Annual Performance Appraisal Process FY 17 -18 …pvrhive.pvrcinemas.com/...annual-performance-appraisal...2017-18.pdf · Understand the objectives and importance of annual appraisal

A n n u a l P e r f o r m a n c e A p p r a i s a l P r o c e s s F Y 1 7 - 1 8

P r i n c i p l e & W o r k f l o w

Understand the objectives and importance of annual appraisal process

Enables you to build your know how on the automated Performance Appraisal System

Know all stakeholders and their roles & responsibilities

Goal setting using SMART technique

Understand the process of goal setting, self & manager assessment

A t t h e e n d o f t h e m a n u a l y o u w o u l d b e

a b l e t o

2

Plan Performance

(Goal Setting- KPIs/Measures/

Weightage/Targets)

Manage Performance

(Act, Monitor & Coach)

Review Performance

(Appraise, Reward, Grow)

P e r f o r m a n c e M a n a g e m e n t P r o c e s s

– H i g h l e v e l v i e w

3

K e y S t a k e h o l d e r s a n d R o l e s

4

Employee

• Actively participate in the Performance Management Process.

• Setting SMART Goals inline with the functional / organizational goals in discussion with the Appraiser.

• Participate in Agreement discussion with the appraiser and reviewer

• Adhere to timelines

• Be open and proactive.

Supervisor

• Guide the team member to set SMART goals.

• Provide inputs where ever required.

• Ensure team/individual goals are aligned to the function / organizational goals.

• Communicating & agreeing on the expectations and outcomes.

• Ensure all the process steps are closed within the set timelines.

Reviewer

• Reviewing the goals and outcomes of the team members.

• Check alignment to functional / organizational goals.

• Ensure that fair and transparent feedback session was conducted by the appraiser with the employee.

• Ensuring that the entire process is in agreement and consensus of the employee , appraiser and self before final sign off.

HR

• Clearly communicate timelines for the process

• Provide formats and process guidelines.

• Ensure and address all queries related to the process.

• Set up platforms for employee queries like SPOCs / helplines / HR Business Partners / awareness sessions.

• Present analysis and performance assessment to the management.

• Conclude the process by informing the employees about their final scores and outcomes there by.

A p p r a i s a l F o r m a t w o r k f l o w

KPI – Key Performance Indicators

Measurement Criteria / Success Criteria – appropriate unit to measure the goals, qualitative or quantitative

Weightage - Relative importance associated to a particular KPI against all others to determine its absolute contribution in the over all achievement

Target – How much needs to be achieved

5

G e n e r a l G u i d e l i n e s

• For E1 & all M- Grades:

Fill up your Key performance Indicators (KPI) – Goals / Targets

Get the KPIs approved by your respective Line Manager

Do the self-assessment and submit it to your Line Manager

• For E2, E3 & E4 Grades:

The assessment will be done by their respective Line managers on 9 personal effectiveness attributes.

PMS Login will be available to only those eligible employees (E1 & all M Grade) who joined on or before 30th September 2017.

URL: https://hcft.hcm.em2.oraclecloud.com

User ID: Employee Code

Password: Pvr@1234

• You are advised to change your password after 1st time login

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G e n e r a l G u i d e l i n e s c o n t i n u e d …

• It is mandatory for all employees to discuss their goals with their respective Line managers and get the same approved and uploaded in e-PMS as per timelines given in the communication.

• It is a mandate for all RMs of support function to take feedback of Cinema support function staff from respective Cinema Manager.

• All Managers are requested to ensure qualitative and comprehensive comments on e-tool wherever required.

• We urge all employees & managers to actively participate in the Annual Appraisal Process.

• It is extremely critical for both employees and managers to stick to the timelines as given in email.

• Increments will be admitted to employees provided they are serving with the organization at the time of increment disbursal.

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P r o m o t i o n s G u i d e l i n e s

• Principle of Objectivity

– Reviewer and head of department need to ensure the promotion

recommendation are given on the basis of past performance and

potential evaluation.

• Principle of Growth

– Promotion has to be a clear growth indicator for exceptional

performance and its reward as recognized by the company.

– A promotion should have an employee’s role expanding with greater

responsibility and span of control to ensure there is a clear business

case for the promotion.

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P r o m o t i o n G u i d e l i n e s c o n t i n u e d …

• Employee should not be involved in any case or internal investigations under the violation of company’s code of conduct.

• Employee should be scoring rating 4 and above, to be considered.

• Employee can be promoted to the next designation only.

• Promotion in consecutive appraisal cycles are not recommended.

• Maximum no. of promotions recommendation should not exceed 20% of the total employees (who are eligible for increment) in specific department.

• Refer below Table for further details.

**Employee should have got ‘4 & above rating’ in last 2 appraisal cycles.

Note: All promotion recommendation or any exception will be discussed by cross functional committee before final go ahead .

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Current Year Rating

Last Year Rating Eligibility Period (From last date of promotion or DOJ)

5 4 & above 18 Months

4 4 & above 18 Months

3** 4 & above At least completed 2 appraisal cycles

2 & 1 Not Eligible

L I S T O F C R O S S F U N C T I O N A L C O M M I T T E E M E M B E R S

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BUSINESS UNIT/DEPARTMENT COMMITTEE MEMBERS

Business Operations & Support*

CEO, CFO, CHRO Finance & Accounts Legal & Secretarial Design & Renovation

MD ED Projects CEO, CPO, CHRO Business Development

Chief Business Planning & Strategy, CFO, CHRO

Info Tech/Digital Business Strategy & Programming

Pictures Distribution

*Except Info Tech, Digital

Note: Above matrix is applicable to employees with grade 'M' only.

• Specific – Your goal should be clear and well defined. S

• Measurable – measurable goals, so that you can track your progress and stay motivated.

M

• Attainable – Your goal also needs to be realistic and attainable to be successful.

A

• Relevant – Ensure that your goal matters to you, and that it also aligns with other relevant goals.

R

• Time Bound – Every goal needs a target date, so that you have a deadline to focus on.

T

M a k e E f f e c t i v e K P I s - S M A R T T e c h n i q u e ( R e f e r S M A R T T e c h n i q u e o f G o a l S e t t i n g )

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P o i n t s t o R e m e m b e r

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KPIs are necessarily similar for same role irrespective of the location. E.g. Cinema Heads across India will have similar KPIs

Ensure you have defined at least 3 KRA/KPIs

Each KPI is assigned a weightage in % form which determines the priority and alignment of resources

The weightage to each KPI must be minimum 5% and maximum 40%

The sum total of the weightage for all KPIs for an employee should be 100%

We will use 5 point Rating Scale.

R a t i n g S c a l e

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Rating Contribution Level Descriptive Behaviours

5

Significantly Exceeds Expectations

More than 120%

Achievement of Targets

Constantly exceeds established KPIs with noteworthy

distinction

Achieves incomparable outcomes which have a high

impact on overall performance of the team/organization

4

Exceeds Expectations

101% to 120%

Achievement of Targets

Exceeds established KPIs most of the time.

Consistently completes key outputs required, positively

impacting the overall performance of the team/organization

3

Meets Expectations

81% to 100%

Achievement of Targets

Delivers on all expected standards of performance

Is able to achieve the outputs required from the job

assigned, delivering the team performance

2

Occasionally Meets Expectations

50% to 80%

Achievement of Targets

Meets partial standards of performance

Scope for improvement in several output areas

1

Does Not Meet Expectations

Less than 50%

Achievement of Targets

Meets minimal standards of performance

Does not meet expected threshold level of performance

Please note: Achievement targets % in different rating scale may vary for different roles.

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Thank You