Performance Review

1.1. Measurable Performance Criteria and Output.

We are a performance driven organization. Before proceeding ahead with your work, you should have
gained clarity about your target and other key expectations. It is an imperative that your KRA’s (Key
Result Area’s) are clearly discussed, defined and set, with the concurrence of your reporting authority.
Your yearly performance will be measured on the basis of defined KRA. The KRA’s should be
quantifiable and focused towards achieving the overall Vision and Objectives of the Organization.

1.2. Probation

You will be under Probation for a period of six months from the date of joining. Your Probation can be
extended twice for an additional period of three months each. You however would continue to be under
probation, unless confirmed to you in writing. Probation period may be extended or shortened depending
upon performance parameters.

1.3 Performance Reviews

<<Company Name>> success is built upon the success of creative, motivated, hard-working employees.
As employees, we expect you to demonstrate an enthusiastic commitment to excellence and to set
performance goals in regularly scheduled sessions with your manager.

The <<Company Name>> performance-review process provides a formal way for you to set specific
goals during the year, review your past achievements with your manager, and develop an action plan for
your professional development. The review is an ongoing process that encourages frequent
communication between you and your manager. Although you and your manager meet to review your
performance every quarter, the process of measuring performance continues throughout the year. To
make the review process work most effectively, you should carefully identify your goals, develop an action
plan to meet these goals, and talk with your manager about possible training and development needs.

At <<Company Name>>, we believe that all employees make a significant contribution to their
department and the overall success of the company. As an employee, you are accountable to other team
members, your manager, other departments who may be counting on the quality and timeliness of your
work, and the people who use the <<Company Name>> services. By regularly evaluating your progress
against the goals you have set with your manager, you help ensure your individual success and the success
of the <<Company Name>> team.

Policy & Procedures

The process of Annual Review has been divided into two Cycles:

May Cycle:

1. All who have already been evaluated last year in the May cycle
2. All confirmed employees who have or would be completing one year during the period February
– July.

November Cycle:

1. All who have already been evaluated last year in the November cycle
2. All confirmed employees who would be completing one year in the period August to January.

Please Note: All PMDP Increments would be effective either from 01st May or 01st November,
irrespective of the date of Joining of the employee.
1.4 Performance Improvement Plan (PIP)

For all confirmed employee, your manager will initiate corrective action if your performance is
unsatisfactory. He/she will discuss the specifics of the problem, recommend changes that you must make
to correct the problem, and establish a time frame within which the changes must be made. If the
problem is not corrected within the agreed-upon time frame, your manager may initiate a formal
Performance Improvement Plan (PIP), which outlines steps for correcting the areas of deficiency.

Performance Improvement Plan Summary

This is intended to be a brief overview of our PIP Plan. The entire process, including the expectations
and potential consequences, will be described in much greater detail to any employee who is put on a PIP.

A PIP is effective immediately when it is presented to an employee. The PIP document describes the
areas in need of improvement; including specific, measurable goals and the deadlines for meeting them.
The PIP is written to last no more than 12 weeks, with checkpoints at six weeks and at 12 weeks. Basic
goal of PIP is to bring improvement in the employee’s performance. The PIP document becomes a
permanent entry in the employee's personnel file unless he/she successfully completes the PIP at the six-
week checkpoint and requests (via e-mail to his/her manager) to have it removed.

Like other guidelines in this handbook, the above guideline will not necessarily be applied to
address every problem. The PIP guideline is provided as a tool for improving performance, but
it does not provide a contractual right to be placed on a PIP.