performance Appraisal in the earlier post. You can refer to it by clicking the following link: https://www.citehr.com/551865-perfor...ml#post2284289
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
8072I have shared my views on Performance Appraisal in the earlier post. You can refer to it by clicking the following link: https://www.citehr.com/551865-perfor...ml#post2284289
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Dinesh,
Thank you so much for your input. We have a standard appraisal system that is applicable across the organization. As you rightly mentioned, the Key Result Areas (KRAs) vary based on the role. I am interested in knowing the specific KRAs included in the appraisal process for a Chief Technology Officer (CTO) position in various software companies.
Best Regards,
BK Shetty
From India, Bengaluru
Acknowledge(0)Amend(0)
Thank you so much for your input. We have a standard appraisal system that is applicable across the organization. As you rightly mentioned, the Key Result Areas (KRAs) vary based on the role. I am interested in knowing the specific KRAs included in the appraisal process for a Chief Technology Officer (CTO) position in various software companies.
Best Regards,
BK Shetty
From India, Bengaluru
Acknowledge(0)Amend(0)
Designing KRAs for the CTO
To design the KRAs of the CTO, one needs to sit with him and understand what his duties and responsibilities are. The working style of every company is different; therefore, what works in other companies may not work in your case. Secondly, this is a senior position, so for designing the KRAs, you need to involve the MD as well.
Moving forward, let me ask: Are you from HR? To whom does this position report? If this position reports to the MD, then it is the MD's responsibility to design the KRAs for this position, and this work cannot be delegated. While you may download KRAs from a web resource, a question arises about the capability of a person to filter web material. What if some important sections of work are left out from measurement? Who will be responsible for that?
Designing KRAs is a far more serious job. It requires a thorough understanding of the business as a whole. Apart from KRAs, how many HR professionals are capable of writing the Job Descriptions (JDs) for various positions?
It appears that you do not have a comprehensive Performance Management System in your company. You need to train employees of all cadres on designing KRAs scientifically. To learn more about PMS, click on the hyperlink provided in the past reply to a similar post.
If you wish to hire my consulting services, feel free to approach me. I will design such a PMS where you will be able to set a performance meter for all employees, whether CTOs or otherwise.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
To design the KRAs of the CTO, one needs to sit with him and understand what his duties and responsibilities are. The working style of every company is different; therefore, what works in other companies may not work in your case. Secondly, this is a senior position, so for designing the KRAs, you need to involve the MD as well.
Moving forward, let me ask: Are you from HR? To whom does this position report? If this position reports to the MD, then it is the MD's responsibility to design the KRAs for this position, and this work cannot be delegated. While you may download KRAs from a web resource, a question arises about the capability of a person to filter web material. What if some important sections of work are left out from measurement? Who will be responsible for that?
Designing KRAs is a far more serious job. It requires a thorough understanding of the business as a whole. Apart from KRAs, how many HR professionals are capable of writing the Job Descriptions (JDs) for various positions?
It appears that you do not have a comprehensive Performance Management System in your company. You need to train employees of all cadres on designing KRAs scientifically. To learn more about PMS, click on the hyperlink provided in the past reply to a similar post.
If you wish to hire my consulting services, feel free to approach me. I will design such a PMS where you will be able to set a performance meter for all employees, whether CTOs or otherwise.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Knowledge Sharing Forum
I think this is a forum for knowledge sharing. Hence, I don't see any harm in Mr. Shetty trying to prepare an appraisal form. His work will be reviewed by his seniors anyway. We need to be accommodative of the younger generation trying to learn from "Mentors."
Concerns About HR Terminology
Mr. Divekar seems to have made a rather sweeping statement about HR personnel in general, which does not augur well. Even the use of the term 'just HR' for an HR personnel is inappropriate.
Considerations for Appraisal Forms
Besides the KPIs, competencies, and attributes also may need to be looked at with newer projects being taken on, even by an existing CTO or by any other person.
Regards
From India, Mumbai
Acknowledge(0)Amend(0)
I think this is a forum for knowledge sharing. Hence, I don't see any harm in Mr. Shetty trying to prepare an appraisal form. His work will be reviewed by his seniors anyway. We need to be accommodative of the younger generation trying to learn from "Mentors."
Concerns About HR Terminology
Mr. Divekar seems to have made a rather sweeping statement about HR personnel in general, which does not augur well. Even the use of the term 'just HR' for an HR personnel is inappropriate.
Considerations for Appraisal Forms
Besides the KPIs, competencies, and attributes also may need to be looked at with newer projects being taken on, even by an existing CTO or by any other person.
Regards
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Performance management form.doc