Performance Appraisal 2013 General Guideline

Key Highlights for your attention:

1. To ensure that 2013 Performance Appraisal and to closely aligned with the approved budget,
the management has adopted a distribution curve to manage the distribution scores of each
divisions employee population (by country &/or business unit). The percentage stated in the
Memo must strictly be complied.
2.

Please note that for employee who achieved a performance score of LS- A (Exceeded
Standard) & IS (Special), the immediate manager must submit the employees performance
score with objective and strong justifications and may be required to submit documentary
proofs. The next high level manager must sign off the performance appraisal in support of
the appraising managers assessment.
Vague assessments such as: very hard working; good attitude; good initiative , etc, will
not be acceptable as justifications for achievement of IS (Special) and LS A score.

3.

It is the responsibility of each department and/or functional heads to moderate and validate
the performance appraisal completed by their respective department or functional managers
and supervisors.

4.

The Country Head will review the moderated performance assessments submitted by the
respective Heads of Department and Functional Heads. If necessary, the Country Head will
review and moderate some of the performance scores, as necessary, to ensure objectivity
and complying with the Performance Appraisal Employee Population Distribution
percentages (as stressed by Pak Eddys Memo).

5.

Please note that there are 2 separate performance appraisal forms to be used by different
category of employees: PPK Form 1 is applicable for Level I & II employees and PPK Form
2 is for Level III & above employees.

6.

During the performance review discussion between the manager and the appraised
employee, the appraising manager should focus on the appraised employees actual
performance against his/her responsibilities &/or the assigned tasks during the year (2008).
The appraising manager should also highlight to the employee of areas there were performed
well and areas that require improvements. At the same time, discuss about the training and
development needs of the employee.

7. The Final Evaluation results are calculated as follows:

(a) It is calculated based on accumulation values of each evaluation criterion related to job
weight that has been determined. For Job Level I and II, weight between attainment
'end result' and 'attainment process' end result is determined 20%: 80%. While for
Job Level III and upward, weight between attainment 'end result' and 'attainment
process' end result is determined 50%: 50%.
(b) When the Form PPK is given to the employee for his/her comments and signature, please
note that Part VI (Recommendation) must left Blank because this part is
confidential. This part is to be completed by the appraising manager (after the
employees signature) with his/her recommendations to the next upper level manager for
consideration.

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8. All confirmed full-time permanent employees must participate and complete the performance
appraisal.
9.

Transfer Employees: During the performance appraisal year, if an employee has worked for
another department/division/business unit, the current appraising manager is responsible for
seeking the appraised employees immediate past supervisors / managers feedback so as
to maintain an objective assessment of the employee. The immediate past managers
assessment may carry relatively important weight of the total appraisal score. The current
superior is responsible to complete the final PPK Form.

10. Promotion: For managers who intends to make recommendations for promotion of their
subordinate, the manager must consider the following factors:
(a) Promotion should be considered only if there is an increased in job responsibilities such
as an increased in higher responsibilities or decision-making process, supervising at
least one subordinate, or a significant enlargement of job scope/size. The recommending
manager must provide detail justifications in support his/her recommendations.
(b)

The appraised employee (recommended for promotion) must have achieved past
performance appraisal scores of at least LS-A in the immediate past 2 consecutive years.
Managers must submit the past two (2) years performance appraisal forms
accompanying the promotion recommendations.

(c) Employees with disciplinary records should not be recommended for promotion.

Administration Guidelines & Deadlines:

Action Steps

Remarks

1) Heads of Department & Functional Heads to complete

Employee Performance Appraisal (PA) & submit PA
Forms to Country Head for review through local HR
Managers.

Completed & Signed PA Forms

received by Country HR Office.

2) Country/Local HR Managers to ensure that Department

Heads have submitted appraisal forms and is responsible
for alerting the respective Department Heads if there are
any observed discrepancies in performance appraisal
scores, incomplete PA Forms or non-compliance with the
guidelines stated in the Performance Appraisal Memo.

Every eligible employee has a

completed PA Form.
Promotion or Exceptional
performance scores have submitted
written justifications or
recommendations.

3-a) Country Head to review submitted employees

performance ratings & consult with Functional / Department
Heads for any observed inconsistent/ unusual rating
(Scores).
3-b) Country Head to work with all Managers to ensure that
the Performance Scores Distribution complies with the
Population Distribution percentage as set by Head Office
Guideline.
4) Country Head submits the Countrys Performance
Appraisal completed PA Forms, completed scores and

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Previous Department Managers

performance appraisal form.
Country HR Manager to compile the
total Country Employees Performance
Scores (in Excel) for the Country
Head to review and signed-off the
Countrys performance appraisal
scores to signify his agreement and
ensuring compliance of the
Performance Appraisal Guideline.

PA Forms & Spreadsheets.

Action Steps

Remarks

recommendations to HR Department (David Cheong) BY 6th

Dec 2013.
5) Division HR Office to review each countrys submitted PA
Forms and note for any inconsistencies for feedback to
Country Head and Head of International Division.
6) International Division Head to review & indicate approval of
each countrys submitted Performance Appraisal and
recommendations.

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Excel spreadsheets & Distribution

Report.
Final Spreadsheet Sign-off by Head of
International Division.