SUI SOUTHERN GAS

CORPORATION

Presented To: Ms Abida Shaheen

Presented By: Muhammad Faisal, Qurat ul
Ain, Rafia Aslam, Zuneira Ahmed &
Ussama Saeed
AGENDA
Introduction
PMS vs. PAS
Company Performance Management
System
Principle of Performance Management
Methods of Performance Management
Performance Review Form of SSGC
Performance Management Process at SSGC
Performance Based Rewarding at SSGC
Conclusion


 INTRODUCTION

SSGC was established in 1989 as a result of

the merger of two gas companies - (SGTC)
and (SGC).


Involved in purification, transmission and

distribution of natural gas throughout the
country.


SSGC staff of 5,500 which comprises of

1,350 executives and 4,150 non-
executive staff.
 PMS VS PAS


PAS involves evaluating employees
performance, current and present
PMS involves Goal setting, Performance
Appraisal, a single common system.
SSGC is focusing on PMS
Performance Management System

PMS system
provides a
review to
support
decisions
related to
training and
career
development,
compensatio
n, transfers
and
promotions.



Performance Management

System…


In order to utilize this system effectively, all company

managers/supervisors pay special attention to the following

major
underlying elements of the system:

 

 Supervisor responsibility 

 Performance criteria

 Communication

 Continuous feedback

 Development coaching

 Link to compensation
 Principles of Performance
Management System

Effective business management

Tool to help managers to manage
Driven by corporate values and strategic goals
Focuses on solutions to work problems and
produces results
Promotes change in behavior, increases
productivity and reduces paperwork
Its not just a “System” – its about managing
people in the best possible way
The
Methods of Performance
Management

In Performance Review Form:
Rating method/Graphic rating scales
Essay Method/Pen picture

Bell Curve

Performance rating
method/Graphic rating scales

Facilitates the company management in

evaluating employee performance from
finest to most terrible.
Manager compares the employee on the
basis of standard KPIs which he/she has
to maintain
Past KPIs are also analyzed to judge and
compare the performance
Essay Writing/Pen Picture
Evaluator's written report appraising an
employee's performance

Justification of pay, promotion, or
termination decisions

Developmental purposes
 Bell Curve method of Performance
Appraisal
 Forced ranking system imposed on the employees by the
management
 In order to develop and thrive, a company must identify its best
and worst performers.
 Nurture the former and rehabilitate or discard the latter.
 Rates the entire workforce by comparing those engaged in
similar activities and ranking them on the basis of their
performance.
 This gives us:
 The top performer (10%)
 The medium performer (80%)
 The poor performer (10%)

Performance Review Form
Individual’s performance assessed annually
(July 2009 to June 2010)
Evaluate the employee performance
A complete assessment process carried out
by Initiating Reporting Officer
Percentage of increment is determined and
paid in July of each year on the basis of
the annual ratings
Parts of Performance
Review Form
Part I - Personal Information
Part II - Performance Indicators
Part III - Pen Picture
Part IV - Improvements in performance
on the basis of training received
during the year under review
Part V - Any disciplinary proceedings
Part VI - Comments by Reporting
Officers

Ratings at SSGC
 Form’s Part II - Rating scale used in
SSGC:


 Substantially exceed expectation 81% and above

(SEE)
 Exceed expectation 66% to 80% (EE)
 Meets expectation 51% to 65% (ME)
 Below expectation 26% to 50% (BE)
 Not acceptable 0% to 25% (NA)

Form’s Part II - Key
Performance Indicators
(KPI)

To evaluate its success or the success of

a particular activity in which it is
engaged
Leads to the identification of potential
improvements
Performance indicators are routinely
associated with 'performance
improvement' initiatives. 
 Problems while Appraising
Employee Performance

Performance evaluations may lead to a

pessimistic impact on office dynamics
Time consuming
Employee de-motivation
Legal issues; Personal Bias/Favoritism
Biases
Personal grudges
Undeserving ratings
 Ultimately these problems are solved by

 Conflict Resolution
Conflict Resolution
 Conflict Resolution
 Committee for Grievance Handling
 Disagreement between the subordinate and the
initial reporting officer
 Unfair, undeserving and unjust KPIs rewarded by
the initial reporting officer
 Meeting held annually
 The employee (not satisfied with awarded
points), employee Head/immediate supervisor
and Jury of HR is present in the meeting

Steps of Performance
Management Process

 Step 1: Performance plan



 Step 2: Midyear review



 Step 3: Executive input



 Step 4:Annual performance review

Step I: Performance plan
Step II: Mid year review
Step III: Executive input
Step IV: Annual performance
review
Compensation System at
SSGC
 The company’s compensation system
comprises of:


Performance based rewarding



Extrinsic rewards.

Rewarding for labor classes

CONCLUSION
Strategic goals and objective when its
employees work effectively.

Performance appraisal is a tool that should
be done in a proper manner.

Biasness/ favoritism, halo effect leads to
the de-motivation of employees and can
negatively affect the performance.



 Recommendations