Employee Name Employee ID Position title Position level Division Department Division Activities Target Values Target Employee Final Output achieved Remark Rating by (Excellent=3) (Need (Good=2) Improvement=1) specified supervisor by individual Annual Conduct HR July 2015 August September October Rainfall 1 HR plans requirements 2015 2015 2015 formulate Assessment Develop July 2015 August September August 2 human 2015 2015 2015 resource development strategy Develop July 2015 August September June 3 human 2015 2015 2015 resource deployment strategy IWP Score (Total / No. of activities) 6/3= 2 Evaluating Core Competencies The rating of IWP will be an average of the total rating received on individual work plan. This will form only 70% of the total evaluation. The next 30% will be generated from the evaluation of core competencies, which will be done as follows. The ratings of the core competencies will be based on the target that has been agreed between the supervisor and supervisee. For e.g. Core Supervisor to Final Score Competency Definition explain the by Supervisor behavior Outstanding Good Need displayed by Improvement individual Teamwork: Puts agency’s Help and Help direct Mr. X helped 2.5 success ahead support team other of department others to members but customers but or division’s solve do not needs to success. customer cooperate improve in PR problems and with other accomplishes teams or
Employee Name Employee ID Position title Position level Division Department Division Output Activities Target Values Target achieved specified by individual Employee Remark Final Rating by supervisor (Excellent=3) (Good=2) (Need Improvement=1) Annual HR plans formulate Conduct HR requirements Assessment July 2015 August 2015 September 2015 October 2015 Rainfall 1 Develop human resource development strategy July 2015 August 2015 September 2015 August 2015 2 Develop human resource deployment strategy July 2015 August 2015 September 2015 June 2015 3 IWP Score (Total / No. of activities) 6/3= 2 Evaluating Core Competencies The rating of IWP will be an average of the total rating received on individual work plan. This will form only 70% of the total evaluation. The next 30% will be generated from the evaluation of core competencies, which will be done as follows. The ratings of the core competencies will be based on the target that has been agreed between the supervisor and supervisee. For e.g. Core Competency Definition Supervisor to explain the behavior displayed by individual Final Score by Supervisor Outstanding Good Need Improvement Teamwork: Puts agency’s success ahead of department or division’s success. Help and support others to solve customer problems and accomplishes Help direct team members but do not cooperate with other teams or Mr. X helped other customers but needs to improve in PR 2.5
PMS_Manual.docx