Page 129 - DMGT517_PERFORMANCE_MANAGEMENT_SYSTEM

Performance Management System

Notes Process of Evidence Recording

The most common method for workplace assessment is observation of performance and
making note of the person’s work or demonstrated behaviour. The format for Evidence
Recording provides two sheets per person: one for favourable and the other for unfavourable
ones.
Mid-year Review

1. The mid-year performance reviewers take place in the month of October.
2. Mid-year review is done by the immediate (solid line) superiors.
3. Inputs from the functional superior is also taken into account.
Mid-year review serves the following purpose:

1. The objective and focus of the mid-year review is primarily feedback and
2. Review of performance contracts and performance against KRAs.
3. Resolve bottlenecks

4. Preparation for the final end year review.
Performance evaluation is an annual exercise conducted in the month of April/May. The

exercise aims at evaluating performance of an officer in the manner which
1. Provides for basis of improvement in employee performance
2. Provides the organization with structured record of employee performance
3. Serves as one among various inputs for career development and rotation decisions

4. Provides input for compensation decisions.
Apart from the above, the superior also gives his/her recommendations are made on a
5-point detailed scale on both performance and potential. The evaluator is also categorized
as functional expert if he is considered to be domain expert of his/her functional area.
Process of Performance Evaluation
The process of annual performance evaluation starts formally during March and is captured
through a structured performance evaluation form. The form has following parts:
PART-A: Self-evaluation
PART-B: Superior’s evaluation

PART-C: Performance and potential categorization and classification into functional
Expert
PART-D: Feedback (evaluator’s comments and performance summary and Evaluatee’s
comments).
The process starts with the self-appraisal/evaluation. The respective filed HR managers

hand over the evaluation forms to the superiors. The person evaluating performance of his
direct reports (Solid-line reporting) is an evaluator. Evaluator is the current superior of the
evaluate.
In case of dual reporting relationship, rating should first be done by functional superior on

a separate sheet, which will be an input for final rating by the Evaluator. A blank copy of
Part-B may be used for this purpose. Similar procedure is applicable for obtaining ratings
from previous superior in case of transfer during the appraisal period.
Contd....

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