SEMI-ANNUAL APPRAI
Emp ID: 956
[Link] Objectives
1 Flexibility/adaptability/Availibility
Technical Trainings & Knowledge
2 Sharing
3 Customer Feedback
4 Team work/Overall team performance
Grand Total
[Link] Objectives
1 Keka Compliance/regularization requests
2 Code of Conduct Adherence
3 Time Sheet submission
4 Punctuality/Attendance
5 Leaves
To keep internal affairs confidential by
1 escalation
avoiding anywithin a 3-month
engagement withperiod
third will
Escalations result
partiesinincluding
a 1-pointcustomers
deductionand
fromco-the
Confidentiality overall performance score.
colleague. Any breach of this
confidentiality policy will result in a 0.5
How to rate your leavespoint
? deduction from the employee’s
overall performance evaluation score.
Leave rating tracker (Jan to June '25)
Rating to be given 1
Leave Count ≥10 Leaves
Note: Employees not adhering leave guidelines will be marked with 0 rating
Leave rating tracker (Jan to June '25) - Unplanned
Rating to be given 1
Leave Count ≥9 Leaves
Deployment Status
Deployed /Not Deployed Deployed
No of Months deployed 0
Deployment for how many months (Jan to June '25)
0 1
0% 10%
Employee Self Assessment for FY'2023 - 2024
Achievements
Score Meter
4 to 5 Excellent
3 to 4 Good
2 to 3 Meets Expectations
Below 2 Needs Improvement
SEMI-ANNUAL APPRAISAL- GOALS & OBJECTIVES (Jan to Ju
Employee Name: [Link] DOJ: 15-09-2022
Core Competencies /KRA
(Reporting Manager)
Objectives should be measurable UOM Weightage Rating Scale Appraisee
(1 to 5) Rating
Has actively sought to learn new things on
own initiative. Has responded positively to
change and adapted to new situations. To
ensure a strong presence at the customer site,
it's essential to maintain an availability rate of Number 10 5 5
95% or higher. Additionally, the number of
WFH days if taken more than 5 times in 6
months will reduce the score by 1 point.
Participates and Delivers the trainings for
offshore resources and the internal team
resources. Shares knowledge in formal and Number 20 5 5
informal meeting for benefit of everyone
Number 50 5 5
Information clients provide about whether
they are satisfied or dissatisfied with a
individuals service and about their general
experience with them.
20 5 5
Their willingness to engage in team
discussions, and adapt to group dynamics
plays a key role in achieving shared
objectives. The employee upholds a sense of
accountability and works with a results-
oriented mindset, enhancing the overall
performance and cohesion of the team. Number
and Total 100
Behavioral Competencies
( Human Resources)
Objectives should Appraisee
employee's adherence tobe
themeasurable
company's HR UOM Weightage Rating Scale
Rating
portal guidelines and policies(Involves,
regularisation requests, shift schedules, week Number 25 5 5
off changes etc) additionally If regularization
requests average more than 2 in the last six
months,
To abide please
by the self
coderate 1 point less. conduct
of professional
and all other regulations, authorities, policies, Number 15 5 5
and procedures of the company. (Dress Code,
Confidentiality, misbehavior etc.)
Submitting a timesheet by 5th of every
month. Number 10 5 5
Managing intime and out time daily Number 25 5 5
Count of leaves taken - more than 3 leaves in
the six months applied on same day or after
will be considerd from UnPlanned leaves Number 25 5 5
table. If not taken unplanned leaves more
than 3 in 6 months, please consider from
Leave rating tracker table
100
eave rating tracker (Jan to June '25)
2 3 4 5
8-9 Leaves 6-7 Leaves 4-5 Leaves <4 Leaves
th 0 rating
ating tracker (Jan to June '25) - Unplanned
2 3 4 5
7-8 Leaves 5-6 Leaves 3-4 Leaves <3 Leaves
eployment for how many months (Jan to June '25)
2 3 4 5 6
20% 30% 40% 50% 50%
[Link] to the IBM BPM project for the American Express client.
[Link] on the back end of the Eidiko Work Order project using Spring Boot and microservices.
[Link] a 5-member team on the AMLAK Collection System full-stack project using React, Spring Boot, and microservices, while also making
[Link] guidance to BPM trainees in developing the AMLAK Finance Origination System BPM project.
5.I earned the ORACLE Dev Gym Certificate of Excellence with a 91% grade in 'Databases for Developers: Foundations'.
Certification link:[Link]
BJECTIVES (Jan to June '25)
: 15-09-2022 Review Date: 12-06-2025
RA
)
Appraisee Assessment Remarks Appraiser Rating Appraiser Assessment Weightage Score
Remarks (Appraisee)
I have consistently supported Spring
Boot and Microservices projects, while
proactively learning new technologies
such as Spring Boot, Microservices,
and React to expand into Full-Stack
development. This reflects my 3 10
initiative to continuously improve and
adapt to evolving project needs.
Additionally, I have maintained 100%
Iavailability
have provided training
without onany
taking IBMWFH
BPM
and
[Link] my knowledge of BPM
projects such as AMLAK Collection
and the Finance Origination System
with internal Java and BPM teams. I
always participate in and deliver 3 20
knowledge-sharing sessions with my
colleagues.
Currently working on the back end
of the Eidiko Work Order internal
project. The project is ongoing, and
I am effectively contributing to the
timely completion of tasks, issue
resolution, and overall service 2 50
quality.
I have worked as a backend
developer on the Eidiko Work
Order project. Additionally, I led a
5-member team on the AMLAK
Collection System full-stack project
using React, Spring Boot, and
microservices, while also
contributing individually to its 3 20
success. I collaborate effectively
with my team, take ownership of
tasks, and stay focused on
achieving shared goals.
100
cies
)
Prior information regarding any
Leaves, WFH, Regularisation, Shift-
Schedules, Week-Off
Appraisee changes
Assessment Remarks Appraiser Rating Appraiser Assessment Weighage Score
Requests has been sent to the Remarks (Appraisee)
manager, and approval has been
obtained. 3 25
I have followed the company’s
code of conduct, along with all
regulations, policies, procedures,
and guidelines, including dress 3 15
code, confidentiality, and
professional behavior at all times.
Currently working on the back end of
the "Eidiko Work Order" internal 3 10
project.
I have consistently maintained
timely attendance and ensured
proper logging of in-time and out- 3 25
time each day.
I am taking leaves as per guidelines. I
have taken only 3 leaves. 4 25
100
ot, and microservices, while also making significant individual contributions to its success.
project.
elopers: Foundations'.
usp=sharing
Weightage Score
(Appraisar)
12
20
12
50
Weighage Score
(Appraisar)
15
15
20
65
1
5
0%
1%
2%
7%
8%
10%
Rating
Core Competencies Score CardScore Appraisee Appraiser Scores
100 50
Behavioral Competencies Score Card 100 65
Average Score 100 58
Deployment period in Months (July -Dec'24) 0
Final Score 28.75 0
Manager Overall Summary of Appraisal
Suggested Improvement Areas: [Link] Remarks
Score Meter
4 to 5 Excellent
3 to 4 Good
2 to 3 Meets Expectations
Below 2 Needs Improvement
Parameters of annual appraisal:
Appraiser score out of 5 • He or she will be evaluated based on beh
• On a total score of 100%, a person's beha
2.50 billability at 50%.
3.25 • If an employee is unable to contribute to
2.88 evaluation will only be based on their behavio
• Your performance will be reviewed every
0
will take place during the Annual appraisals fo
28.75
Billability Attribute (50%):
• You will receive a pro-rata increase out o
the number of working days you spend with t
• Employees who are directly billable to th
(T&M or Project).
• No consideration will be given to projects
purposes unless your manager designates you
Behavioral Attributes (50%):
Remarks
• Interpersonal skills
• Communication
• Attendance, punctuality, and reliability
• Positive attitude towards work
• Leadership quality
• Time Management
• Insubordination
• Violating laid HR process
appraisal:
evaluated based on behavioral and billability factors.
of 100%, a person's behavior will be evaluated at 50% and project
unable to contribute to client projects during the year, their
e based on their behavioral factors (50%).
e will be reviewed every quarter by the leaders. The final rating
the Annual appraisals followed by the increment process.
0%):
a pro-rata increase out of 50% in your annual appraisal based on
ng days you spend with the client.
are directly billable to the client will only be eligible for this benefit
will be given to projects where you are deployed for training
manager designates you as a contributing member.
(50%):
lls
ctuality, and reliability
towards work
ty
nt
process