Performance Management System
Performance Management System is an ongoing process involving
following activities with Appraisals being one of the key activity.
• Linking individual employee objectives with the organisation's mission and
strategic plans. (The employee has a clear concept on how they contribute to
the achievement the overall business objective.)
• Focusing on setting clear performance objectives and expectations through
the use of results, actions and behaviours.
• Defining clear development plans as part of the process. (Planning training
programs)
• Conducting regular discussions throughout the performance cycle which
include such things as coaching, mentoring, feedback and assessment. 2
Performance Appraisal
A Performance Appraisal is a systematic, general and periodic process that
assesses an individual employee's job performance and productivity in relation to
certain pre-established criteria and organizational objectives.
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Steps of Appraisal Process
Appraiser : Individual who helps plans
performance and assesses the performance of
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one or more appraisees that report to him/her
Reviewer : individual who is responsible for 2
addressing escalated issues pertaining to the
system implementation.
HOD : The reporting manager of the reviewer of the 3
function who is responsible for bringing strategic
changes, mentoring teams, and recognizing
performances
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Performance Rating Scale
Rating 1 = lowest,
Rating 5 = Highest
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PMS Score Mapping to Rating Scale
Sr. No Score From Score To Ratings Points Rating Scale description
1 0 59.99 1 Unsatisfactory
2 60 79.99 2 Needs Improvement
3 80 94.99 3 Satisfactory
4 95 109.99 4 Commendable
5 110 150 5 Outstanding
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Employee Coverage
Cut-off date : All those team members who have joined till 30th September of
previous year shall be covered in this appraisal cycle.
Less than a year, joined before cutoff date : Those team members who have joined
before 30th September of previous year but not completed one year as on 31st March of
current year, will receive the increment on pro-rate basis in % as per the no. of months
completed as on 31st Mar of current year.
Less than a year, joined after cutoff date : Those team members who have joined after
30th September of previous year shall be covered in the next appraisal cycle and shall
receive the arrears for increment in next cycle for the additional months served in this
cycle.
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PMS Online - Salient Features/DO’s & Donts
Appraisal Process is automated and made Option of Uploading additional documents
online through ESS (MS Office Excel/Word/Powerpoint,Pdf,
JPEG and Open office-Word & excel ) as
attachments.
Deadline driven process where dates are to Always Save your entries before exit
be “strictly adhered”. The link will disappear
after the last date.
Help Guide/ FAQs are available to guide Always click on “Edit” button to make
through changes in form
Letters shall be provided offline or online in Training needs should be captured for
ESS planning developmental activities.
KRAs are already entered, Modification in “Needs Improvement” Rating will lead to
KRAs is not allowed. In special cases the employees being put on a Performance
changes can be sent to HR for modification. implementation Plan .
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Appraiser
Appraiser
Click Appraiser
My Team
Click Team Status for Appraisals
View KRA , History &
Appraisal Form
Team Status
Click on Edit to Access
appraisal forms
Appraiser Rating Click Target for
Appraiser Rating
Enter Appraiser Rating
Enter Appraiser
Remarks
Click Edit Button Before
Entering Appraiser Rating
Have face-to-face feedback session with the team member
Focus on Individual Efforts
Recognise
No harsh words
Sincere & Honest feedback
Don’t judge person
Give Examples to Explain
One-to-one Give Constructive feedback End on Positive note
PMS Score calculation
PMS score
Promotion Recommendation
by Appraiser
Training Requirements of appraiser
can be captured
Remarks on overall assessment is to
be provided
Submit the form
After Final Submission
After Submission , the form
can no more be edited.
Reviewer
Click Reviewer
My Team
Shows the status of the team members
Team Status
Click Team Status for
Appraisals
KRA Form- Achievements/Feedback
Review feedback / Achievements
Assessment
Enter Assessment Score with a different not more than +/- 10 score.
Form submission
Promotion
Recommendation by
Reviewer
Training Requirements of
appraiser can be captured
Remarks on overall
assessment is to be provided
Submit the form
Measurement is the first step that leads to control and
eventually to improvement. If you can't measure something,
you can't understand it. If you can't understand it, you can't
control it. If you can't control it, you can't improve it.
-H. James Harrington
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