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JKT_FO_HR-15N
Proprietary
Noida

Name:
Pawan Kumar Dubey

Designation: SAP QM CONSULTANT

Deptt:
SAP
DOJ: 14-03-2015

Location:
BASE LOCATION -> NOIDA
Qualifications (Academic & Prof)
B.Tech (Mechanical Engineering) (2007 -2011 ) ,

Skill Area: SAP QM, SAP PM

Total Exp (In Yrs):
4 YEARS AND 8 MONTHS
Relevant Exp (In Yrs): 4 YEARS AND 8 MONTHS

Immediate Manager: Mr.Hirendra Kumar

Reviewing Manager/s: Mr. Hirendra Kumar

HOD:Mr. Ravneet Singh

Appraisal form sent on: 03-05-2016

Appraisal for period: March 2015 March 2016

PCP- PERFORMANCE COUNSELLING PLAN

GUIDELINES FOR APPRAISAL PROCESS
Review of Performance against Objectives of previous Appraisal Period & Career Development Plan for
Current Year.

Overall Assessment by
the Immediate Manager
and HR

Listing of Key
Result Areas

Appraisees Comments
on KRAs
and Self Appraisal

Assessment by
Immediate Manager on
KRAs and Soft Skills

Reference : JKT_PR_HR-02N

Performance Planning
for Next Appraisal
Period

Performance
Summary

Version : 03

Career Development Action

Plan to be planned together
by Appraisee and Appraiser

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STRUCTURE OF PCP FORM

SECTION A:
Assessment on
Deliverables

SECTION B: Soft
Skill Assessment

SECTION C:
CDAP

SECTION D: Perf.

(Career Development
Action Plan)

Planning for Next

App Period

SECTION A: ASSESSMENT ON DELIVERABLES

R1- Weightage 60%
( To be filled first by the Appraise. Assessment by Appraiser to be filled after discussion and mutual consent
on the rating between Appraiser & Appraise) Please use additional sheet on the specified format, if
required.
Key
Result/Performance
Areas (KRAs)

Performance measures/Indicators of
success/Specific Tasks & Objectives

K1

Weightage
to each
KRA (in %)

Target
Dates

Self
Assessment by
Appraisee
between 1 to
5( 5 being the
highest)
4

<5%

35

Timeliness

Timeliness of Deliverables - (Timely

Delivery against Project
milestones/Planned activities)

K2

30

Project
Delivery

Defect rate

ii

Planned vs Actual

K3

SOP
Adherence

Final
Assessment by
Appraiser
between 1 to
5( 5 being the
highest)

10

10

Adherence to Standards defined for

Quality procedures and
Documentation as per project
Charter

K4

Attendance

Regularity
Reference : JKT_PR_HR-02N

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K5

15

Competence
Building

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Quality Planning, Quality

Management, Cross Application
Component like Audit
Management, FMEA and Control
Plan, Extended notification tools

Calculation: KRA/KPA point K1=Rating (1-5) * Weight age=

K2=
K3=
K4=
K5=
R1= Total Average Score of the above
Signature (Appraisee)

Signature (Immediate Manager)

Signature (Reviewing Manager)

Pawan Kumar Dubey

Date: 03.05.2016

Date:

Date:

SECTION B: SOFT SKILL ASSESSMENT SECTION R2 : Weightage = 40%

(To be filled in by Appraise and Immediate Manager/ Reviewing Manager/ HOD) The scores are on a rating
scale of 1-5; 5 being the highest. Scores are ticked against each statement in the relevant box.Please
mention NA not applicable incase a particular parameter is not applicable.
1. Quality of Work- (capable of accomplishing work as per the acceptable
standard)
- Works consistently below acceptable level and no effort to improve
- Work meets quality but needs constant monitoring.
- Work meets good quality and needs occasional Monitoring
- Work done is thorough and requires minimal correction
- Consistently thorough and accurate in work under all conditions

Score (Self
Rating)
1
2
3
4
5

Score (By
IM)
1
2
3
4
5

2. Quantity of Work- (volume and speed of acceptable work and respect for
delivery schedule)
- Speed, volume, respect to time schedule below acceptable standard
- Work generally completed in time but needs constant follow up
- Mostly meets time schedule but needs occasional guidance & follow up
- Works Smart and keeps commitment to achieve targets in time
- Excellent approach with respect to volume, speed in all conditions

Score (Self
Rating)
1
2
3
4
5

Score (By
IM)
1
2
3
4
5

3. Knowledge of job assigned- (in-depth technical/functional knowledge of job)

Score (Self
Rating)
1
2
3
4
5

Score (By
IM)
1
2
3
4
5

Score (Self

Score (By

- Inadequate knowledge and no will to learn and improve

- Adequate job knowledge, needs coaching and shows inclination to learn
- Good job knowledge, is able to apply to assigned job with some guidance
- Very Good job knowledge and applies to assigned job with little monitoring
- Excellent job knowledge and ability to apply to assigned and related jobs
independently
4. Conceptualization - (Conceptualizes & foresees future development within the

Reference : JKT_PR_HR-02N

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environment)
- Does not have capability to take view of/ analyze complex or abstract issues
- Requires guidance in understanding and handling complex and abstract issues
- Understands concepts and with little guidance able to handle complex issues
- Understands developments and prioritizes areas of complexities and takes
action.
- Very good in grasping & analyzing the developments, takes logical approach to
handle complex issues

Rating)
1
2
3
4

5. Team spirit/ Team working- (Co-ordination and co-operation with colleagues to

achieve team objective)
- Can not work in a team, create conflicts, dissipates the energy of the group
- Prefers to work alone with marginal contribution to team
- Not clear of his role in team, average contribution when job assigned
- Effective team member, very well aware of own role in a team
- Outstanding team member, keeps larger goal in view, can energize the group

Score (Self
Rating)
1
2
3
4
5

Score (By
IM)
1
2
3
4
5

6. Initiative - (Identifying an opportunity, Pro-activeness, enthusiasm in taking up

assignments and make significant contribution)
- Alienated, evades/sheds responsibility
- Accepts but does not seek responsibilities
- Accepts and partially seeks responsibilities
- Good initiative, undertakes all tasks and overcomes obstacles independently
- Totally self reliant puts forward ideas and suggestions to tackle problems

Score (Self
Rating)
1
2
3
4
5

Score (By
IM)
1
2
3
4
5

7. Planning and organizing - (effectiveness in anticipating needs, forecasting

conditions, setting goals scheduling and ensuring completion)
- Nominal planning, unsystematic and unmethodical
- Generally systematic and is able to prioritize functions but at times loses track
of work schedule resulting slow action
- Normally anticipates needs and is able to prepare a plan of action
- Good in prioritizing functions to meet plans
- Exceptional ability to anticipating needs and make work schedule to achieve
goal in logical manner to achieve milestones

Score (Self
Rating)
1
2

Score (By
IM)
1
2

8. Delegation - (Effectiveness in use of human resources ability to know when,

how and to whom to delegate to obtain their commitment to share work load to
achieve milestones)
- Cannot delegate. Juniors take job in piecemeal
- Delegates with a lot of fear and anxiety. Keeps constant check
- Delegates with reasonable amount of trust
- Provides opportunities to the juniors to do things on their own, provides support
when required
- Delegates with complete trust with necessary instructions and guidance make
every effort to develop juniors

Score (Self
Rating)

Score (By
IM)

1
2
3
4

1
2
3
4

9. Communication - (Capability to make clear and formal presentation of ideas

and exchange information with all concerned
- Confused thought and lack of clarity in presentation of ideas
- Manages to present ideas with some guidance
- Can generally communicate with ease and effectiveness
- Can mostly communicate with ease and effectiveness. Sensitive to others
feelings
- Is extremely clear and apt in language, tone and content. Is very sensitive to the
needs of others and takes ample care in communicating with others

Score (Self
Rating)
1
2
3
4

10. Dependability / Reliability - (Dedication to work and extent of reliability to

undertake and complete any assignment)
- Cannot be depended upon. Evades / sheds responsibility

Score (Self
Rating)
1

Reference : JKT_PR_HR-02N

Version : 03

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4
5

IM)
1
2
3
4
5

3
4
5

Score(By
IM)
1
2
3
4
5

Score(By
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- Can be normally relied on to complete tasks, reluctant to accept additional

responsibility
- Generally reliable to complete tasks and hesitantly accepts some additional
responsibility
- Reliable, accepts all additional responsibilities
- Completely dependable to complete tasks in spite of constraints always owns
full responsibility

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4
5

4
5

11. Decision Making- (capable of analyzing the situations and accordingly making
a decisions)
- Seldom makes decisions on his own and looks for support from peers and / or
supervisors
- Usually makes impulsive decisions without analyzing
- Mostly makes prompt decisions, however does not analyze the situation
completely
- Takes prompt decisions after complete analysis of the situation
- Is an excellent Decision Maker as per the situation

Score (Self
Rating)
1

Score(By
IM)
1

2
3

2
3

4
5

4
5

12. Receptiveness to Feedback (handling feedback with maturity)

Score (Self
Rating)
1

Score(By
IM)
1

- Takes feedback on self negatively and lets it affect interpersonal relationship.

Never tries to take corrective action on the feedback received
- Does not always welcome feedback on self. Sometimes takes corrective action
on the feedback received
- Is open to feedback most of the times and tries to take corrective action upon
the feedback received
- Is always open to feedback on self and takes corrective action upon the
feedback received
- Is Pro-active to ask for feedback and in taking the necessary corrective actions.

13. Leave Planning

Score (Self
Rating)
1
2
3
4
5

Score(By
IM)
1
2
3
4
5

14. Pro-Active Approach (capability to anticipate situations and problems, and

take action. Having a knack of identifying possible opportunities in the face of
crisis, and converting them into opportunities)
- Not able to anticipate issues at all
- Able to anticipate issues, but not able to plan in order to take action
- Able to anticipate issues, needs helps of peers or superiors to plan and act
- Able to anticipate issues, plan for them and take action in time with minimal
help
- Able to anticipate issues, plan for them and take action in time independently

Score (Self
Rating)

Score(By
IM)

1
2
3
4

1
2
3
4

15. Systems, Procedures / Work Practices - (capability to work systematically

using standard work practices of ISO)
- Does not comply with organizations standard processes and practices at all
- Complies with standard processes regarding day to day work
- Understands, respects and complies with the standard work practices
- Understands, respects, complies with the standard work practices and actively
participates in related issues
- Drives others to work systematically and initiates changes in the current
practices independently

Score (Self
Rating)
1
2
3
4

Always takes unplanned leaves

Can not be categorized, takes both planned and unplanned leaves equally
Often plans out leaves in advance
Plans out leaves in advance always
Keeps work at the utmost priority while planning and taking leaves

Reference : JKT_PR_HR-02N

Version : 03

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IM)
1
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3
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GENERAL QUALITIES - The scores are on a rating scale of 1-5; 5 being the highest. To be filled by IM/RM.
.
Quality
1
2
3
4
5
Punctuality
Honesty
Discipline
Positive Attitude
Ability to find out solutions
within limited Resources
Stress tolerance/Patience
Maturity
Managing Interference of
More
Less
personal problems in
Interferenc
Interference
Professional Life
e
MANAGERIAL CAPABILITIES (ONLY FOR MANAGERS)
The scores are on a rating scale of 1-5; 5 being the highest. To be filled by IM/RM.
Parameter
EMPOWERMENT
Provides authority to team members to perform the assigned tasks
GROWTH
Assigns responsibilities to team members which provide opportunities for
growth
ALL ROUND DEVT
Imparts knowledge and skills to team members. Takes adequate steps For
the overall development of the team members
APPRECIATION
Makes it a point to appreciate good work publicly
RESPONSE TIME
Gives timely response to the queries of team members
INTER-DEPARTMETNAL HARMONY
Makes all efforts to promote inter-departmental co-operation. Is willing to
understand the problems of other departments and accommodate them in
day-to-day functioning

Reference : JKT_PR_HR-02N

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R2 - Average Rating of the above scores :

Signature (Appraisee)
Signature (Immediate Manager)

Date:

S.
No.

Date:

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Signature (Reviewing Manager)

Date:

SECTION C: CDAP - CAREER DEVELOPMENT ACTION PLAN

To be filled in by Appraise and Immediate Manager/RM/ HOD
Trainings Attended
Trainings Conducted
Name/Title
Duration
Trainer
S.
Name/Title
Duration
No.

Participants
Covered

Qualification(s)- Professional/ Academic added during the current year

S. No.

Training Needs: To be planned together by the Appraisee and IM / RM / HOD

Please do not write names of courses or programs. Only indicate the areas.
Soft Skill Development Areas

Technical Training Areas

SECTION D: PERFORMANCE PLANNING FOR NEXT APPRAISAL PERIOD

(To be planned by Appraisee and Immediate Manager/ HOD)
Key Result/Performance
Performance measures/Indicators of success/Specific Tasks &
Areas (KRAs)
Objectives
K1

Weightage to
each KRA (in %)

Target
Dates

K2

K3

K4

K5

Signature (Appraisee)

Reference : JKT_PR_HR-02N

Signature (Immediate Manager)

Version : 03

Signature (Reviewing Manager)

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Date:

CONFIDENTIAL REPORT: to be filled by HOD/HR

1. Over all Rating ( To be filled in by HR)
Over all Deliverables rating (KRAs/KPAs) - R1
Over all Soft Skill Assessment rating - R2
Over all rating: R3 ( 0.6 x R1 + 0.4 x R2)

Signature HR:

Date:

2. Potential for holding high position, please specify reasons. To be filled jointly by HOD/HR
POTENTIAL
Technical Skills Required
Managerial Skills Required
Soft Skills Required
1. Ready Now for position of
2. Ready in 1 Year for position of
3. Not ready now
Over all Comments by HOD

Over all Comments by HR

3. OVERALL PERFORMANCE RATING: To be filled jointly by HOD/HR

EXCELLENT
VERY GOOD
GOOD

Signature- HR

Signature-HOD

AVERAGE

POOR

Date:

4. DIRECTORs COMMENTS

Reference : JKT_PR_HR-02N

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Signature- DIRECTOR

Reference : JKT_PR_HR-02N

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Date:

Version : 03

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