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Guidelines for Use of Performance Review & Development Form

2016
All employees (other than Retail Bank branch staff)
Performance Management process is a predetermined set of guidelines for each individual of an organization. It provides tools that are
designed to drive individual and thus organizational performance. Its significance is to measure the employees performance of employees and
encourage, motivate and reward them based on their performances and identify their developmental needs.

The Performance Review and Development form consists of six sections:

Section Description
A: Objectives List mutually agreed Objectives for the period being assessed i.e. January 01 December 31, 2016.
Comprises objectives that describe what had to be done to support organizational goals this year. Identify 4 to 5
objectives that are critical to achieve the desired targets in your job in concurrence with your supervisor.
B: Personality Attributes Lists Personality Attributes. This section needs to be filled by the Supervisor and the Employee needs to assess
him/her as well by ticking the most appropriate box.
C: Final Rating Gives the final rating. (Demonstrates an employees overall ranking considering relative performance within a team
and potential).
D: Personal Development Encapsulates personal development plan. This section needs to be filled by the Supervisor after discussion with the
Plan Employee. An employees Strengths and Developmental needs in the current role and those required for the next
level role are also catered in this section.
E: Annual Review Is to be filled by appraisee, appraiser and second level appraiser.
F: Performance For employees rated D (Needs Improvement) or E (Unsatisfactory)
Improvement Plan

Appraisal From Submission Process Time line

EMPLOYEE ASSESSMENT: The Employee needs to appraise him/herself on the attached appraisal January 2, 2017 January 09, 2017
form and hand over the form to his Supervisor latest by Jan 09, 2017.
SUPERVISOR ASSESSMENT: The Supervisor then needs to appraise the Employee and fill out the January 10, 2017 January 17, 2017
Ranking Sheet that will be provided to him by his Functional Head for Functional Leveling.
Please note that the Ranking Sheet will have the list of all employees under supervision of the
respective supervisor. The evaluated Ranking by the Supervisor i.e. A, B, C+, C, D or E should be
mentioned on the sheet.
SUBMISSION OF RATING SHEET TO THEIR FUNCTIONAL HEADS: The Supervisor needs to January 17, 2017
forward the Rating sheet along with any promotion recommendation to his respective Functional Head
on the said date.
The appraisal form should be kept / retained with the Supervisor until the ratings are
finalized by functional heads after discussions with HR
COMMUNICATION OF FINAL RANKINGS BY SUPERVISORS TO EMPLOYEES AND SUBMISSION February 27, 2017 March 03, 2017
OF APPRAISAL FORMS TO HR:
The supervisor needs communicate the ranking to his team after the approved rankings March 03, 2017 March 10, 2017
are received by functional heads. Please send the appraisal forms to HR within the
mentioned timelines. Increments will only be disbursed to those employees whom
completed appraisal form have been received by HR before the due date.

Employee # __________ Emp. Name: ______________________ Emp. Signature: ___________________________ Page 1 of 5

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Duly filled in and signed appraisal form should reach the HR department by March 10, 2017.
PERFORMANCE REVIEW & DEVELOPMENT FORM
Performance Year 2016
PERSONAL INFORMATION
Name: Employee #:
Date of Joining: Functional Title:
Department: Employees Grade:
Place of Posting: Division:
Name of Supervisor: Period Served at current Position:
Name of Next Level Employee No. of Supervisor:
Present Assignment: Employee No. of Next Level Supervisor:

SECTION A: OBJECTIVES SET FOR THE PERIOD JANUARY 01 - DECEMBER 31, 2016 (To be
filled by the Supervisor and the Employee).
Major Areas of Responsibility/Goals these typically relate to the major activities that you perform on your job and/or the goals that
have been established through mutual agreement by your manager and discussed with you. This is also an opportunity to describe
noteworthy accomplishments.
Performance Measures Employees Review Employees Supervisors Review Supervisors
Objectives/ Key (Targets) Describe the achievements in the light Self Describe the achievements in the Evaluation
of each objective and performance light of each objective and
Assignmen List measures for each objective. Be Assessment Please tick
measures performance measures
sure measures are quantifiable appropriate box in
ts Please tick
(measurable in numbers) or verifiable light of each
appropriate box in
(observable) objective and
List down 4-5 major light of each
performance
objective and
objectives performance measures
measures
Prepare Monthly, Half Yearly, Task completed in 1st week Have finalized monthly & yearly Fully Met Fully Met
Annual, Balance Sheets of of proceedings closing of all the six funds of Partially Partially
UBL Employees Funds Trusts. month(before cutoff date) UBL employees fund trusts. Met Met
Did not Did not
Meet Meet
Prepare the Bank Task completed in 1st week Have Finalized all the Fully Met Fully Met
Reconciliations & Other of proceedings reconciliations of bank and Partially Partially
Assets of all UBL employees month(before cutoff date) other Assets Accounts, Met Met

Employee # __________ Emp. Name: ______________________ Emp. Signature: ___________________________ Page 2 of 5

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Fund Trusts. complete the punching of data Did not Did not
in the Accounting software of Meet Meet
all the UBL Employees funds,
Assist in Investment and Quantity in numbers Used the data for preparation Fully Met Fully Met
treasury functions of all UBL of the surplus liquidity for the Partially Partially
Employees Fund Trusts. investment Met Met
Did not Did not
Meet Meet
Assist Internal /external Audit All the details for audit were Fully Met Fully Met
of all UBL Employees Fund arranged as per their Partially Partially
Trust. requirement with full co- Met Met
operation and without any Did not Did not
conflict. Meet Meet
Updating Pensioners data. Updated the pensioners Fully Met Fully Met
details after re-verification Partially Partially
of the Pensioners Met Met
Did not Did not
Meet Meet

SECTION B: PERSONALITY ATTRIBUTES (To be filled

by the Supervisor and the Employee).
These skills and behaviors have been identified as important for most employees.Please review and consider how you have
demonstrated these in your job.

Employees Supervisors
Personality Attributes Employees Review Self Appraisers Review Evaluation
Evaluation Please tick
Please tick appropriate
appropriate box
box
Customer Focus Guides Ex-employees about Highly Highly
Provides quality and timely service to the new verification process Effective Effective
customers. Identify venues to improve (Voice Biometric) help them Effective Effective
service quality. about Moderate Moderate
Communication Dealing with other institution for the Highly Highly
Communicates clearly and concisely. investment of excess funds in the Effective Effective
Listens to other in order to understand market/Treasury Division /Funds Effective Effective
issues, problems, or needs. Manager. Moderate Moderate
Team Work Give full support to accompanies Highly Highly
Works within the network to achieve staff for data punching in the HRMS Effective Effective
teams goals. Contributes to an system Effective Effective
enthusiastic & positive work Moderate Moderate
Employee # __________ Emp. Name: ______________________ Emp. Signature: ___________________________ Page 3 of 5
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environment.

Initiative Highly Highly

A self starter who demonstrates Effective Effective
willingness to take on new challenges, Effective Effective
responsibilities, and assignments. Moderate Moderate

Employee Signature: ___________________________________ Supervisors Signature:

________________________________________

SECTION C: FINAL RATING

To be filled by the Supervisor only.
Please check
the A
C+ A B-Very C+-Good D-Needs E-
Plus C-Good
appropriate Outstanding Good Improvement Unsatisfactory
EB C
D
box

Rating Scale Behavioral Definition

A Outstanding - Far exceeding expectation in most targets
B Very Good Exceeds expectations in most targets
Good Meets Targets
C+ Good
C Plus
Good
D Needs Improvement Performance that partly meets targets
E Unsatisfactory Does not meet expectations

SECTION D: INDIVIDUAL LEARNING & DEVELOPMENT PLAN (ILDP)

To be filled by the Supervisor after discussion with the Employee

1. Strengths

2. Development Needs/Areas of Improvement to perform better in the current role

3. Development Needs Required for Next Level Role

Prioritize needs to improve performance in the current role and development for next role (if next role in 12 to 18 months)

Action Plan
Skills/Competencies to Develop Developmental Activities* Target Date
Employee # __________ Emp. Name: ______________________ Emp. Signature: ___________________________ Page 4 of 5
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*Developmental activities could include structured on job learning, training programs, e-learning and projects etc.
The Form should be retained by the Supervisor until the Employees Final/Approved Rating is received back from the HR. it is just the Rating Sheet that
needs to be sent to the Supervisors respective Functional Head at this Stage.
Disclaimer: Information incorporated in section D endorses that the identified developmental needs (if any), has been discussed between appraiser &
appraise and same has been communicated to HR through rating sheet.

SECTION E: ANNUAL REVIEW

Comments regarding the Annual Performance review
Immediate Appraisers Comments 2nd Level Appraisers Comments 3rd Level Appraisers Comments

Signature Signature Signature

Date Date Date

Employee Comments & Signature

I confirm that I have read my supervisors review and my rating

Employee # __________ Emp. Name: ______________________ Emp. Signature: ___________________________ Page 5 of 5