Doc No.

21-27:02
PERFORMANCE REVIEW / APPRAISAL FORM Date: - 15.03.2013
Page 1 of 8

BASIC INFORMATION

Name: Suraj Tukaram Barad BU/Department: Product design &

Services

Designation: Engineer Design Emp Code: 30198 DOJ: 22/08/1994

Supervisor’s worked under: Pravin Shinde

Appraisal Due Date: Last Promotion Date: Last Review Date:

Period in present Designation – 8 Months Total Exp (in yrs): 3 Years

Highest Qualification: BE Mechanical

SECTION I : PERFORMANCE

MAJOR ACHIEVEMENTS /
BASIS PROJECTS COMPLETED / SELF RATING APRAISER 1 APRAISER 2
DELIVERED

Performance for (Apr to

Q+ Front Console 4
Sept), 2018

Performance for (Oct to

March), 18-19 Q+ Front Console 5

Overall Performance 4.5

*Note: Please attach Goal Sheet.

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SECTION II. BEHAVIORAL TRAITS (Company Values depicted through behaviours)

*Rating is on a 5 point Likert Scale, with 5 being the highest.

Self Appraiser 1 Appraiser 2

Rating Rating Rating
1 Transparency
Display Authenticity and openness in a way which can be verified and 5
validated
Incident validating the rating (Appraisee)
Once Engg. Tried to do bypass the work with the help of me due to workload but I Informed to my manager
about work urgency.
Validation of the incidence (Appraiser)

2 Trust
Display of integrity, wherein actions are congruent to the values of HGL.
Display clarity of intent, where all motives are straightforward and based 5
on mutual benefit. Display restitution, admit and own mistakes and
correct them instantly
Incident validating the rating (Appraisee)
One day I submitted the task and after that I realize I made some mistake So I discussed about it with engg. He
reassigned same task to me.

Validation of the incidence (Appraiser)

3 Togetherness
Share with and care for each other in good times and bad times. Display
synergy with team-mates to achieve higher goals. Proactively assume 5
Collective responsibility and shared ownership of all situations that arise
in the journey and readily sacrifice self interest for the benefit of all
Incident validating the rating (Appraisee)
As I’m working on project, I have much ideas about concept design but one day my manager assigned task of
concept design to another person who is don’t know about it. But after completion my suffice work we seated
together and finished task overnight and we got appreciation for this from manager
Validation of the incidence (Appraiser)

4 Customer Centric
Display and act “Customer first” spirit, proactively understand all 4
explicit and implicit expectations and design solutions accordingly
Incident validating the rating (Appraisee)
Before I joining, the person who is working on same project made few concept but those concept not fulfilling
customer requirement. I started continuously discussion with customer and understood his requirement based
on that made couple of concepts, out of which one concept they selected and now this concept passed CV stage.

Validation of the incidence (Appraiser)

5 Consistency & Belief

Cross with courage and self belief, the Chasm of unknown, from one 5
target condition to another while being Consistent to the final Vision
Incident validating the rating (Appraisee)
As I said in incident 4 – Q+ project passed CV stage that same example showing my work consistency & Belief

Validation of the incidence (Appraiser)

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PERFORMANCE REVIEW / APPRAISAL FORM Date: - 15.03.2013
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6 Confront Reality
Display strength of heart and courage in adversity. Commit to resolve the
5
toughest issues truthfully and transparently while neither being
misunderstood nor hurting anyone
Incident validating the rating (Appraisee)
As I said engg tried to bypass the wok in incident 1 in that situation time line is too short so if we did work
through system, chances of missing time line is too high so in this situation I discussed with my manager and
taken additional man power for short period of time and completed work within timeline and through system.

Validation of the incidence (Appraiser)

7 Creativity & Innovation

Display out of box thinking to beat prevailing constraints and paradigm 4
breaking approach to achieve superior performance
Incident validating the rating (Appraisee)
As I said in incident -3 I have much idea about concept design this possible due to my Creative and innovative
thinking.

Validation of the incidence (Appraiser)

8 Continuous Learning & Adaptability

Continuously learn from experiences and quickly adapt to newer 5
environment and expectations to achieve superior performance
Incident validating the rating (Appraisee)
When I newly joined Q+ project, person worked on past is resigned and our overlapping is of only 3 days. In this
short overlapping I understood project requirement & its past failure etc. And started working independently.

Validation of the incidence (Appraiser)

9 Precision & Excellence

Display accuracy and excellence in quality of work. Always challenge the 5
statuesque and test limits to beat them
Incident validating the rating (Appraisee)
As I said Q+ passed CV stage in time limit because I understood its past failures and what customer want and
based on this thing I made couple of concept
Validation of the incidence (Appraiser)

10 Passion
Display infinite enthusiasm and spread positive energy in every
5
circumstance. Perform to maximum potential thereby inspiring everyone
to do the same
Incident validating the rating (Appraisee)
When in our organization creo updated from 3.0 to 4.0, most of people started thinking negatively due to its
difficulty level is increased but my friend and me found changes between 3.0 and 4.0 with help of internet and
prepared its presentation and circulated all over

Validation of the incidence (Appraiser)

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SECTION III. POTENTIAL TRAITS (comments/observations on following points)

*Rating is on a 5 point Likert Scale, with 5 being the highest.

S.No.Factors Self Appraiser 1 Appraiser 2

Rating Rating Rating

1 Job Knowledge
Demonstrate technical knowledge - knowledge of work systems &
4.5
procedures. Ability to convert ideas & knowledge to practical
solutions
Comment / Observations

2 Team Building
Ability to get along well with and to maintain co-operative relations 4
with superiors, peers & subordinates
Comment / Observations

3 Leadership & Motivation

Ability to assume responsibilities, motivate & inspire others to 5
achieve desired results.
Comment / Observations

4 Planning & Organizing

Ability to visualize & analyze all aspects of a job, anticipates 5
eventualities, plan & organize work for achieving results.
Comment / Observations

5 Problem Solving & Decision making

Ability to identify problems prioritizes them, analyze and evaluate
5
alternative courses and taking decisions to solve them at the right
time & to handle delicate situations.
Comment / Observations
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SECTION IV. PERSONAL & CAREER DEVELOPMENT (To be filled by the Appraisee & Appraisers)
Training Type of Skill Sets (to be Priority for Self Appraiser 1 Appraiser 2
Name Training developed) the training Comments Comments Comments
required
Creo 4.0 simulation

Windchill Windchill

Creo 4.0 Motion analysis

Suraj T. barad
____________________ ____________________ ____________________
Signature of Appraisee Signature of Appraiser 1 Signature of Appraiser 2

Date: 30-04-19 Date: Date:

SECTION V. FINAL COMMENTS / RECOMMENDATIONS (To be jointly filled by Appraiser 1 & 2)

Overall Rating (Performance + Behavioural Traits + Potential Traits) __________________________ (On a

scale of 5)

Comments (if any)

Appraiser1________________________________________________________________________________________
_______________________________________________________________________________
________________________________________________________________________________________

Appraiser2________________________________________________________________________________________
__________________________________________________________________________________________________
_____________________________________________________________________

Recommendation (if any e.g. Promotion/Salary Adjustment etc. along with reason justifying the same)

__________________________________________________________________________________________________

___________________ _______________________
Name & Signature of Appraiser1 Name & Signature of Appraiser 2
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Date: Date:

ANNEXURE -I

THE APPRAISAL FORM - A GUIDE

BASIC INFORMATION
Appraisee should capture a brief picture of his/her personal details such as name, designation, qualifications and
work experience etc. HR will be responsible to check the authenticity of the details filled by the Appraisee.

SECTION I
Under this Section, the appraisee in consent with the appraiser 1 & 2 should mention the overall rating for both
the period i.e. April to September & October to March & attach the hard copies of the KRA sheet as a supporting.

SECTION II
Section II contains the Behavioral attributes (based on THRSL values) which are required to perform the job well
and based on performance on the job, rated by the appraisee and 2 appraisers whom appraisee is reporting
directly / indirectly. Appraisee is also required to cite one incident reflecting that particular value in any of the task
performed. Appraiser(s) are required to validate the incident provided by Appraisee or give any other incident
which justifies the mentioned rating.

SECTION III
Section III of the form requires the appraisee and both the appraisers to rate the growth potential and strengths
and areas of improvement of the appraisee. This has to be done keeping in mind the immediate as well as future
needs of the organization as well as of the individual.

SECTION IV
Section IV of the form captures the developmental needs of the appraisee and the action plan for self development
during the year inclusive of training required for skill enhancement. This is to be filled by the appraisee & to be
evaluated & recommended by his / her immediate supervisor.

SECTION V
Section V captures the comments and the recommendations of the appraisers. This is to be filled to find out the
assessment of the appraisers and also to give comments / opinion or suggestions on whether to promote or keep
the employee in the same bracket or provide with counseling, training, salary adjustments etc based on his job
performance and behaviour.
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RESPONSIBILITIES

The Appraisee is the one whose performance is to be assessed.

 Takes the initiative to timely fill up the form and send it to the Appraiser for his / her inputs
 Documents the mutually agreed Goal's /objectives and related activities in the Goal Sheet.
 Provide all the relevant documents required by the Appraiser/s to arrive at Final rating.
 Joint progress review with the Appraiser for the final assessment.

The Appraiser (Includes Appraiser 1 & Appraiser 2) –

Appraiser 1 is the Direct Reporting Manager
Appraiser 2 is the Reporting Manager’s Manager

 Gives as much importance to the planning of the work and aligning it to organizational objectives, as to
evaluating performance and giving feedback.
 Gives the Appraisee insight into the organizational and departmental objectives.
 Records major achievements/contributions made by the Appraisee during the year.
 Ensures that a joint progress review with Appraisee takes place before the final rating is given.
 Ensures that other project manager’s feedback (on whose project/s did Appraisee worked with
during the current Appraisal Cycle) has been taken into consideration before finalizing the
Appraisee’s overall rating.
 Ensures that the feedback is constructive and actionable.
 Makes note and shares specific examples of behaviour and incidents for positive and negative feedback.
 At the end of the year, after the final discussion with Appraisee and the final assessment by the Appraiser, he
forwards the form to the Appraiser 2 and then ensure it to reach to HR.
 In case of wide gap in the ratings of the 2 appraisers, discussion / calibration is done to find out the disparity
and gap in the process and the ratings.
 Jointly setting of the Appraisee Goal’s/Objectives for the next Financial year & submit the same to HR along
with the PMS form.
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The Appraisal process

Given below are the sequential steps in the appraisal process and the persons responsible for each step.

Process steps Responsibility

Jointly setting KRA's and objectives Appraisee & Appraiser1
Joint review of objectives, identifying blocks, preparation
plans and recasting the objectives in extreme cases, if Appraisee & Appraiser1
necessary
Joint Assessment / Rating of attributes Appraisee, Appraiser1 & Appraiser2
Career and Personal Development Appraisee, Appraiser1 & Appraiser2
Growth Potential Appraisee, Appraiser1 & Appraiser2
Final Recommendations Appraiser1 & Appraiser2

RATING SCALE

Percentage
Scale Parameters Definition
5 >100 % Outstanding Every time exceeds expectations
85% -
4 Very Good Most of the time exceeds expectation
100%
3 71% - 84% Good Mostly meets but sometimes exceeds
2 51% - 70% Fair Need guidance to meet expectations
< 50% Low Despite guidance, makes mistakes to meet
1
performers expectations

PARAMETERS OF FINAL APPRAISAL RATING

Parameters Rating Percentage

Performance Rating 75%

Behavioral/Attitude Rating 15%
Potential Rating 10%