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Sodexo Onsite Service Solutions

Human Resources

Performance Appraisal Form: PAF/03


FM & FS Operations
(Period from September ’15 – August ’16)

Sodexo’s HR Policy Statement

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 performance review process is conducted formally.

· 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.

Employee Date of Performance


Name: Review Discussion:

Designation: Employee Code:

Reporting Manager’s Name

Work Location: (conducting appraisal):

Date of Joining:

THE PERFORMANCE APPRAISAL PRESUPPOSES AN OPEN & CONFIDENTIAL DISCUSSION BETWEEN


AN EMPLOYEE AND A REPORTING MANAGER ABOUT THE CURRENT ROLE, CAREER PLANNING, JOB-
RELATED CHALLENGES AND SOLUTIONS. IT WILL ENABLE THE ESTABLISHMENT OF OBJECTIVES, A
REVIEW OF PERFORMANCE AND COMPETENCY IN COMPARISON TO STANDARDS, AS WELL AS OFFER
FOR TRAINING AND DEVELOPMENT NEEDS.

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Instructions:

For Employee (Appraisee):

· 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.

For Manager (Appraiser):

· 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.

· Please fill in Section 2 and 3 in the Manager rating column.

· Compare the ratings to those created by the employee in their self-assessment, and discuss any variances.

· The column on overall rating has to be filled in by the Manager alone.

· 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.

· Please record specifics in the column on Training & Development.

· The sign-off and comments if any have to be recorded thereafter.

· Please use additional sheets if necessary.

· 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.

· Kindly feel free to add comments wherever necessary

HOW TO SCORE KEY RESULT AREAS AND COMPETENCIES: (Rating Scale 1-4)

1 = Unsatisfactory Performance is below expectations (failed to achieve objectives


and expectations)
2 = To be improved Some objectives are below expectations and performance could
be improved
3 = Good Good performance is achieved when objectives are achieved
4 = Excellent Excellent performance is achieved when objectives and
performance exceed expectations

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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

 Customer Service Orientation Pro-actively developing customer


relationships by making efforts to listen to and understand the
customer (both internal and external); anticipating and providing
solutions to customer needs; giving high priority to customer
satisfaction
2. Team Spirit
 Team Working & Collaboration: Working effectively with
team/work group or those outside formal line of authority (eg peers,
senior managers) to accomplish organisational goals
 Interpersonal Influence: Using appropriate interpersonal styles
and communication methods to work effectively with others to meet
mutual goals and objectives; building networks to obtain
cooperation without relying on authority
3. Spirit of Progress
 Knowledge and understanding of the system, procedures, its role
and importance.
 Achievement Orientation: Making active attempts to influence
events to achieve goals; self-starting rather than accepting
passively; taking action to achieve goals beyond what is required;
being pro-active
 Innovative Thinking: Generating creative solutions to work
situations; trying different and novel ways to deal with
organisational problems and opportunities.
1. Loyalty
 Preparedness and ability to trust and accept appropriate
responsibility and authority
2.Transparency
 Expressing ideas effectively in individual and group situations
(including nonverbal communication); adjusting language or
terminology to the characteristics and needs of the audience
3.Respect for People
 Fair treatment and understanding of one another, with positive
actions and attitudes
4.Business Integrity
 Understanding of and commitment to complying and implementing
Sodexo’s policies and practices in their workplace

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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

 Developing and inspiring commitment to Sodexo’s success;


supporting, promoting and ensuring alignment with Sodexo’s
business perspective and values
2.Process Orientation
 Accurately checks for processes and tasks and follows up in a
timely manner with appropriate persons; it also includes
willingness to accomplish the task in a logical sequence.
3.Attention to Details
 Accomplishes tasks through concern for all areas involved, no
matter how small; Shows concern for all aspects of the job;
Monitors and checks work or information and brings clarity to
make it easily comprehendible by others.
4.Assertiveness
 Can put forth ones viewpoint confidently with conviction; will try to
convince others and will not give in to others arguments easily;
will not impose ones viewpoint on others

OVERALL RATING (Mark appropriate box after both Employee & Manager Review)

1  Unsatisfactory
2  To be improved
3  Good
4  Excellent

SECTION 4 – DEVELOPMENTAL QUESTIONS FOR THE EMPLOYEE


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Listed below are questions to be filled in by the employee prior to the review meeting

1. What do you believe are your strengths in your current role?

2. What are your main achievements in this review period?

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?

Now? Please specify


Position : Area:

In the future? Please specify


Position : Area:

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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?

Areas for Improvement:

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.)

SIGN OFF AND COMMENTS

By Employee (Appraisee):

Employee’s Name: Employee’s Designation:

Signature: Date:

By Manager (Appraiser):

Appraiser’s Name: Appraiser’s Designation:

Signature: Date:

One-Over-One Manager:

O-o-O Manager’s Name: O-o-O Manager’s Designation:

Signature: Date:

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