CONFIDENTIAL
ABC COMPANY PTE LTD
PERFORMANCE MANAGEMENT REPORT
Name : Designation :
Dept : Date Joined :
Supervisor’s Name and Designation :
MEETING RECORD
Record the date of completion of each meeting in the performance management plan, and sign off the form, along with supervisor.
Meeting Date Employee Supervisor
Performance Planning Confirmation/Special Review * Routine Review * Mid-year Review Special Review * Routine Review * Year-end Review
* To be completed only where applicable
The full document consists of 3 Separate Parts:
Part 1 is a shared review of goals and behavioral targets for both the employee and managers to complete.
Part 2 is a self-assessment to be completed by the employee at any formal performance review and in particular the mid-year and end of the performance cycle.
Part 3 is a confidential manager review for Employee Assessments
For Part 1 and 2, the original form is to be retained by Manager with a copy given to the Employee and returned to HR only after Year-end Review
• Performance Planning - complete Part 1 & 2 and give a copy each to employee and HR after Countersigning
Officer has reviewed and completed Page 13
• Mid-year Review - complete Part 1, Section 1, 2 and Manager’s Evaluation and submit original form to HR
• Confirmation/Special Review - complete only Part 3 and submit to HR together with the Approval by
Countersigning Officer (pages 10, 12 and 13 )
PART 1
SECTION 1
DEVELOPMENT GOALS
• Please refer to Part 2 (Page 9) before completing this section
• Discuss and list 3 or 4 key training and development goals and career development goals for the employee.
• State also how these goals are to be achieved and the timeframe to achieve them.
• Development activities can take the form of acquiring new skills/knowledge, job rotation, taking on adding responsibilities, etc.
TRAINING AND DEVELOPMENT (SHORT-TERM) GOALS
(including goals already covered in Annual Training Plan)
Training and Development goals relate to skills or knowledge required to perform current responsibilities or the acquisition of new knowledge or skills necessary for the achievement of planned objectives. These are typically to be achieved within a few months to one year, and include training courses, on-the-job training, skills and knowledge acquisition, special assignments, cross-divisional assignments, etc. Development Goals Time-frame for accomplishment How to accomplish (activities) Result *
* To be completed by Supervisor at the end of the year
CAREER DEVELOPMENT (LONG-TERM) GOALS
Career Development goals relate to skills and knowledge required to fulfill specific roles in the longer term. These are to be achieved over a longer period, typically more than one year. Development activities include training programmes leading to formal certification, job changes, promotion, etc.
Development Goals accomplishmentTime-frame for How to accomplish (activities) Result *
PART 1
SECTION 2
INDIVIDUAL GOALS
• Set and discuss 3 to 5 key individual goals for the employee for this performance year. • The goals must be linked to the department’s goals and ultimately to ABC overall goals. • Goals must be specific, measurable, attainable, relevant and timebound.
• Update the goals in case the employee is promoted or moved to another job. • Multiple pages may be used to record ongoing goals set through the year • Please number goals in sequence as necessary
Goal
Weight (a)
Difficulty (b)
Measurement / Specific Outcomes Criteria and Timing / Milestones
___ D N S ___ D N S ___ D N S ___ D N S ___ D N S ___ D N S
(a) Weight: The proportional importance of the Goal for the Measurement period
(b) Difficulty: D – Developmental: goals are for individual’s development, and may not be equivalent to those given at normal performance (Max of 2 per “set”) N – Normal: goal broadly given to “average” employee
S - Stretch: goal given to individual whose demonstrated capabilities exceed “average” levels (Max of 2 per “set”)
Sheet: / [ ] Weights are formal
SECTION 2 INDIVIDUAL GOALS
• Employee Self-Assessment and Critical Incident Record: Employee to complete. May include
achievements, special circumstances, and issues to highlight special performance or mitigating factors. The goals must be linked to the department’s goals and ultimately to ABC overall goals.
• Supervisor’s Comments and Observations: Comments, Agreement/Disagreement with Employee records, good/bad record of critical incidents pertinent to the specific KPI Multiple pages may be used to record ongoing goals set through the year
Employee Self-Assessment and Critical Incident Record
Supervisor’s Comments and Observations Outcome Results (c) N A E N A E N A E N A E N A E N A E
(c) Results: The level of the achievement of the goal, jointly agreed by Employee and Supervisor N – Not Achieved/Needs Improvement:
A – Achieved E - Exceeded
* This page to be completed during Performance Planning * Copy of this page to be given to employee and HR
PART 1
SECTION 3
DESIRED COMPETENCIES
* Please refer to the ABC Behaviour Anchored Rating Scale Booklet for appropriate behaviour goals. * Explain these competencies to the employee during the performance planning meeting.
* During subsequent reviews, provide feedback to him/her on demonstration of these competencies. * At the end of the review period, assess the employee against each desired competency.
Behaviour Current Level (d) Target Level (e) Specific Targeted Behaviour 1. 2. 3. 4. 5.
Please indicate the (d) Current Level of Achievement and the
SECTION 3 COMPETENCY GOALS
• Employee Self-Assessment and Critical Incident Record: Employee to complete. May include
achievements, special circumstances, and issues to highlight special performance or mitigating factors. The goals must be linked to the department’s goals and ultimately to ABC overall goals.
• Supervisor’s Comments and Observations: Comments, Agreement/Disagreement with
Employee records, good/bad record of critical incidents pertinent to the specific KPI Multiple pages may be used to record ongoing goals set through the year.
Employee Self-Assessment and Critical Incident Record
Supervisor’s Comments and Observations Outcome Results (f) N A E N A E N A E N A E N A E
(d) Results: The level of the achievement of the goal, jointly agreed by Employee and Supervisor N – Not Achieved/Needs Improvement:
A – Achieved E - Exceeded
PART 2
SECTION 1
EMPLOYEE Performance Support Assessment
1) During the period, I was clear about my objectives (including any changes in
them), and fully understood them:
Meeting Employee Comment Supervisor Comment
Confirmation/Special Review * Y/N
Routine Review * Y/N
Mid-year Review Y/N
Special Review * Y/N
Routine Review * Y/N
Year-end Review Y/N
2) During the period, I was given adequate support (tools, training, and resources)
to achieve my objectives:
Meeting Employee Comment Supervisor Comment
Confirmation/Special Review * Y/N
Routine Review * Y/N
Mid-year Review Y/N
Special Review * Y/N
Routine Review * Y/N
Year-end Review Y/N
3) During the period, I was spoken to about my development and performance by
my supervisor:
Not formal performance reviews which are documented here, but could be short
discussions where your supervisor provided constructive feedback and guidance not
directly related to the achievement of immediate goals.
Meeting Times Employee Comment Supervisor Comment
Confirmation/Special Review * Routine Review * Mid-year Review Special Review * Routine Review * Year-end Review
4) I feel I need development/training in the following areas:
SpecificTraining/Development Required
Reasons Supervisor’s Comments and
Agreed Supporting Actions
1.
2.
3.
4.
5) My personal growth and development objectives for the next year are:
This would/could include training, development and learning opportunities to close
performance or developmental gaps
Objective Priority
Supervisor’s Comments and Agreed Supporting Actions (subject to available opportunity and resources)
1.
2.
3.
4.
* This page to be completed during Performance Planning * Copy of this page to be given to employee and HR
Not To Be Shown To Employee
PART 3
SUPERVISOR’S EVALUATION
There are 2 compulsory evaluations required: Mid Year and Year End. For each Evaluation Period, complete one Table 1 (Goals).
Use more sheets of Page 11 as required, Strikeout any unused rows to avoid errors in scoring. Table 2 only needs to be completed for the compulsory evaluation periods.
Note that any Assessed Score in the Shaded Columns (“Not Achieved” and “Exceeded”) MUST be accompanied by a written commentary or evidence of achievement (or lack thereof).
Please refer to the ABC Performance Management Manual for Managers for more details .
Employee Goal Achievement Assessment
Table 1: Part 1 Section 2 Period 1/___ ( Mid Year / ____________ ) Goal AchievedNot Achieved Exceeded Comments and Observations
Weighted Score Raw Final D1 0 1 2 3 4 5 6 D2 0 1 2 3 4 5 6 N1 1 2 3 4 5 6 7 N2 1 2 3 4 5 6 7 N3 1 2 3 4 5 6 7 N4 1 2 3 4 5 6 7 N5 1 2 3 4 5 6 7 N6 1 2 3 4 5 6 7 S1 1 2 4 5 6 8 9 S2 1 2 4 5 6 8 9 S3 1 2 4 5 6 8 9
Total Score Total
Employee Goal Achievement Assessment
Table 1: Part 1 Section 2 Period 2/__ (Year End / ____________ ) Goal
Not
Achieved Achieved Exceeded Comments and Observations
Weighted Score Raw Final D1 0 1 2 3 4 5 6 D2 0 1 2 3 4 5 6 N1 1 2 3 4 5 6 7 N2 1 2 3 4 5 6 7 N3 1 2 3 4 5 6 7 N4 1 2 3 4 5 6 7 N5 1 2 3 4 5 6 7 N6 1 2 3 4 5 6 7 S1 1 2 4 5 6 8 9 S2 1 2 4 5 6 8 9 S3 1 2 4 5 6 8 9
Total Score Total
Highlight Issues/Events/Achievements for the Review Period.
Employee Individual Competency Assessment Score
Table 2a: Part 1 Section 3 ( Mid Year)
Goal AchievedNot Achieved Exceeded Comments and Observations 1 1 2 3 4 5 6 7 2 1 2 3 4 5 6 7 3 1 2 3 4 5 6 7 4 1 2 3 4 5 6 7 5 1 2 3 4 5 6 7 Total Score 2a
Table 2b: Part 1 Section 3 ( Year End)
Goal AchievedNot Achieved Exceeded Comments and Observations 1 1 2 3 4 5 6 7 2 1 2 3 4 5 6 7 3 1 2 3 4 5 6 7 4 1 2 3 4 5 6 7 5 1 2 3 4 5 6 7 Total Score 2b
Employee Overall Assessment Score
Table Score Comments and Observations
Table 1 / Period 1 Table 1 / Period ___ Table 1 / Period ___ Table 1 / Year End
Total Goal Score
A) Adjusted Goal Score Refer to PM Manual for Scoring Adjustment Table 2a
Table 2b
B) Total Competency Score Score is sum of Table 2a and 2b
C) Modified Goal Score Multiply A) by 35/48, round to 1 decimal place D) Modified Competency Score Multiply B) by 3/7, round to 1 decimal place.
Potential Assessment
Comment on the employee’s potential to take on added responsibilities or roles, and a realistic timeframe for achieving this.
Succession Planning
In the event of replacing this employee, who within ABC can be groomed to succeed the current employee? What efforts and time frame are required to groom the employee to take over this role?
Name & Designation Department Comments
1. 2. 3.
COMMENTS BY COUNTERSIGNING OFFICER
1) Review of Goals Set (to be completed before Mid Year Review)
Initial and Date: _____________________ 2) After Final Year-End Assessment
Name & Designation : Signature & Date :
