Doc. No.
: ADM-FM069
Rev.:00
Date: 17/11/2023
Page 1 of 4
PERFORMANCE APPRAISAL FORM
(Frontline Leaders – Supervisors/Engineers to Superintendents)
Employee Details
EMP. NO. NAME JOB TITLE: CONTRACT START CONTRACT END
Review Type Contract Review Special Review
TO BE FILLED BY THE EMPLOYEE (REVIEWEE)
SECTION 1 - WHAT Performance Rating
Score
Rating Weight RATING SCALE
WHAT FACTORS (R x W)
Supervision / Management
Demonstrates ability to achieve desired results with others through Outstanding – Performance
effective supervision / management (proper planning, organizing and 5 x .30 5
consistently exceeded targets and
utilizing available resources, managing individual/team/process/unit expectations.
performance, effective decision-making and/or problem solving, etc.)
Productivity Highly Effective – Performance
Delivers on time the required volume or quantity of acceptable work x .20 4 consistently met and frequently
outputs from himself and from his team/unit. 5 exceeds expectations.
Work Quality
Completes tasks and assignments required from him and from his x .20 Effective – Performance consistently
team/unit in accordance with the quality and workmanship standards 5 3 met objectives and expectations,
Safety Leadership delivering the requirement of the role.
Exhibits ability to promote strong commitment and enforce compliance
towards Health, Safety and Environment (HSE) policies and standards
5 x. 10
Marginal – Performance met some
of the company and of clients within his team/unit. objectives & expectations but fails to
Job Mastery 2
deliver on others. Delivery is
Demonstrates the required level of trade knowledge and/or technical inconsistent.
skills to perform the job effectively. Shows active interest to further
5 x .10
improve job knowledge. Needs Improvement – Performance
Communication is below expectation in key areas.
Communicates in verbal and written English in an accurate, clear, 1
Improvement is needed to move in
persuasive and professional manner. Can listen openly to feedback, 5 x .10 line with full role expectations.
suggestions and contrasting views and ideas. Can write formal
correspondences & reports using computer and following set standards.
Over-all WHAT Rating (add total of Score)
SECTION 2 - HOW Performance Rating
Score
HOW FACTORS Rating Weight
(R x W)
SECTION 3: Over-All Rating
Sense of Responsibility
Demonstrates care and sense of ownership to the company, unit, own Step 1: Transfer Over-all What and How
job, work assignments and to whatever is being entrusted. Complies
5 x .20 Ratings from Section 1 & 2
with company rules, regulations, policies, and procedures.
Enabling Others Step 2: Multiply Over-all Rating with
Exhibits ability to develop others and to positively influence their 5 x .20 assigned % Weight
mindsets and behaviors towards a desired course of direction.
Nurturing Relationships Step 3: Add total scores
Develops productive and collaborative relationships with stakeholders
at all levels (customers, suppliers, superiors, subordinates, peers, etc) 5 x .20
by delivering on commitments, supporting diversity, promoting OVER-ALL
FACTORS WEIGHT SCORE
teamwork, and practicing respect for others RATING
Drive for Results
Sets challenging goals and positively pushes self and others to pursue WHAT
4.9 .70
and achieve these set goals, while showing strong focus, devotion, 5 x. 25
energy, and determination despite challenges, constraints, difficulties or
setbacks HOW
5 .30
Adaptability
Works through obstacles and setbacks despite changing situations and 5 x. 10 OVER-ALL PERFORMANCE
environment without losing momentum.
RATING
Next Step Innovation (Add total of Score)
Contributes and drives fresh, creative or innovative ideas and solutions 5 x. 05
to create opportunities for positive change and continual improvement.
Over-all HOW Rating (add total of Score)
Doc. No.: ADM-FM069
Rev.:00
Date: 17/11/2023
Page 2 of 4
PERFORMANCE APPRAISAL FORM
(Frontline Leaders – Supervisors/Engineers to Superintendents)
TO BE FILLED BY THE REVIEWER (EMPLOYER)
SECTION 1 - WHAT Performance Rating
Rating Weight Score
WHAT FACTORS RATING SCALE
(R x W)
Supervision / Management
Demonstrates ability to achieve desired results with others through Outstanding – Performance
effective supervision / management (proper planning, organizing and 5 x .30 5
consistently exceeded targets and
utilizing available resources, managing individual/team/process/unit expectations.
performance, effective decision-making and/or problem solving, etc.)
Productivity Highly Effective – Performance
Delivers on time the required volume or quantity of acceptable work x .20 4 consistently met and frequently
outputs from himself and from his team/unit. 5
exceeds expectations.
Work Quality
Completes tasks and assignments required from him and from his x .20 Effective – Performance consistently
team/unit in accordance with the quality and workmanship standards 5
3 met objectives and expectations,
Safety Leadership delivering the requirement of the role.
Exhibits ability to promote strong commitment and enforce compliance 5 x. 10
towards Health, Safety and Environment (HSE) policies and standards Marginal – Performance met some
of the company and of clients within his team/unit. objectives & expectations but fails to
Job Mastery 2
deliver on others. Delivery is
Demonstrates the required level of trade knowledge and/or technical 5 x .10 inconsistent.
skills to perform the job effectively. Shows active interest to further
improve job knowledge. Needs Improvement – Performance
Communication is below expectation in key areas.
Communicates in verbal and written English in an accurate, clear, 1
Improvement is needed to move in
persuasive and professional manner. Can listen openly to feedback, 5 x .10 line with full role expectations.
suggestions and contrasting views and ideas. Can write formal
correspondences & reports using computer and following set standards.
Over-all WHAT Rating (add total of Score)
SECTION 2 - HOW Performance Rating
Rating Weight Score
HOW FACTORS
(R x W) SECTION 3: Over-All Rating
Sense of Responsibility
Demonstrates care and sense of ownership to the company, unit, own 5 x .20 Step 1: Transfer Over-all What and How
job, work assignments and to whatever is being entrusted. Complies Ratings from Section 1 & 2
with company rules, regulations, policies, and procedures.
Enabling Others Step 2: Multiply Over-all Rating with
Exhibits ability to develop others and to positively influence their 5 x .20 assigned % Weight
mindsets and behaviors towards a desired course of direction.
Nurturing Relationships Step 3: Add total scores
Develops productive and collaborative relationships with stakeholders
at all levels (customers, suppliers, superiors, subordinates, peers, etc) 5 x .20
by delivering on commitments, supporting diversity, promoting OVER-ALL
teamwork, and practicing respect for others FACTORS WEIGHT SCORE
RATING
Drive for Results
Sets challenging goals and positively pushes self and others to pursue WHAT
5 x. 25 4.7 .70
and achieve these set goals, while showing strong focus, devotion,
energy, and determination despite challenges, constraints, difficulties or
setbacks HOW
4.95 .30
Adaptability
Works through obstacles and setbacks despite changing situations and 5 x. 10
environment without losing momentum. OVER-ALL PERFORMANCE
RATING
Next Step Innovation (Add total of Score)
Contributes and drives fresh, creative or innovative ideas and solutions 5 x. 05
to create opportunities for positive change and continual improvement.
Over-all HOW Rating (add total of Score)
Doc. No.: ADM-FM069
Rev.:00
Date: 17/11/2023
Page 3 of 4
PERFORMANCE APPRAISAL FORM
(Frontline Leaders – Supervisors/Engineers to Superintendents)
SECTION 4: Strengths
b. Key Achievements
a. Key Competencies
(Major or exceptional achievements or performance targets
(Major technical skills, expertise, and personal qualities)
completed which are beyond routine, normal or ordinary)
Personal Qualities:
Technical Skills:
SECTION 5: Individual Development Plan
In the table below, identify 3-5 the key developmental areas for the Reviewee and/or the performance areas to be addressed in order to develop
him to the fullest capability in the current role. The Manager shall discuss the plan with the Reviewee and highlight the objectives, actions,
timeline and owner in the table below.
Development Areas & Target Status
Objectives Action Plans Completion Date Indicate if the
What areas (performance, What are some of the activities required to By when do you plan Owner action steps
skills, trade knowledge) need achieve this objective? Activities could range to complete this action Who is responsible are closed,
further development? What is from self-directed learning, mentoring, item? to take action open,
the end objective and success coaching, attending training, special projects, steps? on hold,
measure for this development exposure to different functions, etc. ongoing, not
yet started.
Doc. No.: ADM-FM069
Rev.:00
Date: 17/11/2023
Page 4 of 4
PERFORMANCE APPRAISAL FORM
(Frontline Leaders – Supervisors/Engineers to Superintendents)
SECTION 6: Performance Discussion Summary
Reviewee’s Comments Reviewer’s Comments
Employee may write his self-assessment and comments here Reviewer may choose to summarize here any other observations or
about his performance or about the discussion with his Reviewer. comments around the review discussion and the performance rating
SECTION 7: Sign-Off
Reviewer Department Head Reviewee
Please complete, sign-off and get concurrence of Please sign to indicate your concurrence to Please sign to indicate your understanding
Division/Department Head the Reviewer’s rating of the Reviewer’s rating
Name, Employee Number & Signature Date Name and Signature Date Name and Signature Date
Gaurav Singh Ajay Misra
SECTION 8: Over-all POTENTIAL Rating (To be filled in by Reviewer after the Employee signed. Potential Rating
can only be discussed with the Employee after Management approval and confirmation )
Next Move Description Readiness Comment POTENTIAL AND PERFORMANCE
Rating Rating*
Step The recommended next move will
Performance is about the impact of the individual
Change be to a higher role and will
in his current role.
(SC) involve a promotion
Further The recommended next move will
Growth be to assign the employee to a Potential refers to the employee’s chances of
(FG) higher role on a “working as” future growth in the organization.
acting capacity for a certain
period of time as part of his Potential is determined by:
development before any
recommendation for promotion Capability – what the individual is capable of
Lateral The next move will be a lateral achieving both now and in the future.
Change move to a different role/job but
(LC) with similar level and complexity Aspirations – the employee’s career ambitions,
No further move within the eagerness to learn new or advanced skills, and
Remain in organisation is anticipated and motivation to take on more /bigger challenging
Role (RR) the individual is likely to retire in
roles.
role or exit
*Readiness Rating (0-6 months; 7-16 months; 17-24 months; 25 months onward)
SECTION 9: HR Portion
Received by: Date Received: Remarks:
