PMS -Final Format (KRA & KPI Excel)

PERFORMANCE MANAGEMENT DOCUMENT Name o the Appraisee Job Title

Name of the Appraiser Job Title

ID #

Date Commenced Service Date Appointed to Job

Performance Discussion Date Performance Review Period

Overall R

Purpose of the Job 4 3 2 1

Sl. KRA

KRA Description

Wt. (%) 10

Sl. KPI

KPI Description

Wt. (%)

5 to 4.99 to 3.99 to 2.99 to 1.99

Performance Assesment

1 2 3 4 5 6 7 8 Weightage total

10

1 2

Page 1 of 15

0

KRA achieved

3 4 2

5 6 7 8

10

Weightage total

0

Weightage total

0

KRA achieved

1 2 3 4

3

5 6 7 8

10

1 2 3

4

Page 2 of 15

KRA achieved

4 4

5 6 7 8

10

Weightage total

0

KRA achieved

Weightage total

0

KRA achieved

1 2 3 4

5

5 6 7 8

10

1 2 3 4

6

5

Page 3 of 15

6 6 7 8

10

Weightage total

0

KRA achieved

Weightage total

0

KRA achieved

1 2 3 4

7

5 6 7 8

30

1 2 3 4

8 5 6

Page 4 of 15

7 8 KRA weightage total

100

Weightage total

0

KRA achieved

PMS outcome of the quarter

Resources Required

Action Plan

Appraisee's comment

Appraiser's comment

Second Appraiser's comment

Signatures: Appraise

Appraiser Page 5 of 15

Second Appraiser

(For Executive & Above)

ID #

Overall Rating

ssesment

A achieved

Outstanding Superior Good (on target) Marginal Unsatisfactory

Rating KPI

Achieved KPI 0 0 0 0 0 0 0 0 0 0 0

Page 6 of 15

A achieved

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Page 7 of 15

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Page 8 of 15

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Page 9 of 15

0 0 0 0

Outcome

Page 10 of 15

Ratings

Criteria

5

Outstanding

4 to 4.99

Superior

3 to 3.99

Good (On Target)

2 to 2.99

Marginal

1 to 1.99

Unsatisfactory

Example:

Rating Key

Rating

Exceeding target (KRAs) by wide margin

5

Exceeding target (KRAs) by significant margin

4 to 4.99

Good - on target (KRAs) Missing the target (KRAs) marginally Missing major criteria

3 to 3.99 2 to 2.99 1 to 1.99

Descriptions

• Results for the period was outstanding • The appraisee consistently and clearly exceeded challenging KRAs and • This was apparent to all in a position to evaluate • A recurrence of this exceptional level of performance may indicate th stretching.

• Accomplished more overall than expected, with a broad record of pos and KPIs. • Performance recognised as contributing extra value during the period •The level of performance expected from an individual fully qualified the required standard.

most major KRAs and KPIs were achieved. •The performance expected of most of employees. •Several key personal results did not match expected levels of perfor •Expect Level 3 (Good On Target) to be achieved during the next cycl •Important KRAs or KPIs missed. •Poor performance across a broad range. •Performance at this level not to continue over more than one cycle •

(Example) >167%

>133% 1 >83% >67%

The SMART principles S pecific S tretching M easureable A chievable A ccepted R ealistic R elevant T ime-framed T rackable

What are performance objectives?

Key Result Areas (KRA) are defined as: The key objectives or goals to be reached The outputs of the job which contribute to o Normally not more than 4-8 in any one perio

Key Performance Indicators (KPI) are defined The activities which will deliver the required what the assessee must do The standards which determine how the job Are an answer to the question: What will we A number of KPIs can be set for each KRA

tives?

ed as: e reached tribute to organisational goals ny one period of time

are defined as: he required outcomes (objectives) –

how the job must be done What will we see as an outcome? each KRA