Guidelines for Computation of Increments

These guidelines are based on the new system of Fixed Salary as well as Variable Component which is determined on a month to month basis. 1. As a policy the maximum amount that the company will offer to a fresher is Rs 12,000. (A fresher is deemed to be one without any prior employment)

All subsequent reviews will be as follows

1. First Review will be carried out at the end of probation, prior to confirmation as defined in
the initial offer letter and letter of appointment. 2. All subsequent reviews will be carried out at intervals of 12 months, unless otherwise specified at the time of completion of a review. 3. Subsequent to introduction of the Variable Salary component, increments in fixed salary will be on the basis of marks obtained at the time of review, the proposed increment levels are as under

Average of points awarded on self assessment as well as by immediate superior Up to 200 201 - 250 251 - 300 301 - 350 351 - 400 Above 401

Proposed Action/Increment

No Increment, additionally If on Probation consider extension If confirmed consider relieving 15 % of Basic 30 % of Basic 45 % of Basic 60 % of Basic 75 % of Basic

Variable Salary Component Performance based Incentives Preamble

Consequent to the last performance appraisal it was decided that Salaries would comprise of two components A fixed component which would be reviewable as determined at the end of each review, and A variable component which serve as a method to recognise o Innovativeness o Work of a quality above that defined by existing standards o Commitment to the company and client beyond the call of duty.

Value of the Variable Component

The variable component is proposed to be based on a points system, such points being converted into monetary units.

Raising a Request for Recognition

A Request for Recognition (RFR) can be raised either by the employee, the immediate superior or one of the Managers. The RFR should be filled up and circulated to all employees for their comments. Once there is general consensus from all personnel (a single dissenting votes will render the RFR null and void) the RFR will then be valued and points awarded. Any number of RFRs can be raised in a month.

Award of Points
Points will be awarded by a committee constituted for this purpose comprising of 2 members, of which 1 will be from amongst the employees above the rank of programmer and 1 will be from the Board. The committee shall be re-constituted twice in a year. The decision of the Committee will be final and binding.

Value of a Point
Each point is deemed to be worth INR 100.00.

Settlement of Points
Immediately on valuation of an RFR, the Valuation committee will inform the candidate, and the sum will be paid out in the form of an account payee cheque after deduction of all statutory dues.

REVISED PERFORMANCE APPRAISAL & ANNUAL CONFIDENTIAL REPORT

Employee Name Employee Designation Division Date of this appraisal Total number of years of experience Total number of years in the Organisation Reason for Appraisal
(Tick any one)

Annual Merit Promotion End of Probation Unsatisfactory Performance Others

Date of Appointment Date of Confirmation Date of last Review Current Salary Drawn Date of last Increment

SUMMARY SHEET

Self Assessment 1. Productivity/Time Utilisation 2. Job Knowledge 3. Interpersonal Skills 4. Problem Solving /Creativity 5. Innovation 6. Decision Making 7. Reliability 8. Communication Skills Oral and Written 9. Initiative 10. Leadership 11. Effectiveness of Customer Relations Grand Total Total Number of Working Days from date of last review to date of current Review Total Number of Days Attended Total Number of Days of Leave without Pay Total Number of days Leave Availed

Immediate Superior

Evaluation Committee

Rate on each of the Parameters listed below on a scale from 0 to 10

1. Productivity/Time Utilisation
The extent to which an employee produces a significant volume of work efficiently in a specified period of time. Self Assessment Allocates time consistently with established standards Spends time working on long range projects as well as day to day projects Is punctual in meeting deadlines/appointments Works overtime whenever necessary TOTAL (Max 40) Immediate Superior Evaluation Committee

2. Job Knowledge
Degree of technical competence in field; Ability to apply knowledge and stay abreast of new developments. Self Assessment Technical/Functional Knowledge of the organization(objectives, plans, policies and procedures) Knowledge of the environment(public policies, relevant laws, technological development, competition, markets etc) Degree of grasp and appropriate reaction to various situations TOTAL (Max 40) Immediate Superior Evaluation Committee

3. Interpersonal Relationship
Effectively demonstrates the ability to co-operate, work and communicate with co-workers, superiors and subordinates Self Assessment Listens intelligently to others Makes his or her point logically and persuasively Shows sensitiveness to other peoples feelings Deals with different kinds of people effectively to achieve company objectives TOTAL (Max 40) Immediate Superior Evaluation Committee

4. Problem Solving/Creativity
The extent to which an employee proposes new ideas and finds new and better ways of doing things Self Assessment Recognises critical problems and reacts to them effectively Detecting the root of the problem Ability to solve the problem within a stipulated time Ability to overcome obstacles TOTAL (Max 40) Immediate Superior Evaluation Committee

5. Innovation
Self Assessment Shows ability to bring futuristic ideas to his area of work Encourages suggestions for change Shows receptiveness to change Shows interest in introducing new approaches, tools, techniques for improved performance TOTAL (Max 40) Immediate Superior Evaluation Committee

6. Decision Making
Self Assessment Makes timely decisions Makes sound and practical decisions Follows through his decisions to ensure effective implementation Owns responsibility for his decisions TOTAL (Max 40) Immediate Superior Evaluation Committee

7. Reliability
The extent to which an employee can be depended on to complete assigned tasks and perform following action as required. Self Assessment Degree of reliability in accomplishing tasks Degree of trust that can be placed The ability to make good decisions whenever necessary in the absence of superiors Shows ability in completing high quality work in a stipulated time TOTAL (Max 40) Immediate Superior Evaluation Committee

8. Communication skills oral and written

Self Assessment Skills in writing clearly and concisely Ability to convey ideas verbally Thoroughness and neatness Speed and Accuracy TOTAL (Max 40) Immediate Superior Evaluation Committee

9. Initiative
The extent to which an employee seeks out new assignments and assumes additional duties as necessary Self Assessment Anticipates what needs to be done and promptly initiates action on his own Assumes responsibility and goes ahead with operations in a satisfactory manner in the absence of superiors Finds his way around bottlenecks Handles new and complicated problems satisfactorily and independently Shows originality in emergencies Total (Max 50) Immediate Superior Evaluation Committee

10. Leadership
Self Assessment Obtains willing co-operation of his subordinates and motivates them to the highest level of performance Shows ability to build a team Sets standards of excellence through his own actions Shows fairness and firmness in dealing with people Shows ability to direct the efforts of the subordinate Total (Max 50) Immediate Superior Evaluation Committee

11. Effectiveness of Customer Relations

Self Assessment Ability to communicate, understand and respond to the customer Ability to develop and maintain good relationship with all customers Regular follow-ups Total (Max 30) Immediate Superior Evaluation Committee

12. Accomplishments or new abilities demonstrated since last review.

13. Specific areas of improvement

14.

Retain Release Promote

15. Immediate Superiors Recommendation

Signature 16. Managers Comments

Date

Signature

Date

16. Committees Observations

Discussed with Individual on Approved Increment Effective from Any Additional Comments

: : :

Signatures with Date

Employee Representative

Immediate Manager Superior

Committee