Amdocs

Performance Management System

Performance Management
In Amdocs its self-service evaluation process for managers, Employees and human resources. It has planning,
collaboration, communication, assessment, and monitoring evaluations for two purposes:
Performance
Development.
Performance evaluations typically assess and plan employee performance to meet current job requirements
and compensation treatments; while development evaluations are used to assess and plan employee
development needs either because of gaps in the skill set that is required for a current job or to meet future
requirements.
The Process
1:-Target Setting
In Amdocs, Employees objectives are set and reviewed periodically to get resource aligned with business and
organization strategy. Objective setting process gives manager to evaluate employee performance and future
potential.
Annual objective setting process occurs in November with i.e mid-year review in May.
2. Employee Evaluation
Since Amdocs evaluate employee performance in periodic basis .In this process employee and manager meet
to discuss individual performance, achievement, contribution to the assigned project and organization.
Employee share their need and aspiration to manager and they become mutually agreed on the objective.
Employees are given assistance on their skill set and technical and functional competencies.
Amdocs has mid-year review in May and annual review in November for final evaluation of objectives.
Upward Appraisals
Employees are asked to evaluate their managers performance and share their opinion and concerns. This
process is taken as feedback to develop and enrich the managerial skill further.
Eligibility for new hire employee:-
For mid-year review ,they must have hire date on or before 31 january.
For Final review ,they must have hire date on or before June 30 th.

Performance management process
Amdocs has performance management application as other employers have, so this whole process is online
portal based. Each employee has access to the portal. In November when performance cycle begins employee
and manager have to initial their part on objective setting process. Once employee or manager done with the
setting process. Employee starts working on his objective. Before May employee are asked to update their
objectives with their achievement and objective status and contribution. During Mid-year review manager
and employee assess their work and discuss on updates and skill set which can be enhanced through training
to have better annual final performance review. Performance cycle ends on November so before that manager
and employee again discuss and managers evaluate their work and on the basis of review analysis manager
gives rating on employee performance. These rating are released to employee and they have discussion
session on evaluation and try to get mutually agreed on given rating. Once this evaluation discussion are
done, rating are consolidated and performance cycle get freezed and rating are sent for higher approval and
transferred to compensation and benefit team to compensate the employee on their performance result.