Professional Documents
Culture Documents
Human Resources
To ensure the ongoing development of employees and the alignment of job expectations to job
performance, all regular employees participate in the formal performance appraisal process.
The performance appraisal cycle commits each employee and their reporting manager to
setting, agreeing and measuring job related objectives and key result areas on an ongoing
basis.
· The employees are expected to take an active role in their own career development.
· Each performance review has a minimum of two parties who contribute to the process.
Date of Joining:
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Instructions:
· Initially please fill up your rating of the Key Result Areas (Section 1) as agreed with your superior in the self
rating column.
· Thereafter, please rate yourself in Section 2 and 3 in the self rating column.
· Section 4 is to be filled up by you and as it will be used for developmental purposes. Please be frank.
· Please append your signature in the sign-off column after a discussion on the contents of this form with your
superior.
· Initially please fill up your rating of the employee in Section 1 in the Manager Rating column after he has
filled up all the sections pertaining to him.
· Compare the ratings to those created by the employee in their self-assessment, and discuss any variances.
· The overall assessment summary (Section 5) has to be filled in by Manager after going through the overall
document including a discussion on developmental questions with the employee.
· In the event there are any issues which you deem to be strictly confidential please discuss the same with
your superior / HR. The decision to communicate this issue will be done in consultation with the CEO.
HOW TO SCORE KEY RESULT AREAS AND COMPETENCIES: (Rating Scale 1-4)
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KEY RESULT AREAS Self Rating Manager Rating
Agreed
(Please mention your key responsibilities, goals and objectives
Rating
for the year under review, as were set and agreed upon at the
1 2 3 4 1 2 3 4
beginning of the year.)
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SECTION 1: ASSESSMENT OF KEY RESULT AREAS
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SECTION 2 – ASSESSMENT OF CORE VALUES AND ETHICAL PRINCIPLES
Listed below are the Core Values and Ethical Principles required of all Sodexo People. Please tick the rating
that best evaluates the employee’s competency. Please add any comments if necessary.
Manager
Self Rating Agreed
CORE VALUES and ETHICAL PRINCIPLES Rating
Rating
1 2 3 4 1 2 3 4
1.Service Spirit
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SECTION 3 – ASSESSMENT OF COMPETENCIES
In addition to the above, listed below are the additional function related competencies which are required in all
employees in your function/department
Manager
Self Rating Agreed
COMPETENCIES Rating
Rating
1 2 3 4 1 2 3 4
1.Visioning & Strategic Direction
OVERALL RATING (Mark appropriate box after both Employee & Manager Review)
1 Unsatisfactory
2 To be improved
3 Good
4 Excellent
3. What areas of your role do you find the most challenging and why?
4. What additional training or self development do you need to meet the key requirements of your
current role?
5. What other knowledge or skills do you have that you do not use in your current role and how could
we utilise them?
6. List down name of employees who can be your immediate successor(s) or who can fill in your
position within one year:
7. Are there any other positions or areas within Sodexo that you think you are capable for or that fits
with your career plans?
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SECTION 5 - OVERALL ASSESSMENT SUMMARY
Listed below are questions to be answered by the manager.
Overall Summary of Employee’s capabilities, potential and membership within Sodexo over the Review
Period.
How do you see the employee’s career developing within Sodexo and what changes, if any, are you
planning to make to assist or achieve these goals?
Were there any major differences in the manager/self assessment – please elaborate
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TRAINING AND DEVELOPMENT ACTION PLAN (Mention the date to be completed by)
Development Activity
RECOMMENDED TRAINING/GOALS (on-the-job, mentoring, internal/ external courses, self developmental
initiatives by reading, new assignments, membership of some forum/group, job rotation, etc.)
By Employee (Appraisee):
Signature: Date:
By Manager (Appraiser):
Signature: Date:
One-Over-One Manager:
Signature: Date:
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