PERFORMANCE MANAGEMENT DOCUMENT

Name o the Appraisee

Job Title

Name of the Appraiser

Job Title

ID #

Date Commenced Service

Date Appointed to Job

Performance Discussion Date

Performance Review Period

Overall R

Purpose of the Job

4
3
2
1

Sl. KRA

KRA Description

Wt.
(%)
10

Sl. KPI

KPI Description

Wt. (%)

5
to 4.99
to 3.99
to 2.99
to 1.99

Performance Assesment

1
2
3
4
5
6
7
8
Weightage total

10

1
2

Page 1 of 15

KRA achieved

3
4
2

5
6
7
8

10

Weightage total

Weightage total

KRA achieved

1
2
3
4

5
6
7
8

10

1
2
3

Page 2 of 15

KRA achieved

4
4

5
6
7
8

10

Weightage total

KRA achieved

Weightage total

KRA achieved

1
2
3
4

5
6
7
8

10

1
2
3
4

Page 3 of 15

6
6
7
8

10

Weightage total

KRA achieved

Weightage total

KRA achieved

1
2
3
4

5
6
7
8

30

1
2
3
4

8
5
6

Page 4 of 15

7
8
KRA weightage total

100

Weightage total

KRA achieved

PMS outcome of the quarter

Resources Required

Action Plan

Appraisee's comment

Appraiser's comment

Second Appraiser's comment

Signatures:
Appraise

Appraiser
Page 5 of 15

Second Appraiser

(For Executive & Above)

ID #

Overall Rating

ssesment

A achieved

Outstanding
Superior
Good (on target)
Marginal
Unsatisfactory

Rating KPI

Achieved KPI
0
0
0
0
0
0
0
0
0
0
0

Page 6 of 15

A achieved

0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0

Page 7 of 15

0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0

Page 8 of 15

0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0

Page 9 of 15

0
0
0
0

Outcome

Page 10 of 15

Ratings

Criteria

Outstanding

4 to 4.99

Superior

3 to 3.99

Good (On Target)

2 to 2.99

Marginal

1 to 1.99

Unsatisfactory

Example:

Rating Key

Rating

Exceeding target (KRAs)

by wide margin

Exceeding target (KRAs)

by significant margin

4 to 4.99

Good - on target (KRAs)

Missing the target (KRAs)
marginally
Missing major criteria

3 to 3.99
2 to 2.99
1 to 1.99

Descriptions

Results for the period was outstanding

The appraisee consistently and clearly exceeded challenging KRAs and
This was apparent to all in a position to evaluate

A recurrence of this exceptional level of performance may indicate th

stretching.

Accomplished more overall than expected, with a broad record of pos

and KPIs.
Performance recognised as contributing extra value during the period
The level of performance expected from an individual fully qualified
the required standard.

most major KRAs and KPIs were achieved.

The performance expected of most of employees.
Several key personal results did not match expected levels of perfor
Expect Level 3 (Good On Target) to be achieved during the next cycl
Important KRAs or KPIs missed.
Poor performance across a broad range.
Performance at this level not to continue over more than one cycle

(Example)
>167%

>133%
1
>83%
>67%

The SMART principles

S pecific S tretching
M easureable
A chievable
A ccepted
R ealistic
R elevant
T ime-framed T rackable

What are performance objectives?

Key Result Areas (KRA) are defined as:

The key objectives or goals to be reached
The outputs of the job which contribute to o
Normally not more than 4-8 in any one perio

Key Performance Indicators (KPI) are defined

The activities which will deliver the required
what the assessee must do
The standards which determine how the job
Are an answer to the question: What will we
A number of KPIs can be set for each KRA

tives?

ed as:
e reached
tribute to organisational goals
ny one period of time

are defined as:

he required outcomes (objectives)

how the job must be done

What will we see as an outcome?
each KRA