Performance Appraisal Form
Date:
Employee’s Name:
Period :
Designation: ____________________ Reporting to:
KRA Sheet
Goals Weightage Objectives Target Measures Threshold Remarks
I. i.
ii.
iii.
iv.
II. i.
ii.
iii.
iv.
III. i.
ii.
iii.
iv.
IV. i.
ii.
iii.
iv.
V. i.
ii.
iii.
iv.
Total 20
Any other comments/observation:__________________________________________________________________________
_______________________________________________________________________________________________________
Signature: Reporting Manager Employee:
Performance Planning Form
Type : Mid Year Review Annual Review :
Employee’s Name:
Period :
Designation: ____________________ Reporting to:
Mid Review Sheet
Record only the changes/corrections/deviations that have happened during the period of six months:
Goals Weightage Objectives Target Measures Threshold Remarks
I. i.
ii.
iii.
iv.
II i.
ii.
iii.
iv.
III. i.
ii.
iii.
iv.
IV i.
ii.
iii.
iv.
V i.
ii.
iii.
iv.
Total 20
Progress Summary for the Mid Year Review
Next Review date: ________________
Signature: Reporting Manager Employee : Date :_____________
Performance Planning Sheet
Part A. For each goal, rate the employee on the 5 point scale for the achievement against the target stated. Specify
examples where ever the rating is 5.Give weightages to each goal as per its importance totaling to 20 points
but not more than 3 goals should be given a weightage of 5 points. Also state the facilitating factors and the
constraints faced during the year. The 5 point scale is explained below
Levels Significance
5 Meets and Consistently exceeds
Performance Expectation.
4 Meets and Often exceeds Performance
Expectation
3 Meets Performance Standards.
2 Partially meets Performance Standards
1 Does not meet Performance Standards.
Facilitating factors Constraints Faced
Employee’s Name: Type : Mid Year Review Annual Review :
Period :
Designation: Reporting to:
Target Actual Rating Managers Comments
Goals Weightage Objective
Achievement rating
i.
ii
1 2 3 4 5 1 2 3 4 5
iii
iv
I.
i
ii.
1 2 3 4 5 1 2 3 4 5
Iii
iv
II.
i
ii
1 2 3 4 5 1 2 3 4 5
iii
III.
iv
i
ii
1 2 3 4 5 1 2 3 4 5
iii
IV.
iv
i
ii
1 2 3 4 5 1 2 3 4 5
iii
iv
V.
Part B
The objective of this section is to provide the employee with a clear feedback as an individual
Performance Measures
For each Performance Measure below, rate the employee on the level that is applicable by placing a tick in the appropriate box:
Self Reporting Officer
Levels Comments
1 2 3 4 5
fulfillment and completion
I. Quantity of Output -
Output far Output below Tasks assigned Fulfillment of all Output of Work
below. target/expecta generally met tasks/targets, exceptionally high
of assigned tasks.
Target/tasks tion despite with moderate despite and above
Extent of target
not fulfilled. lack of effort constraints. expectations/task
Low effort. constraints. s assigned
PERFORMANCE MEASURES
Moderate despite high
efforts degree of difficult
tasks
excellence in Output, the extent of
II. Quality of Output: General
Works Work barely Generally Does a thorough Excellent quality
consistently upto the mark. produces work of and accurate job. of output.
below Needs to be acceptable Work needs Accurate in work
required corrected quality. minimum under all
work free from errors.
standard. Sometimes work correction. High conditions
Makes no needs correction quality
effort to consciousness
improve.
Does not lay
any emphasis
on quality of
product/work
Levels
Comments
1 2 3 4 5
Skill: Knowledge pertaining to the
Poor Knowledge Knowledge adequate Good Knowledge Excellent
knowledge. inadequate in own in own area. Needs of his own job and Knowledge of
area of work and related areas
III. Job Knowledge and
No Motivation and related areas updating in related Related areas. Up own job and
to learn areas. dates himself related areas.
Professionally
upto date.
PERFORMANCE MEASURES
effective action plans in relation to tasks assigned
anticipating work needs and development of
Very Ability to plan and Generally systematic Normally anticipates Exceptional ability
IV. Planning & Organising: Ability for
unsystematic organize is and methodical. work needs and is able to anticipate future
and marginal Sometimes slow in to prepare a plan of work needs ahead
unmethodical. arranging load to action; generally good of time, and to
Does no meet plan in arranging work load work in a logical
planning at all. to meet plan manner to meet
plan
Levels Comments
1 2 3 4 5
reliant and move forward on a task
V. Initiative: Ability to be self –
Always requires Needs guidance, Generally shows Good initiative. Totally self
to be told. instructions and good initiative. Undertakes all reliant. A self
Unable to follow up Occasionally tasks and starter.
without outside direction
function needs follow up overcomes
independently. obstacles
Cannot do independently
simple jobs
without
guidance and
PERFORMANCE MEASURES
follow up
VI.Commitment and Sense of Responsibility:
Alienated. Low sense of Accepts but does High sense of Totally identifies
Dedication to work and company objectives.
Evades/Sheds duty. Does not not seek duty. Accepts and with the
responsibility identify with the responsibility seeks job/company.
job/company responsibility Seeks and
Reliability to complete assigned tasks
accepts
responsibility
with full
accountability
Levels Comments
1 2 3 4 5
VII. Team Spirit: Co-ordination and co-
operation with colleagues to achieve team
Cannot work Very passive as a Marginal Effective team Outstanding
with others in team member. contribution. member. team member.
a team. Does not contribute Prefers to work Contributes to Keeps the larger
Creates and withdraws alone. Not the team effort. goal in view.
conflicts and quickly comfortable in Very well aware Contributes. Is
dissipates the a group. of his own role. open to ideas
energy of the and can influence
group in working of the
PERFORMANCE MEASURES
dysfunctional group
pursuits
objective.
Making: Ability to identify problems, prioritise
them, analyse alternative courses of action and
Lacks Lacks analytical Moderate Good analytical Excellent
analytical ability. analytical abilities. Analytical
VIII. Problem analysis and Decision
ability. Does Occasionally takes ability. Handles Confident and abilities. Good
not take decisions. day to day quick decision grasp of complex
decisions Wavering and decisions. making most of issues. Always
uncertain Sometimes the time. takes confident
delays decision and quick
making decisions even
on complex
problems
take decisions
Levels Comments
1 2 3 4 5
departments to ensure smooth functioning
Unable to Coordination is Sometimes Good Contribution Outstanding
IX. Lateral Coordination: Ability to
coordinate. weak. Frequent needs higher abilities. Good coordination
effectively coordinate with all linked
Rapport with problems with level relations with abilities. Excellent
colleagues is other intervention colleagues. Able to Rapport with and
not good. departments or to solve work well as a knowledge of
Unable to either outside agencies problems member of inter- related areas and
explain own disciplinary team is able to obtain
requirements or full cooperation of
PERFORMANCE MEASURES
appreciate the colleagues/agenc
roles/problems ies
of others
X. Communication: Skill and desire to share
Lacks both the Only believes in Has Shares information Excellent clarity
skill and the will downward moderate skill with all concerned. of thought and
available information with all concerned.
to communication. and desire to Good expression. expression. Uses
communicate. Cannot express share Open to feedback. all channels of
Keeps things to himself well. information. communication.
himself. Relies heavily Is receptive to
Express no on formal feedback and
desire to communicatio aware of what is
acquire n channels happening.
information.
Development and Training Plan
Indicate Strengths, Areas of Development and Plans / Trainings for developing the employee
Areas of Strength Areas of Development Action Plan Trainings Suggested
PERFORMANCE APPRAISAL SUMMARY
Overall Rating
Record the employee’s rating from each section (KRA/Goal Assessment and Performance Measures) under the Section Rating.
SECTION RATING TOTAL RATING
SECTION
SELF RATER
KRA/Goals Assessment
Performance Measures
OVERALL RATING
Overall Rating Range Table
Manager/Supervisor Summary
Signature: Date:
Employee Summary
Signature: Date:
