PERFORMANCE APPRAISAL RATING

NAME :
FUNCTION YEAR
GUIDELINES FOR RATING
Use a scale of 1 to 4
1 : Poor
Performance falls short of meeting job requirements and expectations.
2 : Average
Performance meets job requirements and expectations.
3 : Good
Performance often exceeds job requirements and expectations. Employee responds effectively to directions and
adjusts to circumstances. Employee contributes to team performance.
4 : Excellent
Performance is always of exceptional quality. Employee anticipates circumstances to maintain high performance.
Employee is the main contributor to team performance.
Do not use : (I) Fractions (ii) + or - (e.g. 3+, 4- etc.)
To be filled by the assessor
To be filled by the person as identified in the 270 degree matrix.

OVERALL 270 degree

S.NO PERFORMANCE FACTORS RATING RATING rating-1
A. DEMONSTRATED PERFORMANCE

1 CONTRIBUTION ON THE JOB 2.5

Qualitative achievements / progress made with respect to
job assigned. 3
Quantitative achievements / progress made with respect to
job assigned. 2

2 INNOVATIVENESS / SPECIAL ACHIEVEMENTS 2

Ability to come up with new / creative ideas leading to
improvements. 3
Mental ability and curiosity in grasping new ideas. 2
Ability to accomplish tasks with limited resources. 2

3 DELEGATION / EMPLOYEE DEVELOPMENT 3

Appropriate task delegation to individuals and integration
of their efforts. 3
Monitoring activities delegated to employees to ensure
performance is as per plans. 2
Providing help to improve employee's performance. 4

4 DECISIVENESS 3
Ability to take appropriate decisions and be firm in
presenting or implementing them. 3
Ability to make sound decisions in the absence of detailed
instructions. 2

Pragmatic approach to work under emergency situations. 4

5 INITIATIVE 1

Willingness to assume responsibility and accountability. 1

Anticipation of needs to take independent actions and well
considered risks. 2

6 COST CONSCIOUSNESS 3
Awareness of the cost aspects in the job. 2
Optimum utilisation of available resources. 3
Reduction of waste. 4
 7 CUSTOMER SATISFACTION 2

Attaching high value to the needs of internal customers. 3

Attaching high value to the needs of external customers. 3

8 LEADERSHIP 3
Ability to effectively lead a heterogeneous team and
influence group without conflict. 3

9 TEAM WORK 1
Ability to work and contribute as a member of team. 3
Openness to ideas 2

10 ATTITUDE / BEHAVIOUR 1
Discipline 2
Work ethics 3
Dependability 4
Politeness 2
Diplomacy 1
Integrity 2

B. CAPABILITIES AND TRAITS

11 COMMUNICATION SKILLS 1
Accuracy of written & oral communication. 2
Clarity of written & oral communication. 3
Completeness of written & oral communication. 2
Timeliness of written & oral communication. 2
Skills in conveying ideas clearly and convincingly. 2

12 INTERPERSONAL SKILLS 0

Ability to get along with superiors, peers and subordinates.

Maintaining rapport with superiors, peers and
subordinates.
Being cooperative yet assertive.

13 PLANNING & ORGANISING 0

Development of effective action plans in relation to tasks
assigned.
Effective integration of resources whether people, capital
or equipment.

14 ANALYTICAL ABILITY 0
Ability to use sound logical approach to think through
problems and provide appropriate solutions.

FINAL SCORE 1.63

PERFORMANCE REVIEW DISCUSSION (PRD)

Record details of feedback given and other subjects discussed. PERCENTILE 40.80
SIGNATURE OF ASSESSEE : SIGNATURE OF ASSESSOR :
ctively to directions and

intain high performance.

270 degree
rating-2
 PERFORMANCE APPRAISAL RATING
NAME :
FUNCTION YEAR
GUIDELINES FOR RATING
Use a scale of 1 to 4
1 : Poor
Performance falls short of meeting job requirements and expectations.
2 : Average
Performance meets job requirements and expectations.
3 : Good
Performance often exceeds job requirements and expectations. Employee responds effectively to
directions and adjusts to circumstances. Employee contributes to team performance.
4 : Excellent
Performance is always of exceptional quality. Employee anticipates circumstances to maintain high
performance. Employee is the main contributor to team performance.
Do not use : (I) Fractions (ii) + or - (e.g. 3+, 4- etc.)
To be filled by the assessor
To be filled by the person as identified in the 270 degree matrix.

OVERALL 270 degree

S.NO PERFORMANCE FACTORS RATING RATING rating-1
A. DEMONSTRATED PERFORMANCE
1 CONTRIBUTION ON THE JOB 0
Qualitative achievements / progress made with respect to
job assigned.
Quantitative achievements / progress made with respect to
job assigned.

2 INNOVATIVENESS / SPECIAL ACHIEVEMENTS 0

Ability to come up with new / creative ideas leading to
improvements.
Mental ability and curiosity in grasping new ideas.
Ability to accomplish tasks with limited resources.

3 DELEGATION / EMPLOYEE DEVELOPMENT 0

Appropriate task delegation to individuals and integration
of their efforts.
Monitoring activities delegated to employees to ensure
performance is as per plans.
Providing help to improve employee's performance.

4 DECISIVENESS 0
Ability to take appropriate decisions and be firm in
presenting or implementing them.
Ability to make sound decisions in the absence of detailed
instructions.

Pragmatic approach to work under emergency situations.

5 INITIATIVE 0

Willingness to assume responsibility and accountability.

Anticipation of needs to take independent actions and well
considered risks.

6 COST CONSCIOUSNESS 0
Awareness of the cost aspects in the job.
Optimum utilisation of available resources.
Reduction of waste.
 7 CUSTOMER SATISFACTION 0

Attaching high value to the needs of internal customers.

Attaching high value to the needs of external customers.

8 LEADERSHIP 0
Ability to effectively lead a heterogeneous team and
influence group without conflict.

9 TEAM WORK 0
Ability to work and contribute as a member of team.
Openness to ideas

10 ATTITUDE / BEHAVIOUR 0
Discipline
Work ethics
Dependability
Politeness
Diplomacy
Integrity

B. CAPABILITIES AND TRAITS

11 COMMUNICATION SKILLS 0
Accuracy of written & oral communication.
Clarity of written & oral communication.
Completeness of written & oral communication.
Timeliness of written & oral communication.
Skills in conveying ideas clearly and convincingly.

12 INTERPERSONAL SKILLS 0

Ability to get along with superiors, peers and subordinates.

Maintaining rapport with superiors, peers and
subordinates.
Being cooperative yet assertive.

13 PLANNING & ORGANISING 0

Development of effective action plans in relation to tasks
assigned.
Effective integration of resources whether people, capital
or equipment.

14 ANALYTICAL ABILITY 0
Ability to use sound logical approach to think through
problems and provide appropriate solutions.

FINAL SCORE 0.00

PERFORMANCE REVIEW DISCUSSION (PRD)

Record details of feedback given and other subjects discussed. PERCENTILE 0.00
SIGNATURE OF ASSESSEE : SIGNATURE OF ASSESSOR :
 Strictly confidential

NOT TO BE SHOWN TO THE ASSESSEE

POTENTIAL ASSESSMENT AND DEVELOPMENT PLAN

GUIDELINES
For assessment of potential, consider the following
· The quality of performance in the past and at present.
· Demonstrated strengths and weaknesses
· Professional qualifications, age and state of health.
· Knowledge, skills and work attitude required at higher levels and / or other function/s.

1. Are the assessee’s abilities best used in his present job?

Yes No

If no, what job should he/she be assigned for best use of his current abilities?

2. Is he / she ready to be assigned higher responsibility? If yes, what kind of higher

responsibility can he / she be given and in what timeframe? What preparation does he / she
need to make to take up such responsibility?

3. Does the Assessee have long term potential to occupy senior positions?

Yes No

If yes, please explain his long term potential and what abilities and qualities indicate such
potential.

If the Assessee has long term potential (see above), what are the capacities or roles in which
he / she should work in the next 1-2 years for further developing such potential?
SIGNATURE OF ASSESSOR