FULL YEAR PERFORMANC Employee Name**: Job Title: NOC ENGINEER Project: Date Employed: Evaluation Period: FULL YEAR Appraiser: UGOCHUKWU N. UKACHUKWU Date: XX - XX - 2015. INSTRUCT PART 1 - PART II - PROFESSIONAL PART III - RECOM Recommendations based on the appraisals with specific j RATING S Job performance and evaluation is an on-going process. B job targets/expectations met. This form is used for a full y feedbacks on staff performance are demanded, this woul These are key performance indicators. Each factor is base above. The factors include key responsibilities specific to There are at least three entries of all actions that will be t continual job success and improvement in performance. T or actions to correct performance. 85% - 100% (A+) - Exceptional: Performance far exceede work performed in all essential areas of responsibilities, r excellent. 76% - 84.9% (A) - Exceeds Expectations: Performance con areas of responsibility, as well as quality of overall work. 66% - 75.9% (B) - Meets Expectations : Performance cons responsibility, at times possibly exceeding expectations, most critical annual goals were met. 50% - 65.9% (c) - Improvement needed : Performance did meet expectations in one or more essential areas of resp goals were not met. A professional development plan to including timelines, and monitored to measure progress. <=49.9% (D) - Unsatisfactory/Exit : Performance was con of responsibility, and/or reasonable progress toward critic needed in one or more important areas.
Transcript
FULL YEAR PERFORMANCE APPRAISAL FORM Employee Name**: Job Title: NOC ENGINEERProject: Date Employed: Evaluation Period: FULL YEARAppraiser: UGOCHUKWU N. UKACHUKWUDate: XX - XX - 2015.
INSTRUCTIONS
PART 1 - KPI's
PART II - PROFESSIONAL DEVELOPMENT PLAN
PART III - RECOMMENDATIONS
Recommendations based on the appraisals with specific justification to support are made.RATING SCALE
Job performance and evaluation is an on-going process. Biannually, each employee provides the summary of job targets/expectations met. This form is used for a full year's evaluation. Also, in the year when formal feedbacks on staff performance are demanded, this would be adopted.
These are key performance indicators. Each factor is based on performance during the period identified above. The factors include key responsibilities specific to this position.
There are at least three entries of all actions that will be taken by the employee or the company to ensure continual job success and improvement in performance. This plan may include growth, rotation, mentoring, or actions to correct performance.
85% - 100% (A+) - Exceptional: Performance far exceeded expectations due to exceptionally high quality of work performed in all essential areas of responsibilities, resulting in an overall quality of work that was excellent.
76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceeded expectations in all essential areas of responsibility, as well as quality of overall work. Annual goals were met.
66% - 75.9% (B) - Meets Expectations : Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and the quality of work overall was very good. The most critical annual goals were met.
50% - 65.9% (c) - Improvement needed : Performance did not meet expectations – performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the most critical goals were not met. A professional development plan to improve performance must be outlined in Section 3, including timelines, and monitored to measure progress.
<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward critical goals was not made. Significant improvement is needed in one or more important areas.
AVAILABILITY
IHS-COLLO 7.0% 7.00%
INT 7.0% 7.00%
MTN 7.0% 5.00%
PENALTIESIHS-Collo 3.5% 3.00%
INT 3.5% 3.00%
MTN 3.5% 3.00%
REPORTING 6.0% 6.00%
6.0% 6.00%
6.0% 6.00%
6.0% 6.00%
FAULTS 14.5% 12.00%
Total 70% 64%Overall Score 100% 85%Overall Rating A*
PART II - PROFESSIONAL DEVELOPMENT PLANGap Identified
IT issues during night shift and holidays IT Training
Network Configuration Requirement Basic Cisco Training
Effective Customer Relation Customer Loyalty Pep Talk
Equipment identification & functionality on siPeriodic site visitation
PART I - KPI's (Ratings to be given by appraiser with concurrence of appraise, please refer to the rating scale)
Performance Measure
Mandatory Indicators
Full Year Weight
Employee Self Rating
Daily Access Ref. Request
Daily Tracking of Corrective Actions till Alarms are Cleared
Weekly Cluster Report & Analysis
Daily Availability Report
Timely Analysis & Strategic Solutions
Proposed Intervention (e.g coaching, job rotation, transfer, training - indicate title etc)
Reasons for rotation recommendationIncrease/Wage adjustment/training/other recommendation
For increased productivity and retainment
Appraisee's comment on appraisal
Appraiser's comment on appraisal
It was an open exercise and the appraisee is satisfied with the appraiser
NAME SIGNATUREEmployee:Line Manager/Supervisor:Reviewing Supervisor:HR:
Reasons for increase/wage adjustment/training or others
**NOTE - Employee being evaluated receives a copy of the completed evaluation form and one copy placed in his/her personal file.
FULL YEAR PERFORMANCE APPRAISAL FORM Employee Name**: Job Title: NOC ENGINEERProject: Date Employed: Evaluation Period: FULL YEARAppraiser: UGOCHUKWU N. UKACHUKWUDate: XX - XX - 2015.
INSTRUCTIONS
PART 1 - KPI's
PART II - PROFESSIONAL DEVELOPMENT PLAN
PART III - RECOMMENDATIONS
Recommendations based on the appraisals with specific justification to support are made.RATING SCALE
Job performance and evaluation is an on-going process. Biannually, each employee provides the summary of job targets/expectations met. This form is used for a full year's evaluation. Also, in the year when formal feedbacks on staff performance are demanded, this would be adopted.
These are key performance indicators. Each factor is based on performance during the period identified above. The factors include key responsibilities specific to this position.
There are at least three entries of all actions that will be taken by the employee or the company to ensure continual job success and improvement in performance. This plan may include growth, rotation, mentoring,
85% - 100% (A+) - Exceptional: Performance far exceeded expectations due to exceptionally high quality of work performed in all essential areas of responsibilities, resulting in an overall quality of work that was
76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceeded expectations in all essential areas of responsibility, as well as quality of overall work. Annual goals were met.
66% - 75.9% (B) - Meets Expectations : Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and the quality of work overall was very good. The
50% - 65.9% (c) - Improvement needed : Performance did not meet expectations – performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the most critical goals were not met. A professional development plan to improve performance must be outlined in Section 3, including timelines, and monitored to measure progress.
<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward critical goals was not made. Significant improvement is
Target
5.00% 6.00%
4.00% 5.50%
5.00% 5.00%
3.00% 3.00% <1% of Revenue
3.00% 3.00% <1% of Revenue
3.00% 3.00% <1 % of Revenue
5.00% 5.50% <1% Daily report
5.00% 5.50% <1% Daily report
5.00% 5.50% <1% Daily report
5.00% 5.50% <1% Daily report
12.00% 12.00% By Nov., 3105 Sites to be maintained.
55% 60%
PART II - PROFESSIONAL DEVELOPMENT PLANExpected Outcome
To be able to resolve minor IT issues
Understanding configuration requirement
Better customer relationship
For better understanding of our sites
PART III - RECOMMENDATION
Rotation suggested
For better service delivery
Wage adjustment suggested
PART I - KPI's (Ratings to be given by appraiser with concurrence of appraise, please refer to the rating scale)
Manager Rating
Final Rating
Min availability of 99.95 as per agreed SLA or with customer
Min availability of 99.8 as per agreed SLA or with customer
Min availability of 99.00 as per agreed SLA or with customer
For increased productivity and retainment
Appraisee's comment on appraisal
Appraiser's comment on appraisal
It was an open exercise and the appraisee is satisfied with the appraiser
DATE
**NOTE - Employee being evaluated receives a copy of the completed evaluation form and one copy
FULL YEAR PERFORMANCE APPRAISAL FORM Employee Name**: Job Title: NOC ENGINEERProject: Date Employed: Evaluation Period: FULL YEARAppraiser: UGOCHUKWU N. UKACHUKWUDate: XX - XX - 2015.
INSTRUCTIONS
PART 1 - KPI's
PART II - PROFESSIONAL DEVELOPMENT PLAN
PART III - RECOMMENDATIONS
Recommendations based on the appraisals with specific justification to support are made.RATING SCALE
Job performance and evaluation is an on-going process. Biannually, each employee provides the summary of job targets/expectations met. This form is used for a full year's evaluation. Also, in the year when formal feedbacks on staff performance are demanded, this would be adopted.
These are key performance indicators. Each factor is based on performance during the period identified above. The factors include key responsibilities specific to this position.
There are at least three entries of all actions that will be taken by the employee or the company to ensure continual job success and improvement in performance. This plan may include growth, rotation, mentoring, or actions to correct performance.
85% - 100% (A+) - Exceptional: Performance far exceeded expectations due to exceptionally high quality of work performed in all essential areas of responsibilities, resulting in an overall quality of work that was excellent.
76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceeded expectations in all essential areas of responsibility, as well as quality of overall work. Annual goals were met.
66% - 75.9% (B) - Meets Expectations : Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and the quality of work overall was very good. The most critical annual goals were met.
50% - 65.9% (c) - Improvement needed : Performance did not meet expectations – performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the most critical goals were not met. A professional development plan to improve performance must be outlined in Section 3, including timelines, and monitored to measure progress.
<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward critical goals was not made. Significant improvement is needed in one or more important areas.
PART I - KPI's (Ratings to be given by appraiser with concurrence of appraise, please refer to the rating scale)
AVAILABILITY
IHS-COLLO 7.0% 6.00%
INT 7.0% 5.00%
MTN 7.0% 7.00%
PENALTIESIHS-Collo 3.5% 3.00%
INT 3.5% 3.00%
MTN 3.5% 3.00%
REPORTING 6.0% 5.00%
6.0% 4.00%
6.0% 4.00%
6.0% 5.00%
FAULTS 14.5% 12.00%
Total 70% 57%Overall Score 100% 82%Overall Rating A
PART II - PROFESSIONAL DEVELOPMENT PLANGap Identified
PART III - RECOMMENDATION
Rotation required (if applicable)
For better service delivery
Wage adjustment suggested
For increased productivity
Appraisee's comment on appraisal
Performance Measure
Mandatory Indicators
Full Year Weight
Employee Self Rating
Daily Access Ref. Request
Daily Tracking of Corrective Actions till Alarms are Cleared
Weekly Cluster Report & Analysis
Daily Availability Report
Timely Analysis & Strategic Solutions
Proposed Intervention (e.g coaching, job rotation, transfer, training - indicate title etc)
Applying Strategic Thinking to Surpassing SLA (Availability)
Assistance to NOC Manager in Training Others
Reasons for rotation recommendationIncrease/Wage adjustment/training/other recommendationReasons for increase/wage adjustment/training or others
Appraiser's comment on appraisal
It was an open exercise and the appraisee is satisfied with the appraiser
NAME SIGNATUREEmployee:Line Manager/Supervisor:Reviewing Supervisor:HR:
**NOTE - Employee being evaluated receives a copy of the completed evaluation form and one copy placed in his/her personal file.
FULL YEAR PERFORMANCE APPRAISAL FORM Employee Name**: Job Title: NOC ENGINEERProject: Date Employed: Evaluation Period: FULL YEARAppraiser: UGOCHUKWU N. UKACHUKWUDate: XX - XX - 2015.
INSTRUCTIONS
PART 1 - KPI's
PART II - PROFESSIONAL DEVELOPMENT PLAN
PART III - RECOMMENDATIONS
Recommendations based on the appraisals with specific justification to support are made.RATING SCALE
Job performance and evaluation is an on-going process. Biannually, each employee provides the summary of job targets/expectations met. This form is used for a full year's evaluation. Also, in the year when formal feedbacks on staff performance are demanded, this would be adopted.
These are key performance indicators. Each factor is based on performance during the period identified above. The factors include key responsibilities specific to this position.
There are at least three entries of all actions that will be taken by the employee or the company to ensure continual job success and improvement in performance. This plan may include growth, rotation, mentoring,
85% - 100% (A+) - Exceptional: Performance far exceeded expectations due to exceptionally high quality of work performed in all essential areas of responsibilities, resulting in an overall quality of work that was
76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceeded expectations in all essential areas of responsibility, as well as quality of overall work. Annual goals were met.
66% - 75.9% (B) - Meets Expectations : Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and the quality of work overall was very good. The
50% - 65.9% (c) - Improvement needed : Performance did not meet expectations – performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the most critical goals were not met. A professional development plan to improve performance must be outlined in Section 3, including timelines, and monitored to measure progress.
<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward critical goals was not made. Significant improvement is
PART I - KPI's (Ratings to be given by appraiser with concurrence of appraise, please refer to the rating scale)
Target
5.00% 5.50%
6.00% 5.50%
7.00% 7.00%
3.00% 3.00% <1% of Revenue
3.00% 3.00% <1% of Revenue
3.00% 3.00% <1 % of Revenue
4.00% 4.50% <1% Daily report
4.00% 4.00% <1% Daily report
5.00% 4.50% <1% Daily report
5.00% 5.00% <1% Daily report
13.00% 12.50% By Nov., 3105 Sites to be maintained.
58% 58%
PART II - PROFESSIONAL DEVELOPMENT PLANExpected Outcome
PART III - RECOMMENDATION
For better service delivery
Wage adjustment suggested
For increased productivity
Appraisee's comment on appraisal
Manager Rating
Final Rating
Min availability of 99.95 as per agreed SLA or with customer
Min availability of 99.8 as per agreed SLA or with customer
Min availability of 99.00 as per agreed SLA or with customer
Appraiser's comment on appraisal
It was an open exercise and the appraisee is satisfied with the appraiser
DATE
**NOTE - Employee being evaluated receives a copy of the completed evaluation form and one copy
FULL YEAR PERFORMANCE APPRAISAL FORM Employee Name**: Job Title: NOC ENGINEERProject: Date Employed: Evaluation Period: FULL YEARAppraiser: UGOCHUKWU N. UKACHUKWUDate: XX - XX - 2015.
INSTRUCTIONS
PART 1 - KPI's
PART II - PROFESSIONAL DEVELOPMENT PLAN
PART III - RECOMMENDATIONS
Recommendations based on the appraisals with specific justification to support are made.RATING SCALE
Job performance and evaluation is an on-going process. Biannually, each employee provides the summary of job targets/expectations met. This form is used for a full year's evaluation. Also, in the year when formal feedbacks on staff performance are demanded, this would be adopted.
These are key performance indicators. Each factor is based on performance during the period identified above. The factors include key responsibilities specific to this position.
There are at least three entries of all actions that will be taken by the employee or the company to ensure continual job success and improvement in performance. This plan may include growth, rotation, mentoring, or actions to correct performance.
85% - 100% (A+) - Exceptional: Performance far exceeded expectations due to exceptionally high quality of work performed in all essential areas of responsibilities, resulting in an overall quality of work that was excellent.
76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceeded expectations in all essential areas of responsibility, as well as quality of overall work. Annual goals were met.
66% - 75.9% (B) - Meets Expectations : Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and the quality of work overall was very good. The most critical annual goals were met.
50% - 65.9% (c) - Improvement needed : Performance did not meet expectations – performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the most critical goals were not met. A professional development plan to improve performance must be outlined in Section 3, including timelines, and monitored to measure progress.
<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward critical goals was not made. Significant improvement is needed in one or more important areas.
AVAILABILITY
IHS-COLLO 7.0% 7.00%
INT 7.0% 7.00%
MTN 7.0% 5.00%
PENALTIESIHS-Collo 3.5% 3.00%
INT 3.5% 3.00%
MTN 3.5% 3.00%
REPORTING 6.0% 6.00%
6.0% 6.00%
6.0% 6.00%
6.0% 6.00%
FAULTS 14.5% 12.00%
Total 70% 64%Overall Score 100% 85%Overall Rating A*
PART II - PROFESSIONAL DEVELOPMENT PLANGap Identified
IT issues during night shift and holidays IT Training
Network Configuration Requirement Basic Cisco Training
PART I - KPI's (Ratings to be given by appraiser with concurrence of appraise, please refer to the rating scale)
Performance Measure
Mandatory Indicators
Full Year Weight
Employee Self Rating
Daily Site down Report
Daily Real-time Alarm Capturing
Daily Tracking of Corrective Actions till Alarms are Cleared
Daily Availability Report
Timely Supervision of Fault Escalations
Proposed Intervention (e.g coaching, job rotation, transfer, training - indicate title etc)
Effective Customer Relationship (Internal Customer - Field Engrs.)
Equipment identification & functionality on site
Reasons for rotation recommendationIncrease/Wage adjustment/training/other recommendationReasons for increase/wage adjustment/training or others
Appraisee's comment on appraisal
Appraiser's comment on appraisal
It was an open exercise and the appraisee is satisfied with the appraiser
NAME SIGNATUREEmployee:Line Manager/Supervisor:Reviewing Supervisor:HR:
**NOTE - Employee being evaluated receives a copy of the completed evaluation form and one copy placed in his/her personal file.
FULL YEAR PERFORMANCE APPRAISAL FORM Employee Name**: Job Title: NOC ENGINEERProject: Date Employed: Evaluation Period: FULL YEARAppraiser: UGOCHUKWU N. UKACHUKWUDate: XX - XX - 2015.
INSTRUCTIONS
PART 1 - KPI's
PART II - PROFESSIONAL DEVELOPMENT PLAN
PART III - RECOMMENDATIONS
Recommendations based on the appraisals with specific justification to support are made.RATING SCALE
Job performance and evaluation is an on-going process. Biannually, each employee provides the summary of job targets/expectations met. This form is used for a full year's evaluation. Also, in the year when formal feedbacks on staff performance are demanded, this would be adopted.
These are key performance indicators. Each factor is based on performance during the period identified above. The factors include key responsibilities specific to this position.
There are at least three entries of all actions that will be taken by the employee or the company to ensure continual job success and improvement in performance. This plan may include growth, rotation, mentoring,
85% - 100% (A+) - Exceptional: Performance far exceeded expectations due to exceptionally high quality of work performed in all essential areas of responsibilities, resulting in an overall quality of work that was
76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceeded expectations in all essential areas of responsibility, as well as quality of overall work. Annual goals were met.
66% - 75.9% (B) - Meets Expectations : Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and the quality of work overall was very good. The
50% - 65.9% (c) - Improvement needed : Performance did not meet expectations – performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the most critical goals were not met. A professional development plan to improve performance must be outlined in Section 3, including timelines, and monitored to measure progress.
<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward critical goals was not made. Significant improvement is
Target
5.00% 6.00%
4.00% 5.50%
5.00% 5.00%
3.00% 3.00% <1% of Revenue
3.00% 3.00% <1% of Revenue
3.00% 3.00% <1 % of Revenue
5.00% 5.50% <1% Daily report
5.00% 5.50% <1% Daily report
5.00% 5.50% <1% Daily report
5.00% 5.50% <1% Daily report
12.00% 12.00% By Nov., 3105 Sites to be maintained.
55% 60%
PART II - PROFESSIONAL DEVELOPMENT PLANExpected Outcome
To be able to resolve minor IT issues
Understanding configuration requirement
Better customer relationship
For better understanding of our sites
PART III - RECOMMENDATION
Promotion suggested
For better service delivery
Wage adjustment suggested
For increased productivity
PART I - KPI's (Ratings to be given by appraiser with concurrence of appraise, please refer to the rating scale)
Manager Rating
Final Rating
Min availability of 99.95 as per agreed SLA or with customer
Min availability of 99.8 as per agreed SLA or with customer
Min availability of 99.00 as per agreed SLA or with customer
Appraisee's comment on appraisal
Appraiser's comment on appraisal
It was an open exercise and the appraisee is satisfied with the appraiser
DATE
**NOTE - Employee being evaluated receives a copy of the completed evaluation form and one copy
FULL YEAR PERFORMANCE APPRAISAL FORM Employee Name**: Job Title: NOC ENGINEERProject: Date Employed: Evaluation Period: FULL YEARAppraiser: UGOCHUKWU N. UKACHUKWUDate: XX - XX - 2015.
INSTRUCTIONS
PART 1 - KPI's
PART II - PROFESSIONAL DEVELOPMENT PLAN
PART III - RECOMMENDATIONS
Recommendations based on the appraisals with specific justification to support are made.RATING SCALE
Job performance and evaluation is an on-going process. Biannually, each employee provides the summary of job targets/expectations met. This form is used for a full year's evaluation. Also, in the year when formal feedbacks on staff performance are demanded, this would be adopted.
These are key performance indicators. Each factor is based on performance during the period identified above. The factors include key responsibilities specific to this position.
There are at least three entries of all actions that will be taken by the employee or the company to ensure continual job success and improvement in performance. This plan may include growth, rotation, mentoring, or actions to correct performance.
85% - 100% (A+) - Exceptional: Performance far exceeded expectations due to exceptionally high quality of work performed in all essential areas of responsibilities, resulting in an overall quality of work that was excellent.
76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceeded expectations in all essential areas of responsibility, as well as quality of overall work. Annual goals were met.
66% - 75.9% (B) - Meets Expectations : Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and the quality of work overall was very good. The most critical annual goals were met.
50% - 65.9% (c) - Improvement needed : Performance did not meet expectations – performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the most critical goals were not met. A professional development plan to improve performance must be outlined in Section 3, including timelines, and monitored to measure progress.
<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward critical goals was not made. Significant improvement is needed in one or more important areas.
AVAILABILITY
IHS-COLLO 7.0% 6.00%
INT 7.0% 6.00%
MTN 7.0% 7.00%
PENALTIESIHS-Collo 3.5% 3.00%
INT 3.5% 3.00%
MTN 3.5% 3.00%
REPORTING 6.0% 5.00%
6.0% 6.00%
6.0% 4.00%
6.0% 6.00%
FAULTS 14.5% 7.00%
Total 70% 56%Overall Score 100% 79%Overall Rating A
PART II - PROFESSIONAL DEVELOPMENT PLANGap Identified
IT issues during night shift and holidays IT Training
Network Configuration Requirement Basic Cisco Training
Customer Loyalty Pep Talk
Periodic site visitation
PART III - RECOMMENDATION
Rotation required (if applicable)
For better service delivery
Wage adjustment suggested
PART I - KPI's (Ratings to be given by appraiser with concurrence of appraise, please refer to the rating scale)
Performance Measure
Mandatory Indicators
Full Year Weight
Employee Self Rating
Daily Site down Report
Daily Real-time Alarm Capturing
NOC SPECIFICS
Behavioral Interractions with Field Engrs. (Persuasiveness)
Overall Least Number of TT from Reports
Timely Escalation of Faults/RCA
Proposed Intervention (e.g coaching, job rotation, transfer, training - indicate title etc)
Effective Customer Relationship (Internal Customer - Field Engrs.)
Equipment identification & functionality on site
Reasons for rotation recommendationIncrease/Wage adjustment/training/other recommendation
For increased productivity and loyalty to Company
Appraisee's comment on appraisal
Appraiser's comment on appraisal
It was an open exercise and the appraisee is satisfied with the appraiser
NAME SIGNATUREEmployee:Line Manager/Supervisor:Reviewing Supervisor:HR:
Reasons for increase/wage adjustment/training or others
**NOTE - Employee being evaluated receives a copy of the completed evaluation form and one copy placed in his/her personal file.
FULL YEAR PERFORMANCE APPRAISAL FORM Employee Name**: Job Title: NOC ENGINEERProject: Date Employed: Evaluation Period: FULL YEARAppraiser: UGOCHUKWU N. UKACHUKWUDate: XX - XX - 2015.
INSTRUCTIONS
PART 1 - KPI's
PART II - PROFESSIONAL DEVELOPMENT PLAN
PART III - RECOMMENDATIONS
Recommendations based on the appraisals with specific justification to support are made.RATING SCALE
Job performance and evaluation is an on-going process. Biannually, each employee provides the summary of job targets/expectations met. This form is used for a full year's evaluation. Also, in the year when formal feedbacks on staff performance are demanded, this would be adopted.
These are key performance indicators. Each factor is based on performance during the period identified above. The factors include key responsibilities specific to this position.
There are at least three entries of all actions that will be taken by the employee or the company to ensure continual job success and improvement in performance. This plan may include growth, rotation, mentoring,
85% - 100% (A+) - Exceptional: Performance far exceeded expectations due to exceptionally high quality of work performed in all essential areas of responsibilities, resulting in an overall quality of work that was
76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceeded expectations in all essential areas of responsibility, as well as quality of overall work. Annual goals were met.
66% - 75.9% (B) - Meets Expectations : Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and the quality of work overall was very good. The
50% - 65.9% (c) - Improvement needed : Performance did not meet expectations – performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the most critical goals were not met. A professional development plan to improve performance must be outlined in Section 3, including timelines, and monitored to measure progress.
<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward critical goals was not made. Significant improvement is
Target
5.00% 5.50%
7.00% 6.50%
6.00% 6.50%
3.00% 3.00% <1% of Revenue
3.00% 3.00% <1% of Revenue
3.00% 3.00% <1 % of Revenue
6.00% 5.50% <1% Daily report
6.00% 6.00% <1% Daily report
4.00% 4.00% <1% Daily report
5.00% 5.50% <1% Daily report
7.00% 7.00% By Nov., 3105 Sites to be maintained.
55% 56%
PART II - PROFESSIONAL DEVELOPMENT PLANExpected Outcome
To be able to resolve minor IT issues
Understanding configuration requirement
Better customer relationship
For better understanding of our sites
PART III - RECOMMENDATION
For better service delivery
Wage adjustment suggested
PART I - KPI's (Ratings to be given by appraiser with concurrence of appraise, please refer to the rating scale)
Manager Rating
Final Rating
Min availability of 99.95 as per agreed SLA or with customer
Min availability of 99.8 as per agreed SLA or with customer
Min availability of 99.00 as per agreed SLA or with customer
For increased productivity and loyalty to Company
Appraisee's comment on appraisal
Appraiser's comment on appraisal
It was an open exercise and the appraisee is satisfied with the appraiser
DATE
**NOTE - Employee being evaluated receives a copy of the completed evaluation form and one copy
S/N Name1 ANIKPUTA RAYMOND ARINZE2 DANIEL PAUL ETTIEH3 PRINCESS EBERE STELLA IWUOHA4 UDEH STELLA ONYINYE5 ANIKPUTA PERPETUA CHINENYE6 ULODIAKU JOHNMARTINS IFEANYI7 VINCENT IHECHI O N W U N E M E8 KEMI AKANBI9 FRIDAY ODIGIE
08128683912 / 08066835330 ASS. FIELD OPERATION MANAGER08127980169 / 08067167324 REGION PPM CORDINATOR08037506602 / 08127980065 FIELD SUPERVISOR ENGINEER08035407294 / 08127980107 FIELD SUPERVISOR ENGINEER08063335637 / 08127980121 FIELD SUPERVISOR ENGINEER
FIELD ENGINEERSHUAWEI-AirtelHUAWEI-AirtelHUAWEI-AirtelHUAWEI-AirtelHUAWEI-AirtelHUAWEI-Airtel
Key Leadership Competencies
Management Excellence
Deals with ineffective performance
Supports and promotes work-life balance
Engagement
Solicits input and listens to staff
Gives credit for the contributions of staff
Questions to facilitate discussion
How well does the manager recruit, retain, and develop staff in order to meet current and future needs?
Provides regular feedback, acknowledges success and the need for improvement
How did the manager, Data Analyst and TL deal with ineffective performance?
Develops and supports career plans and learning opportunities
Did the manager address work-life balance issues?
How frequently and effectively did the manager provide coaching and feedback to staff?
Coaches, challenges and provides opportunities for growth
What career growth, challenges and opportunities did the manager provide?
How did the manager engage staff?
In what ways did the manager inspire commitment?
Were there significant challenges in mobilizing others?
Strategic Thinking
Translates vision into concrete work activities
Values and Ethics
Incorporates equitable practices into HR planning
Encourages open constructive discussion of diverse perspectives
If so, how were they handled?
In what ways did the manager translate vision into concrete work activities?
How effectively did the manager encourage and incorporate diverse and creative perspectives?
Encourages and incorporates diverse and creative initiatives and perspectives
In what ways and how effectively did the manager foster a fair, safe, healthy and respectful unit?
Did the manager achieve results partly through inappropriate means? (e.g., make decisions more often based on marrow organizational interests rather than the public interest)
Builds and promotes a safe and healthy, respectful unit, free of harassment and discrimination
Acts with transparency and fairness in all transactions, including staffing, contracting, and day-to-day activities
