Performance Appraisal

Performance Appraisal Policy:

Purpose:
 The purpose is to establish a reasonable system for the appraisal and
development of all the employees' performance.
 To ensure that the quality and quantity of work performed by all the staff
members meet our clients' need.
 To allow for continuous communication between supervisor and
employee.
 To provide main ideas for future development of the employee and the
firm.
 To provide a supporting documentation for pay decisions, promotions,
internal transfers, complains and terminations.

Scope:
All the employees

Policy:
1. The performance appraisal is a written evaluation divided into 5
performance standards and will be followed with an interview.
2. This appraisal is an annual performance appraisal and the responsible
person for evaluate and fill this form is the supervisor or the line manager.
3. All the appraisal results for all the employees must be completed 2 weeks
before end of January of each year.
4. The average rate that will be the basic for evaluate any employee will be
decided by the unit or department manager.
5. Every department manager will decide with the department's employees all
the objectives expected from his department by end of the year; hence, the
appraisal will include MBO (management by objective) method and
represents 40 % from the annual performance appraisal of the employee.
6. The annual performance appraisal interview will be one on one interview
and in a private sitting to discuss the rating.
7. Ratings and evaluation are not final until after the performance appraisal
interview.
8. The supervisor, employee, department manager and HR Manager will sign
on the performance appraisal form.
9. The employee has the right to take a final copy of the performance
appraisal form.
10. The employee has the right to appeal the results of his/her performance
appraisal within 5 working days to the department manager.
11. If the appraiser is the department manager; the employee can appeal to 1
level above the department manager.
12. All the performance appraisal forms are requested from the HR department
and sent back according to date above mentioned.
 Annual Performance Appraisal Form

Employee's Name: ………………… Position: …………………………..

Employee Number: …………………… Appraisal Date: …………………….
Appraiser's Name: Appraiser's Position:
……………………… ……………………

Part 1

- Your evaluation is graded into the following rating scales:

- Performance is exceptional and far exceeds

Outstanding 5 Points expectations. 90 – 100 Points
- Always demonstrates excellent standards.
- Performance is consistent and exceeds
Very Good 4 Points 76 – 89 Points
expectations.
- Performance is satisfactory.
Average 3 Points 41 – 75 Points
- Meets minimum requirements of the job
- Performance does not meet minimum
Below Average 2 point 0 – 40 Points
requirements of the job

Performance Standards and Evaluation Factors

A) Communication Skills
Below
Outstanding V. Good Average
Average
1- Oral Communication

2- Written Communication

3- Listening

B) Interpersonal Skills
Below
Outstanding V. Good Average
Average
4- Team Spirit
5- Decision Making

6- Problem Solving

7- Dependability/Responsibility

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 Below
Outstanding V. Good Average
Average
8- Cooperation

9- Attendance and Punctuality

10- Innovation

C) Quality of Work
Below
Outstanding V. Good Average
Average
11- Follow up the instructions

12- Number of errors

13- Follow through the work

D) Quantity of Work
Below
Outstanding V. Good Average
Average
14- Planning and priorities setting

15- Amount of work completed

16- Work completed on schedule

E) Job Performance
Below
Outstanding V. Good Average
Average
17- Planning and Organizing Skills
18- Job Knowledge

19- Computer Knowledge

20- Flexibility and Commitment

Outstanding 90 – 100 Points

Very Good 76 – 89 Points
Average 41 – 75 Points
Below Average 0 – 40 Points

Overall Rating Achieved =…………..Points

Rating Scale:…………….

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 Part 2

(Translation Dept. objectives during year 2009)

Measure Tool
Main Objective Achievement Date
(Number/Rate)

1.Increase the productivity

Daily rate = 2000 wpd By end of quarter 1
of work

2.Improve the quality 0 Failed projects During the year

Employee Contribution

Measure Tool
Main Objective Achievement Date
(Number/Rate)

1.Increase the
………………………… …………………………..
productivity of work

2.Improve the quality ………………………… …………………………..

Part 3
Performance Appraisal Interview Questions
What motivates you?
a) Increment d) Appreciation
b) Secure Employment e) Creative and Challenging work
c) Promotion f) Training and Development
What sort of training/experience would benefit you in the next year?
________________________________________________________________________________
___

What was your role and contribution in achieving the objectives of your
department?
________________________________________________________________________________
___

What elements of your job do you find most difficult and why?
________________________________________________________________________________
___

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Please specify the problems (if any), which have affected your ability and
efficiency.
________________________________________________________________________________
___

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Appraiser's Comment:

Strength Points Weakness Points

- Write your comment and final evaluation including your recommendations for
improvement, promotion, special increment and or bonus.
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________

Employee's Comments:
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________

Appraiser's Signature Date

…………………… ………………
Employee's Signature Date
…………………… ………………
Dept. Manager Signature Date
…………………… ………………
HR Manager Signature Date
…………………… ………………

Your cooperation is highly appreciated

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