AREVA – PERFORMANCE APPRAISAL

About Areva

AREVA T&D’s teams have continuously provided reliable, efficient and environmentally friendly
transmission and distribution solutions to improve network stability and make electricity
available everywhere.

Electricity

TOMORROW’S ENERGY CHALLENGES

The global electricity transmission and distribution market is growing at a fast pace
and this is forecast to continue over the coming years. New challenges such as
network interconnections, power generation diversity, including increased
renewable energy providers, as well as a heightened focus on efficiency, reliability
and environment-friendliness, will offer significant growth potential.

With over 125 years of experience, we are well-positioned to meet the energy
challenges of today and tomorrow.

AREVA T&D's technologies and expertise have always ensured

higher safety, reliability and capacity of power grids around the world.

We will continue provide global solutions to industrial partners in their need for
flawless energy and to utilities in their mission to supply energy to people around
the world:

Growing Energy Needs Worldwide

According to the International Energy Agency, the demand for energy is projected
to increase by 53% between 2004 and 2030, particularly in fast-developing
countries, such as China and India, which represent over 70% of this increase. Oil-
producing countries, such as the Gulf States, are also massively investing in their
transmission and distribution infrastructures.

To help our customers meet these growing energy demands, fight climate change
and manage increasingly complex grids, our market-oriented R&D teams develop
tailored and competitive solutions focused on improving:
• Reliability, through state-of-the-art products, such as FACTS (Flexible AC
Transmission Systems) and HVDC (High Voltage Direct Current) technology,
ensuring secure, high-quality energy supply;

• Stability, through FACTS devices that help integrate renewable generation

onto the grid and stabilize AC networks, and on-line stability solutions that
contribute to blackout prevention via phasor measurement units, advanced
modeling and visualization techniques;
 • Efficiency, through power electronics applications that improve active power
flow and reduce congestion; market management systems that allow the
efficient operation of and trading between energy markets; and low-loss
transformers that increase network performance;

• Environmental-friendliness, by connecting CO2-free generation and

renewable energy sources and providing eco-designed and low visual impact
products such as concrete substations in environmentally-coordinating colors.

In addition, we offer proven solutions and platforms, such as the e-terra suite, that
are available to support the new design and application requirements of smart grids
in all network operation and business domains – thus making smarter grids a reality.

Performance Management System

Performance management describes the processes by which managers improve the

performance of their employees by utilizing their power to reward, develop or
discipline as appropriate. A performance management system documents these
processes as company policy and may form a legally binding contract between the
company and one or more employees.

Essential Components of a Performance Management System are:

• A performance plan is negotiated between a manager and employee for a

given period (usually one year).
• During the year the manager gives employees feedback
• Performance is appraised at year-end
• decisions are made to reward, discipline or develop employees.
• The cycle is completed with a new performance plan.

Performance Management System in Areva

• e-MAP (Moving Ahead through Performance) is the name of the Performance

Management System which is followed in AREVA. This system was introduced
in the year 2002-03.
• e-MAP aims at creating alignment of the goals of executives with those of
company
• e-MAP covers Frontline Executives and Middle level Executives of AREVA

PERFORMANCE IN E-MAP

Definition of performance in MAP is based upon Key Result Areas (KRAs) and
Routine Responsibilities.
• KRAs are critical outcomes towards which effort is directed to achieve desired
business results.
 • Routine Responsibilities are significant-on-going tasks or outcomes that are
undertaken or delivered on a day-to- day basis.

MAP AT A GLANCE

PERFORMANCE CYCLE
The Performance Cycle of MAP is one year coinciding with AREVA’s financial year.
consists of three key phases:
• 1. Performance and Development Planning
 • 2. Mid Year Review
• 3. Final Review
VIEW OF CYCLE

Creating Performance Plan

 • Select KRAs.
• Set Targets and Action Plans for KRAs.
• Routine Responsibilities.
• Assign Weightages.

Creating Development Plan:

Development planning in MAP focuses on building individual capability using

competencies. Competencies relevant to a role are pre-defined in its URR (Unique
Role & Responsibilities) along with the desired proficiency level.

• Obtain appraiser’s and reviewer’s sign-off on performance & development

plan
• Editing the performance and development plan
• The edited plan will be finalized with appraiser and reviewer’s sign-off.

Mid Year Review Process

Final Review
Normalization

• In MAP, Normalization is the process of aligning the distribution of individual

performance score to the performance level of the company, unit and
department in a Performance Cycle.
• Normalization will ensure that
SITUATION…….

• AREVA Performance: Meets Expectations (Level= 3).

• Sector/Unit Performance: Meets Expectations (Level=3).
• Department A Performance: Moderately Above Expectations (Level= 4 as per
MOU Scale).
• Department B Performance: Moderately Below Expectations (Level=2 as per
MOU Scale).
AFTER NORMALIZTION…..

• The percentage of High performers in Department B will be less than the

percentage of high performers in Department A.
• Consequently in Department A, an Appraisee with a Final Score of 3.92 gets
a Final Performance Rating of 4- Moderately above expectation; and
 • Consequently in Department B, an Appraisee with a Final Score of 3.92 gets a
Final Performance Rating of 3- Meets Expectations.

AT THE LAST OVERALL SCORE CARD IS MENTAINED BY DIFERENT DEPARTMENTS

AND WILL BE USED TO TAKE RELATED DECISIONS