Performance Management Program (PMP) Performance Excellence PMP Review Form for Jobs at Grades 4 and below

EMPLOYEE INFORMATION (To be completed by the direct line Manager)

Employees Name:

MAHFUDHA SALIM HAFIDH

Managers Name:

CHRISTINA JEREMIAH

Employees Title: Managers Title:

Sign Off Performance Review end of year

Employee: . Date: .. Supervisor/Manager: Date: . Next Level Manager: Date: ..

GUIDELINES: PERFORMANCE PROGRESS REVIEW

1. This form is applicable for reviewing performance progress for jobs at Grade 4 and below 2. This form must be discussed with respective employees beginning of the year. Employees must be made aware of the performance criteria against which their overall performance will be determined. 3. There are Seven Performance Criteria Factors. Below are definitions for each: i Job knowledge the extent to which the individual demonstrates understanding of job duties and applies appropriate level of knowledge, skills and behavior required of this role ii. Supervision Required the extent to which an individual is able to independently carry out responsibilities/tasks required without requiring close supervision iii. Quantity of Work ability to maintain established performance standards iv. Quality of Work extent to which an individual focuses on thoroughness and accuracy of own work v. Adaptability extent to which individual easily masters new techniques of doing work. Takes personal initiatives to learn and keep abreast with new ideas in own area of work vi. Attendance extent to which an individual is available for work when needed and completes work within normal hours. A person maintains high standards of attendance at work vii. Team Work and Cooperation the extent to which an individual supports and contributes to team goals and respects others 4. Rating Performance: performance is rated out of 100%. Allocate % weight for each factor and the allocate % scores out of allocated % weights. Sum the seven scores to obtain overall performance. 5. Performance level description: below is a description of performance levels: {90 -100} Exceptional: Consistently exceeds performance expectations. High level contribution. Individual is considered a role model in the demonstration of competencies. Efforts and innovations of this individual have a major impact on the team, department, or organization. {71- 89} Very Good: Meets performance expectations and occasionally exceeds. Level of performance reflects role requirements. Individual fully demonstrates the competencies required. Efforts have a positive impact on the team or department. {60 -70} Good: Meets performance expectations. Average contributor. Performance is appropriate considering skill/knowledge of individual. Individual partially demonstrates the competency requirements. Further development is required. {41 -59} Needs Improvement: Individual partially achieves the performance expectations. Level of performance is below expectations considering skill/knowledge of individual. Individual partially demonstrates the competency requirements. Significant improvement is required. Efforts may not have a positive impact on the team or department. {Below 40} Unsatisfactory: Individual has completely failed to meet performance and competency expectations

PERFORMANCE CRITERIA JOB KNOWLEDGE. (Knowledge of required duties as outlined in the position description) Fully understands and applies the knowledge in performing all phases of the job. Understands and is capable of performing all phases of the job very well. Has adequate grasp of essential duties on the job. Can proceed with minimal supervision. Fair Knowledge but lacks knowledge of some important aspects of the job. Poor job knowledge, does not understand the job.

% Weight 15

% Score Mid Review

% Score Final Review

15

SUPERVISION REQUIRED (Degree of supervision required to perform job functions) Always follows instructions, you can be sure you will get good results. Regularly follows instructions, requires little follow up. On only a few tasks is it necessary to check up to be sure of deadlines. Requires regular checking to be sure that work is done. Requires very close supervision and monitoring of all work.

15

15

QUANTITY OF WORK. (Ability to maintain established performance standards) Out put of work is ordinarily high, regularly produces above and beyond the established Output of work exceeds amount deemed necessary for normal departmental operations. Turns out acceptable amount of work but seldom is more output required. Work output is occasionally below established standards. Seldom gets work done in required time. QUALITY OF WORK. (Accuracy and thoroughness of the individuals work) Very thorough mistakes are very rare. Very few errors, usually minor in nature. Work seldom has to be done over. Most work done well, usually acceptable in both accuracy and thoroughness. Work often unacceptable, frequent errors or rejections. Work often rejected because of inaccuracies and mistakes. ADAPTABILITY (speed with which the individual masters new techniques) Exceptionally fast to learn and adjust to changed conditions Learns easily, adjusts to changes rapidly. Adjusts to changes in methods on request with instructions. Adjusts to changes in methods or duties, but at a slower pace. Unable and un - willing to adjust to new methods. ATTENDANCE (Available for work when needed and completes work within normal hours) Consistently available for work on time and completes work within normal hours always late or work overtime on acceptable/approved reasons Rarely misses work, usually finishes within normal hours, occasionally absent without Meets attendance requirements Occasionally not available for work, sometimes finishes beyond normal hours Regularly fails to meet attendance requirements, absenteeism seem to be below average Habitually late coming/absenteeism sometimes without reasonable causes TEAMWORK AND COOPERATION (The way in which individual handles work relationships) Goes out of the way to cooperate with others and ease conflicts Gets well along with others and is approachable Shows acceptable behavior Shows reluctance to cooperate with others Refuses to cooperate with others

20

18

20

16

10

10

10

10

10

OVERALL PERFORMANCE RATING

100%

91%

SUPERVISORS COMMENTS

EMPLOYEE COMMENTS

DEVELOPMENT PLANNING.
Competency Development Area Review and Indentify critical areas that requires training and development initiatives Specific Development initiative Recommended Timing skill/knowledge program/ project

1. Supervisors signature__________________

Date_________________

***************This Appraisal has been reviewed with me****************** Employees Signature ___________________ Date________________

Department Manager Signature_________________

Date____________________

Please use additional paper if needed and ensure that you return a completed form to HR.