TIB/PM01

TANZANIA INVESTMENT BANK LIMITED EMPLOYEE PERFOMANCE AGREEMENT FORM FOR THE YEAR 2011
PART I BASIC PERSONAL AND SERVICE DATA (to be completed in person by the employee) 01 02 03 04 05 06 07 08 SURNAME: OTHER NAMES: DATE OF BIRTH:. GENDER: POSITION HELD: ACADEMIC QUALIFICATIONS: APPOINTMENT DATE:. APPOINTMENT TO PRESENT POST: DIVISION: DEPARTMENT: TERMS OF SERVICE: CONTRACTUAL PROBATIONARY .. TEMPORARY BASIC SALARY: GRADE: PERIOD OF SERVICE:

PART II AGREED OBJECTIVES, TARGETS AND INDICATORS JANUARY TO DECEMBER 2011 N o 1 Department al objectives Earning Interest Income Individual Objectives Facilitation of disbursement for approved projects 5% 2 Earning Non interest income Appraisal fees are paid timely Appraisal Fee of TZS 96 million by 2011 10% 3 Review of Credit Policy & Manuals Implementati on of equity investment in deserving projects Applicants to submit all permits and approvals for loan processing Provide in puts for reviewing of the manuals Identification of potential equity investment projects Inputs provided by June 30, 5% 2011 Pre-appraise deserving projects amounting to TZS 500 3% million Reduced no. of Conditions Precedent in AFCs
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Perform Target/Out put Interest Income of TZS 3.182 billion by Dec. 2011

Key Performance Indicator Amount of interest collected TZS 3.182 billion Appraisal fees collected amounting to TZS 96 million Transmitted memo TZS 500 million of equity investments appraised

Means of Verificatio n Actual amount booked in the system(Glob us Actual amount booked in the system(Glob us ) Electroni c or signed memo. List of appraise d Projects

Making sure that all permits and approvals are available

2%

Compliance period to condition precedent

Routing system

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To establish relationship with Municipals and SIDO Establish program and value chain financing New Loan Approvals and Balance sheet Growth

Establishment of relationship with Municipals and SIDO 5% To finance at least one program and value chain financing New Loan Approvals

Relationship with SIDO or Municipals established by Dec. 2011 At least one program and value chain financing achieved by 5% De. 2011 New Loan approvals of TZS 16 billion in 40% 2011 Contribution to growth of Balance Sheet position by Dec. 2011 5% Achieve number of approved AFCs by Dec 5% 2011 New Employment Created by Dec. 2011 5% Management of Zonal Offices, and guides to administrativ e issues. Budget Prepared 10% 100%

Established relationship with SIDO or Municipals No. Value chain Projects Financed Approvals of TZS 16.0 billion Incremental Balance Sheet addition of TZS 9.6 billion (i.e. 60% of loan approvals Disbursed) 10 AFCs

List of approve d Municipa l or SIDO Projects Divisiona l List of Approve d Projects Divisiona l List of Approve d Projects Incremental value booked in the system(Glob us ) Divisiona l List of Approve d Projects No of Jobs in the Approved AFC Minutes of the Zonal offices Budget paper

Balance sheet position

Number of Approved AFCs

To create new employment through TIB funded projects

New Employment Creation

50 Jobs created

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Coordinating activities of the Zonal Offices

Zonal Meetings and directions given Submitted Budget to HQ

Preparation of Zonal Budget

Employee Name: Signature: Date:..

Supervisors name:.. Signature:. Date:

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PART III SEMI-ANNUAL PERFORMANCE REVIEW AND APPRAISAL JUNE 2011 Employee No Employee Employee Factors affecting Supervisor Weig ht Rate Mar k

Progress made Agreed Objective(s) towards Target

Semi Annual Performance Mark - This indicates the progress made so far and likelihood of the targets to be achieved COMMENTS BY THE CONCERNED EMPLOYEE I have gone through the assessment made by the Head of Department/Unit/Division and I agree/disagree with the assessment for the following reasons: . . . . Signature:.
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Date: ..

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PART IV ANNUAL PERFORMANCE REVIEW AND APPRAISAL DECEMBER 2011 Employee No Agreed Objective(s) (As per Part II) Employee Progress made Supervisor Weig ht Rate Mark

Annual Performance Mark - Indicates the extent the agreed targets have been achieved. (This forms 80% of the COMMENTS BY THE CONCERNED EMPLOYEE I have gone through the assessment made by the Head of Department/Unit/Division and I agree/disagree with the assessment for the following reasons: . . . .
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Signature:.

Date: ..

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PART V ATTRIBUTES OF GOOD GOVERNANCE INCORPORATING TIB VALUES (to be completed by both the Employee and Head of Depart/Division) No 1 MAIN FACTORS WORKING RELATIONSHIPS QUALITY ATTRIBUTE Ability to work in a team and get on well with other staff Ability to provide ongoing support to colleagues and supervisor(s) Ability to express in writing 2 COMMUNICATION AND LISTENING MANAGEMENT AND LEADERSHIP Ability to listen and express orally Ability to train and develop subordinates Ability to plan and organize Ability to lead, motivate and resolve conflicts Ability to initiate and innovate 4 PERFOMANCE IN TERMS OF QUALITY PERFORMANCE IN TERMS OF QUANTITY RESPONSIBILITY AND JUDGEMENT CUSTOMER FOCUS Ability to deliver accurate and high quality output timely Ability for resilience and persistence Ability to meet demand Ability to handle extra work Ability to accept and fulfill responsibility Ability to make right decisions Ability to respond well to the customer Ability to adhere to policies and procedures Ability to comply with lawful instructions Ability to devote working time exclusively to work related duties Ability to provide quality services without need for any inducements Ability to apply knowledge abilities to benefit the bank and not for personal gains Supervisor Mark

5 6 7

LOYALTY

INTEGRITY

Attributes of Good Governance Mark - (This forms 20% of the Overall rating) Overall Performance Mark - This should reflect the overall performance and achievement of agreed objectives and good PREVIOUS YEAR RATING COMMENTS BY THE CONCERNED EMPLOYEE
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I have gone through the assessment made by the Head of Unit/Department/Division and I agree/disagree with the assessment for the following reasons: ... ... ... . Name :. Signature:. Date: ..

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PART VI A) ASSESSMENT BY THE HEAD OF UNIT/DEPARTMENT OR DIVISION Comment on the overall performance of the employee and suggest how the organization could help him/her. . ..... .. .... . ... Name :.. Signature:. Designation: . Date: ..

B)ASSESSMENT BY HEAD OF DIVISION I have gone through the assessment made by the Head of Unit/Department and I agree/disagree with the assessment and therefore make the following changes/recommendations: ... .... .... ... ... . Name: .... . Signature: .. Designation: Date: ......

C)PERFORMANCE APPRAISAL INTERVIEW The Head of Department/Division* shall conduct a staff performance Appraisal Interview. The interview will focus on the performance of the employee both quantitative and qualitative:. ..... .. .... . ... . ...
D) DECISION MADE BY APPOINTMENTS AND REMUNERATION COMMITTEE

Committee agrees/disagrees with the assessment for the following reasons:. . . . . . Action Recommended (Tick)
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TIB/PM01 a) b) c) d)

Promote to the next grade .. Award of one/two increment(s) .. Withhold annual increment .. Demotion .. Name: APPOINTMENT AND COMMITTEE SECRETARY Signature: Date: ..

Name: .... .... APPOINTMENTS AND REMUNERATION REMUNERATION COMMITTEE CHAIRMAN Signature: Date: ...

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NOTES ON HOW TO FILL THIS FORM

This Form replaces all other appraisal forms that were previously used by the bank. It is intended to meet the requirements of the new performance management system and development process. This Form must be filled by all employees of the bank. At the end of the year, once fully completed, the original should be sent to the Head of Human Resources and Administration, duplicate to the respective Head of Division and triplicate to the individual.
1.

Personal Agreed objectives are derived from the Divisional/Departmental Strategic plans or Action plans and are expected to be implemented in the current year.
2.

All sections in this form must be filled and agreed jointly by the Employee and Supervisor. In the case of any disagreements with the ratings, the supervisor will register an X in the relevant column otherwise tick the agreed column.
3.

Parts II to V of this Form shall be filled by the Employee in consultation with the Supervisor.
4.

Please note that appraisals that are rated as 5 are the best performers and appraisals rated as 1 are the worst performers. These should be brought to the attention of top management and usually to the attention of the Managing Director.
5.

PERFORMANCE EVALUATION RATING SCALE 4.50 5.00 Consistently exceeds expected level of performance (Excellent) 4.01 4.47 Sometimes exceeds expected level of performance (Very Good) 3.01 4.00 Meets the expected level of performance (Good) 2.50 3.00 Less than the expected level of performance (Fair) 1.00 2.49 Unsatisfactory performance (Poor) For a fair performance evaluation each objective should be weighted to reflect its importance. The weighting percentage is then multiplied by the rating as shown in an example below: Example: Importance/ Weighting Rating Objective1 25% 3 = 0.75 Objective2 20% 4 = 0.80 Objective3 15% 3 = 0.45 Objective4 10% 3 = 0.30 Objective5 10% 3 = 0.30 Objective6 10 % 4 = 0.40 Objective7 5% 3 = 0.15 Objective8 5% 4 = 0.20 100% 3.35 NB: The number of Objectives can vary depending on job functions, but the total weight must be 100%. TIB VALUES RATING SCALE 4 5 Ideal 2 3 Demonstrate 1 Indistinct
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RATING THE OVERALL PERFORMANCE The overall rating is a combination of both work performance and meeting the basic TIB values. This shows how well the employee has met performance objectives and how well the employee has lived the TIB values. To arrive at an overall performance rating, the work performance shall consist 80% of overall performance rating and adherence to TIB value shall consist of 20% of overall performance rating.

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