PMS of Commercial Bank of Ceylon

8/17/2019 PMS of Commercial Bank of Ceylon

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GROUP 3

PERFORMANCE MANAGEMENT SYSTEM OF

COMMERCIAL BANK OFCEYLON BANGLADESH

Ayman Rahman (ZR-29)Sazid Ahmad (ZR-65)

Shagufta Tasnim Nur (RH-87)Monish Das (ZR-103)


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COMPANY

OVERVIEW


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13 Years of Operation 10 Branches

VisioBank o

SeCom

Took over operationsof Credit Agricole

Indoseuz

Operating inBangladesh since

2003

LeadingCommercial Bank

in Sri Lanka


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CONTACT

PERSON Mostofa Anowar SoSr. AGM & Head of Human R

Commercial Bank of Ceyl


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THE PERFORMMANAGEME

SYSTEM


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Contributing to thevision of the bank

Fair Increment PolicyMatching Reward & EffortCost of Living Adjustment

Steeringcompetition

emp

PHILOSOPHY BEHIND THE SYSTEM


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32

1 No automatedsoftware

Requires at least4000 employees to

be cost effective

Onlemp

Ban

NATURE OF THE SYSTEM


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OUTLINE

THE SYSTE


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CHAIN OF EVALUATION

Employee SupervisorSupervising

ManagerHR StComm

21 3 4


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EVALUATION FREQUENCY

Agreed onObjectives

Mid YearEvaluation

FinalEvaluation

Results


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Goal Settingon Agreed

Basis

QualitativeEvaluation

Full, FormalEvaluation

Final 100%Evaluation

PublishResults

Beginningof Year

MidyearEvaluation

ReportingOfficer

SupervisingManager

HR SteeringCommittee

IssueWarning

Motivate/Acknowledge

Endorse

Reviewand Edit

RatedHigh

RatedLow

Rated lowfor 3 years

(6 months gap)

BASIC OUTLINE


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CRITERIA

EVALUATIO


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PERFORMANCE AND DEVELOPMENT REVIEW FORM

General Information

Key Performance

Indicators (KPI)

Assessment of

Competencies

Additional Accomplishments

Lapses in Performance

Overall Asse

Employee Feed

and Confirma


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Relevant

Time R

Purpose Dr

Specific

Measurable

Achievable

KPIs


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Mid-Year Goals Rating:i. PW: Progressing Well

ii. NI: Need Improvementiii. YS: Yet to Startiv. Other: Situation other than

the above 3 categories

KPI/Entire Year Rating:i. EE: Exceeded Expectation

ii. ME: Met Expectationsiii. SE: Falls Short of

Expectationsiv. BE: Below Expectations

KPIs

Separate assessment ratings are used for the mid-yearand the KPIs for the entire year


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RATING COMPETENCIES

Every competency is given a rating ona scale that varies from “A” to “E”

Filled by Reporting Officer


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Passion for Customers

Performance Driven

Effective Communication

Attention

Teamwork

Technical S

CORE COMPETENCIES


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1. Change Management

2. Strategic Orientation3. Operational Excellence4. Negotiation and Convincing skills5. Leadership6. Market and Competitor Knowledge

7. Technology Orientation8. Coaching and Mentoring9. Culture Building10. Brand Building11. Stakeholder Management12. Conflict Resolution

JOB SPECIFIC COMPETENCIES

13. Responsive Decisio

14. Leading by Examp15. Leveraging Knowl16. Risk Orientation17. Pattern Recognitio18. Financial Prudence

19. Analytical Skills20. Initiative21. Innovative Thinki22. Data Gathering23. Project Managem


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OVERALL PERFORMANCE RATING STAN

O OutstandingThis person is an Outstanding Performer, is competent, committed, perfor

and is relatively better than a person rated “Excellent”.

Ex ExcellentThis person is an Excellent Performer, regularly exceeds requirements i

significant aspects of the job and is relatively better than a person rated “

VG Very GoodThis person is rated as Very Good Performer, performs the job better than t

manner and relatively better than a person rated “Good”.

G GoodThis person is rated as Good, doing the job at the level expected for empl

position and relatively better than a person rated “Below Expectat

BE Below ExpectationsThis person is rated as Below Expectations, improvement is needed to fu

expectations and relatively better than a person rated “Margina

Mg MarginalThis person is rated Marginal, performing the job at an unsatisfactory level

Marginal Performance as against others.


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POSTEVALUATIO

PROCEDUR


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The evaluation for a Job Holder is

done by the immediatesupervisor, the Reporting Officer

The appraisal report ispassed on to the

Supervising Manager

Second and final review doneby the HR Steering Committee

The Committ

on the rate oamount of bo

Another fethe written

Reporting O

It lets the Jobspecific area tin, to improve

POST EVALUATION PROCEDURE


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1

AchieveObjectives

SalaryIncrements

YeB

2



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UnderachieveWarningLetter

Exit

No Bonus/Increment


Consecutive3 Years


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THANK

YOU

PMS of Commercial Bank of Ceylon

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