1. Under Performance Evaluation Tab on HR Site:<br /> <br />Individual Performance Plan (IPP) | Performance Evaluation<br />Final Review<br />A formal meeting should take place between the Immediate Supervisor and the Employee at the end of the year, to discuss/evaluate the performance during the year against achievement of agreed Objectives/Targets and demonstration of agreed Competencies. <br /> <br />00Objective Assessment<br />Achievement of each objective is assessed by the Immediate Supervisor separately according to the agreed measurements/KPIs and scored between 1 and 5, as detailed in the following table.<br /> <br />Objective ScoreAssessment & Definition5Far Exceeds Objectives - Outstanding accomplishment of the set targets and demonstration of the appropriate behaviors that is consistent with Etisalat Corporate Values. The individual has provided significant contribution to the success of the business.4Exceeds Objectives - The individual exceed the achievement of expected outcome/behavior.3Meets Objectives - The individual is fully meeting and achieved the expected outcome/behavior in the exact way.2Partially Meets Objectives - The Individual partially achieved the expected outcome/behavior.1Does Not Meet Objectives - The Individual didn’t achieve the required outcome/behavior.<br />00Competency Assessment<br />Employee’s competency is objectively assessed by the Immediate Supervisor based on how the employee has demonstrated that competency during that year. The level (refer to Competency Rating Scale table) at which the Employee has demonstrated each Competency is then captured in the HRMS.<br />* Competency Rating Scale<br />1.Developing – Able to perform simple and routine tasks mostly independently, but would require guidance/supervision in some cases. <br /> <br />2.Competent – Able to perform all routine tasks and some complex tasks without supervision or guidance. Requires supervision selectively and for non-routine tasks.<br />3.Advanced – Able to carry out routine and complex tasks without supervision or guidance. Can supervise others to achieve tasks.<br />4.Expert – Recognized as an expert in subject matter and contributes significantly to the strategic plans and programmes. Has the ability to guide others to achieve routine and complex tasks. Capable of providing comprehensive solutions to business/operational issues.<br />00IPP Score Calculation<br />The following table indicates the distribution of the various performance components by overall weight:<br />Component in IPPWeightObjectives 70%Competencies30%<br />A. Objectives:<br />1. Score for each objective = Objective Weight X Score per objective <br />2. Total Score for Objectives = Sum of scores for each Objective<br />B. Competency Assessment:<br />1.Score for each Competency = Competency Weight X Score per competency<br /> <br /> if Demonstrated > Expected Level, then Competency Score = 5<br /> if Demonstrated = Expected Level, then Competency Score = 3<br /> if Demonstrated < Expected Level, then Competency Score = 1<br /> <br /> In case the Expected Level was set to be Expert and the actual Demonstrated Level is also found as Expert, <br /> then Competency Score = 5<br /> <br /> N.B. The system will calculate the Expected Level and Weights set by the Main Appraiser.<br />2.Total Score of Competencies = Sum of scores of each Competency<br />C. Overall IPP Score:<br />Overall IPP Score = Total score for Objectives X 70% + Total Score for Competencies X 30%<br />00IPP Suggested Rating<br />Based on the Overall IPP Score calculated by the system, the overall IPP Suggested Rating will be automatically arrived at, as detailed in the table below:-<br />Objective IPP ScoreSuggested Rating4.5 - 5Far Exceeds Objectives3.75 – 4.49Exceeds Objectives2.75 – 3.74Meets Objectives1.5 – 2.74Partially Meets Objectives1 – 1.49Does Not Meet Objectives<br />00Performance Rating – Definitions & Quotas<br />Following table shows the Performance Ratings, its Definitions and Quotas. <br />Performance RatingDefinitionsQuotas(% of Staff)Far Exceeds ObjectivesPerformance is consistently beyond all expectations and the employee is looked upon as role model in achieving results and in living Etisalat corporate values.7%Exceeds ObjectivesPerformance consistently exceeds objectives.25%Meets ObjectivesPerformance meets objectives and may sometimes exceed.50%Partially Meets ObjectivesPerformance does not usually and/or fully meet objectives.15%Does Not Meet ObjectivesPerformance is unsatisfactory/poor and consistently not meeting objectives.3%<br />00Things to be avoided during evaluation<br />There are a number of tendencies that have been observed among those who conduct performance appraisals. Immediate Supervisors are advised to be aware of these and avoid the following tendencies:<br />The Halo Effect - Tendency to allow ratings on one factor to unduly affect ratings of other factors.<br />Cluster Tendency – Tendency to regard everybody being rated as “exceeding” or “fully meeting” expectations.<br />The Isolated Incident – Tendency to see one incident, particularly if recent, as reflective of the whole rating period.<br />Central Tendency – Tendency to rate in the middle: may reflect unwillingness to be candid.<br />Rating the Job – Tendency to assign higher performance ratings to persons whose jobs are higher in the organization’s hierarchy.<br />00Employees Preparations for the Final Review Meeting<br />At the time of Final Review, Employee needs to answer the following questions pertaining to his performance during the year:<br /> <br />· Have I met my objectives and targets?<br />· What have been my main achievements? <br />· How would I summarize my performance?<br />· Are there any obstacles that have affected my productivity?<br />· What suggestions do I have to improve my performance?<br />· What assistance my Supervisor should provide to improve my performance?<br />· What are my career aspirations?<br />00Tips for Conducting an effective Performance Feedback Meeting<br />The Immediate Supervisor may consider the following tips for conducting effective performance review meetings:<br />Always encourage the Employee with a welcoming reassuring smile. <br />Ensure an objective Performance feedback Session – not a subjective one.<br />Acknowledge self-appraisal and congratulate Employee for his accomplishments.<br />Acknowledge areas of agreement and discuss areas of disagreement.<br />Begin with highest rated areas.<br />Talk about the results / outcome and not the person.<br />Focus on issues that are relevant to the objectives.<br />Be descriptive and support with examples as much as possible.<br />Avoid being sidetracked by excessive or minor details.<br />Avoid interrupting once an employee starts talking.<br />Avoid rushing the discussion, dragging sensitive areas, becoming defensive and making unrealistic promises.<br /> <br />If the employee hints at any problem, Immediate Supervisor should address it immediately and if the employee looks tense, ensure that you look relaxed yourself.<br /> <br />Remember that body language speaks more than words.<br />Always check that all relevant documentation needed for the session is at hand.<br />Review facts and disregard rumours and hearsay.<br />Avoid discussing problems that do not affect performance.<br />Listen carefully to what an Employee says and observe how they say it.<br />Don't compare two individuals, even if they are doing the same or similar jobs.<br /> <br />Finally, both Immediate Supervisor and the Employee should leave the Performance Feedback Session with the same understanding.<br />Back to Performance Management<br />= = = = = = = = = =<br />Under Final Evaluation Tab on HR Site<br />Individual Performance Plan (IPP) | Final Evaluation Steps in HR4me<br />Final Evaluation Steps in HR4me<br />Detailed steps to complete the final evaluation in HR4me are provided in a PowerPoint presentation<br /> <br />Click here to view the presentation<br /> <br />Final Appraisal Meeting<br />Immediate Supervisors are requested to have one-on-one meeting with the Employee, discussing the outcome of the Individual Performance Plan (IPP). Both the Supervisor and the Employee may have a print-out of the IPP, along with the supporting documents on how the Objectives / Competencies have been achieved, and mutually agree on the assessment levels for each of them. <br /> <br />Assessment levels have been listed below:<br />Objective AssessmentCompetency Assessment<br />Far Exceeds Objectives1. Developing<br />Exceeds Objectives2. Competent<br />Meets Objectives3. Advanced<br />Partially Meets Objectives4. Expert<br />Does Not Meet Objectives<br />Main Appraiser/Supervisor Updating the HRMS<br />By logging into HR4me, the Main Appraiser/Supervisor has to record the outcome of the appraisal. Appraisal status has to be “ongoing” for this. If the status is “transferred”, then the Employee should log-in to HR4me and transfer the appraisal to the Main Appraiser. <br />Main Appraiser/Supervisor should record the Objective Assessment for each of the objectives set, record the Demonstrated Level for each of the Competency set, record the Training & Developmental initiatives, Courses, etc. and complete the Overall Comments.<br /> <br />Suggested IPP Rating<br />Based on the Objectives & Competency assessment, the system will automatically calculate the initial Suggested IPP Rating. Main Appraiser and the Employee will receive a notification/alert from the system indicating the Suggested Rating, and that it is subject to change due to quota.<br /> <br />N.B. Managers/Supervisors may keep the ratings distribution among population (quotas) in mind before the evaluation.<br />Approval of Appraisal<br />The Approver (Head of Department/Division/Section/Sub Section/Unit/Sub Unit in the Supervisor’s hierarchy) will then receive a notification through HR4me to approve the appraisal. <br />The Notification subject contains the name of the employee for whom the Approver is approving the rating. If the employee do not have HR4me access, the subject will not contain the name of the employee. In that case, the Approver may press “View Action” within the notification and can see the name of the employee. By pressing “View Action”, the Approver can also view the entire appraisal and assessment of Objectives and Competencies.<br />The appraisal approval notification will indicate the Suggested IPP Rating and Score, and the Approver has to approve, if in agreement. If not in agreement, the Approver can return the appraisal for correction to the Main Appraiser.<br /> <br />Important Note: Every Approver (Head of Organizations) will be provided with the applicable quota / numbers under his/her domain. Approvers should keep all the notifications on hold and approve once appraisals of all the employees are received, making sure that the quota is met. <br />Appraisal Completion Notification<br />When the appraisal is approved by the Approver, status of the appraisal changes to “completed”. At this stage, the Employee will receive a notification. However, the Employee should keep in mind that the appraisal process is still not complete and the Final Rating will be concluded by the HOD, and the same will be communicated in due course.<br /> <br />Final Rating<br />Once the evaluation of all employees in a given Department is completed, Regional GMs/HO-HODs will be approached with the compiled list, to ensure compliance with the quota. The Final Rating will then be communicated to the concerned.<br /> <br />Back to Performance Management<br />