Performance Management

What is Performance Management?

Performance Management is a management

style that encourages and helps people make

optimum use of their capabilities for the

achievement of the Companys business strategies and objectives.

The Performance Management Cycle

Performance Planning Performance Review Setting Expectations Ongoing Tracking and Feedback

Performance Appraisal

Performance Planning Setting Expectations

Performance Planning Setting Expectations

The performance plan guides performance for the entire cycle
to come. It defines important areas people will focus on both in terms of what they need to accomplish. It also lays out how and

when to track progress. With this performance planning tool,

people are able to take more responsibility for their own performance-they know what's expected, how to achieve

results, and how to monitor their own performance.

Performance Planning Setting Expectations

Objectives: Objectives are what people need to accomplish within their established job or role definitions. Examples: Effective management requires all objectives, both on the Business Plan and for individuals to be SMART (Specific, Measurable, Achievable, Relevant, Time-based).

Action Plan: Its the steps youll take to achieve your objectives within the resources available. Objective Measure: How to measure your objectives success, objectives should state clearly "how much," "by what date," "how well," "at what cost," its yardsticks used for measuring actual vs. targeted performance. Completion Date: Should be specified within the required time frame. Wightage in %: The Wightage distributed based on the importance of every objective (total 100%).

Competencies Required

Competencies are the Skills, Attitude and Behaviors required to achieve your objectives

Competencies

We have grouped all jobs in the organizations into four Job Families:
1- Managerial Jobs: defined as part of the management team with subordinates directly reporting to them.

2- Specialized Jobs: defined as all levels of consultants, specialist plus those employed in the profession such as legal, qualified accountancy, HR, web developmentetc
3- Customer Service: defined as all jobs that are in direct contact with the Bank costumers. 4- General Jobs: defined as all Assistant, Administration, Secretarial and Clerical jobs

 MHRC also identified the specific core competencies that address the skills and behaviors necessary for each job family.
Every employee should demonstrate each of these competencies in some way as part of their day-to-day tasks.

Managerial Jobs Competencies:

123456Leading and Motivating Planning and Organizing Communication Problem Analysis and Decision Making. Strategic Business Awareness. Flexibility and Innovation

Customer Services Jobs Competencies:

12345Performance Quality Planning and Organizing Communication Self Management Attention to Customers

Professional Jobs Competencies:

12345Performance Quality Planning and Organizing Communication Problem Analysis and Decision Making. Attention to Customers

General Jobs Competencies:

12345Performance Quality Planning and Organizing Communication Self Management Attention to Customers

Performance Review
Internal Appraisal

Performance Review Internal Appraisal

Internal appraisal is a review process which helps the employees

as well as the managers to review performance on an on going basis.

This phase involves tracking performance relative to the plan and providing feedback to maintain or enhance performance. Tracking should be ongoing and primarily the responsibility of the person or team implementing the performance plans.

Performance Review Internal Appraisal

Ongoing tracking and feedback has two important benefits :

It helps people sustain or accelerate progress toward achieving their expectations. It reduces the possibility of "unpleasant surprises"

when reviewing progress relative to the plan.

Performance Review Internal Appraisal

The appraisee / appraiser can request for periodic internal

appraisals. The frequency can be quarterly or once in six months. Depending on the groups needs At least one internal appraisal in a year is mandatory.

The Internal Appraisal should be retained by the appraisee

for future reference.

The appraiser should forward all the original Internal

Appraisal forms to HRD through the reviewer / group head along with Annual Performance Appraisal form after completion of annual performance appraisal at the year end.

Performance Appraisal

Performance Appraisal
The purpose of the End-of-Year Appraisal is to : Compare actual performance to the performance expectations agreed to in the setting expectations phase.

Acknowledge progress.
Agree on how to sustain or accelerate progress.

Modify expectations, if appropriate or necessary.

Provide ratings.

Performance Appraisal

The key to success at this stage of the Performance

Management cycle is to prepare thoroughly for the Assessment meeting and base all decisions on the

collection of objective evidence

.There are built-in

consistency checks in the process, but the overall success relies on your ability to manage fairly and

objectively .

What Do You Need To Prepare

Review the performance data they've gathered through their tracking sources.
Collect any additional performance data to support progress made. Share any additional performance data with you before the review. Clarify any questions about the process, as needed. Determine their rating for each expectation, if this is an endof-cycle review ,and if appropriate.

Performance Appraisal

Achievements, should always reflect the required

goals.

Appraiser / Reviewer to reflect their rating on the

form as per the set guidelines table.

Development.

Appraiser comment on Areas of strength &

The next year training needs should be always

Specified & approved.

Performance Appraisal

Definition & Ratings for Achievement of Performance Objectives

Quantitative Objectives
On significantly exceeding (111% -119% of the budget or above) On Just exceeding (101% - 110% of the budget or above)

Qualitative Objectives
Performance which is markedly way higher than what was expected

Achievement Level
Significantly Exceeded

Base Objec tives

A

Performance which is just higher than what was expected

Just Exceeded

On achievement (91% - 100% of the budget)

On partial achievement of objective (81% - 90% of the budget) On not meeting objective (Below 80% of the budget)

Performance that meets all the required performance criteria and is in line with what was expected. Barely adequate performance with some room for improvement and which is also clearly seen as incomplete Performance which is below anything that is regarded as acceptable and has definite scope for improvement

Met

Partially Met

Not Met

The guide lines for rating competencies are:

Definition & Ratings for Achievement of Competencies Qualitative Objectives

Consistently exceeded the required level Frequently produced performance above the required level Consistently produced the required level Limited achievement of required level Did not achieve the required level at all

Achievement
Excellent Very Good Acceptable Weak Not Acceptable

Rating
A B C D E

Important note: make sure to submit evidence / Documents of proof in case the rating was Poor or Excellent

Keep in Mind:

It is common that the objectives will be subjected to change during the year according to the business needs and priorities. Therefore once the business needs require the employees objectives to be changed, they should be discussed & finalized with the employees manager then advised to HRD. Transfers: it is compulsory for all staff that transfers within their group or to another group and has spent not less than 3 months there, to do their performance review with their former managers prior to the transfer. No transfers will take effect unless the performance review is completed and sent to HRD. Performance Review must be done for all staff that has joined the bank on or before 30th June. Conducting the Internal appraisal is the responsibility of the employees & managers. Managers must ensure their staff understands the importance of the internal appraisal and how frequent it should be conducted.

Application is available on the Intranet

http://Intranet HRD Performance Management

Thank you