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FULL YEAR PERFORMANCE APPRAISAL FO

Employee Name**:
Job Title: NOC ENGINEER
Project:
Date Employed:
Evaluation Period: FULL YEAR
Appraiser: UGOCHUKWU N. UKACHUKWU
Date: XX - XX - 2015.
INSTRUCTIONS
Job performance and evaluation is an on-going process. Biannually, each em
job targets/expectations met. This form is used for a full year's evaluation.
feedbacks on staff performance are demanded, this would be adopted.
PART 1 - KPI's

These are key performance indicators. Each factor is based on performance


above. The factors include key responsibilities specific to this position.
PART II - PROFESSIONAL DEVELOPMENT

There are at least three entries of all actions that will be taken by the empl
continual job success and improvement in performance. This plan may incl
or actions to correct performance.
PART III - RECOMMENDATIONS

Recommendations based on the appraisals with specific justification to sup


RATING SCALE
85% - 100% (A+) - Exceptional: Performance far exceeded expectations du
work performed in all essential areas of responsibilities, resulting in an ove
excellent.

76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceede


areas of responsibility, as well as quality of overall work. Annual goals wer

66% - 75.9% (B) - Meets Expectations : Performance consistently met expe


responsibility, at times possibly exceeding expectations, and the quality of
most critical annual goals were met.

50% - 65.9% (c) - Improvement needed : Performance did not meet expect
meet expectations in one or more essential areas of responsibility, and/or o
goals were not met. A professional development plan to improve performa
including timelines, and monitored to measure progress.

<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below ex


of responsibility, and/or reasonable progress toward critical goals was not m
needed in one or more important areas.

PART I - KPI's (Ratings to be given by appraiser with concurrence o


rating scale)
Full
Performance Mandatory
Employee
Year
Measure
Indicators
Self Rating
Weight

AVAILABILITY

PENALTIES
REPORTING

FAULTS

IHS-COLLO

7.0%

7.00%

INT

7.0%

7.00%

MTN

7.0%

5.00%

IHS-Collo

3.5%

3.00%

INT

3.5%

3.00%

MTN

3.5%

3.00%

Daily Access Ref.


Request

6.0%

6.00%

Daily Tracking of
Corrective Actions till
Alarms are Cleared

6.0%

6.00%

Weekly Cluster Report


& Analysis

6.0%

6.00%

Daily Availability
Report

6.0%

6.00%

14.5%

12.00%

Timely Analysis &


Strategic Solutions

Total
Overall Score
Overall Rating
Gap Identified

Proposed
70%
64%
Intervention
(e.g
100%
85%
coaching, job
A*
rotation,
transfer,
PART
II
PROFESSIONAL
DEVELOPMENT P
training - indicate
title etc)

IT issues during night shift and holidays

IT Training

Network Configuration Requirement

Basic Cisco Training

Effective Customer Relation

Customer Loyalty Pep Talk

Equipment identification & functionality on siPeriodic site visitation

PART III - RECOMMENDATION


Rotation required (if applicable)
Reasons for rotation
Increase/Wage
recommendation
adjustment/training/other
recommendation

Rotation suggested
For better service delivery
Wage adjustment suggested

Reasons for increase/wage


adjustment/training or others

For increased productivity and retainment

Appraisee's comment on appraisal


Appraiser's comment on appraisal
It was an open exercise and the appraisee is satisfied with the appraiser

NAME
SIGNATURE
Employee:
Line Manager/Supervisor:
Reviewing Supervisor:
HR:
**NOTE - Employee being evaluated receives a copy of the completed ev
placed in his/her personal file.

ORMANCE APPRAISAL FORM

NSTRUCTIONS
process. Biannually, each employee provides the summary of
or a full year's evaluation. Also, in the year when formal
this would be adopted.

PART 1 - KPI's

or is based on performance during the period identified


pecific to this position.
SSIONAL DEVELOPMENT PLAN

t will be taken by the employee or the company to ensure


rmance. This plan may include growth, rotation, mentoring,
RECOMMENDATIONS

specific justification to support are made.


RATING SCALE
exceeded expectations due to exceptionally high quality of
ibilities, resulting in an overall quality of work that was

mance consistently exceeded expectations in all essential


all work. Annual goals were met.

ance consistently met expectations in all essential areas of


ctations, and the quality of work overall was very good. The

mance did not meet expectations performance failed to


s of responsibility, and/or one or more of the most critical
t plan to improve performance must be outlined in Section 3,
progress.

e was consistently below expectations in most essential areas


ward critical goals was not made. Significant improvement is

aiser with concurrence of appraise, please refer to the


rating scale)
Manager
Rating

Final
Rating

Target

5.00%

6.00%

Min availability of 99.95 as per agreed


SLA or with customer

4.00%

5.50%

Min availability of 99.8 as per agreed


SLA or with customer

5.00%

5.00%

Min availability of 99.00 as per agreed


SLA or with customer

3.00%

3.00% <1% of Revenue

3.00%

3.00% <1% of Revenue

3.00%

3.00% <1 % of Revenue

5.00%

5.50% <1% Daily report

5.00%

5.50% <1% Daily report

5.00%

5.50% <1% Daily report

5.00%

5.50% <1% Daily report

12.00%

55%

12.00% By Nov., 3105 Sites to be maintained.

60%

SIONAL DEVELOPMENT PLAN


Expected Outcome
To be able to resolve minor IT issues
Understanding configuration requirement
Better customer relationship
For better understanding of our sites

- RECOMMENDATION

delivery

uggested

uctivity and retainment

s comment on appraisal

s comment on appraisal

ppraiser

DATE

copy of the completed evaluation form and one copy

FULL YEAR PERFORMANCE APPRAISAL FO

Employee Name**:
Job Title: NOC ENGINEER
Project:
Date Employed:
Evaluation Period: FULL YEAR
Appraiser: UGOCHUKWU N. UKACHUKWU
Date: XX - XX - 2015.
Job performance and evaluation is an on-goingINSTRUCTIONS
process. Biannually, each em
job targets/expectations met. This form is used for a full year's evaluation.
feedbacks on staff performance are demanded, this would be adopted.
PART 1 - KPI's

These are key performance indicators. Each factor is based on performance


above. The factors include key responsibilities specific to this position.
PART II - PROFESSIONAL DEVELOPMENT

There are at least three entries of all actions that will be taken by the empl
continual job success and improvement in performance. This plan may incl
or actions to correct performance.
PART III - RECOMMENDATIONS

Recommendations based on the appraisals with specific justification to sup


RATING SCALE
85% - 100% (A+) - Exceptional: Performance far exceeded expectations du
work performed in all essential areas of responsibilities, resulting in an ove
excellent.

76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceede


areas of responsibility, as well as quality of overall work. Annual goals wer

66% - 75.9% (B) - Meets Expectations : Performance consistently met expe


responsibility, at times possibly exceeding expectations, and the quality of
most critical annual goals were met.

50% - 65.9% (c) - Improvement needed : Performance did not meet expect
meet expectations in one or more essential areas of responsibility, and/or o
goals were not met. A professional development plan to improve performa
including timelines, and monitored to measure progress.

<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below ex


of responsibility, and/or reasonable progress toward critical goals was not m
needed in one or more important areas.

PART I - KPI's (Ratings to be given by appraiser with concurrence o


rating scale)

Performance
Measure

AVAILABILITY

PENALTIES
REPORTING

FAULTS
Total
Overall Score
Overall Rating
Gap Identified

Mandatory
Indicators

Full
Year
Weight

Employee
Self Rating

IHS-COLLO

7.0%

6.00%

INT

7.0%

5.00%

MTN

7.0%

7.00%

IHS-Collo

3.5%

3.00%

INT

3.5%

3.00%

MTN

3.5%

3.00%

Daily Access Ref.


Request

6.0%

5.00%

Daily Tracking of
Corrective Actions till
Alarms are Cleared

6.0%

4.00%

Weekly Cluster Report


& Analysis

6.0%

4.00%

Daily Availability
Report

6.0%

5.00%

14.5%

12.00%

Timely Analysis &


Strategic Solutions

Proposed
70%
57%
Intervention
(e.g
100%
82%
coaching, job
A
rotation,
transfer,
PART
II - PROFESSIONAL
DEVELOPMENT P
training
- indicate
title etc)

Applying Strategic Thinking to Surpassing


SLA (Availability)
Assistance to NOC Manager in Training
Others

PART III - RECOMMENDATION


Rotation required (if applicable)
Reasons for rotation
Increase/Wage
recommendation
adjustment/training/other
recommendation
Reasons for increase/wage
adjustment/training or others

For better service delivery


Wage adjustment suggested
For increased productivity

Appraisee's comment on appraisal

Appraiser's comment on appraisal


It was an open exercise and the appraisee is satisfied with the appraiser

NAME
SIGNATURE
Employee:
Line Manager/Supervisor:
Reviewing Supervisor:
HR:
**NOTE - Employee being evaluated receives a copy of the completed ev
placed in his/her personal file.

ORMANCE APPRAISAL FORM

process.
Biannually, each employee provides the summary of
NSTRUCTIONS
or a full year's evaluation. Also, in the year when formal
this would be adopted.

PART 1 - KPI's

or is based on performance during the period identified


pecific to this position.
SSIONAL DEVELOPMENT PLAN

t will be taken by the employee or the company to ensure


rmance. This plan may include growth, rotation, mentoring,
RECOMMENDATIONS

specific justification to support are made.


RATING SCALE
exceeded expectations due to exceptionally high quality of
ibilities, resulting in an overall quality of work that was

mance consistently exceeded expectations in all essential


all work. Annual goals were met.

ance consistently met expectations in all essential areas of


ctations, and the quality of work overall was very good. The

mance did not meet expectations performance failed to


s of responsibility, and/or one or more of the most critical
t plan to improve performance must be outlined in Section 3,
progress.

e was consistently below expectations in most essential areas


ward critical goals was not made. Significant improvement is

aiser with concurrence of appraise, please refer to the


rating scale)

Manager
Rating

Final
Rating

Target

5.00%

5.50%

Min availability of 99.95 as per agreed


SLA or with customer

6.00%

5.50%

Min availability of 99.8 as per agreed


SLA or with customer

7.00%

7.00%

Min availability of 99.00 as per agreed


SLA or with customer

3.00%

3.00% <1% of Revenue

3.00%

3.00% <1% of Revenue

3.00%

3.00% <1 % of Revenue

4.00%

4.50% <1% Daily report

4.00%

4.00% <1% Daily report

5.00%

4.50% <1% Daily report

5.00%

5.00% <1% Daily report

13.00%

58%

12.50% By Nov., 3105 Sites to be maintained.

58%

SIONAL DEVELOPMENT PLAN


Expected Outcome

- RECOMMENDATION

delivery

uggested

uctivity

s comment on appraisal

s comment on appraisal

ppraiser

DATE

copy of the completed evaluation form and one copy

FULL YEAR PERFORMANCE APPRAISAL FO

Employee Name**:
Job Title: NOC ENGINEER
Project:
Date Employed:
Evaluation Period: FULL YEAR
Appraiser: UGOCHUKWU N. UKACHUKWU
Date: XX - XX - 2015.
INSTRUCTIONS
Job performance and evaluation is an on-going process. Biannually, each em
job targets/expectations met. This form is used for a full year's evaluation.
feedbacks on staff performance are demanded, this would be adopted.
PART 1 - KPI's

These are key performance indicators. Each factor is based on performance


above. The factors include key responsibilities specific to this position.
PART II - PROFESSIONAL DEVELOPMENT

There are at least three entries of all actions that will be taken by the empl
continual job success and improvement in performance. This plan may incl
or actions to correct performance.
PART III - RECOMMENDATIONS

Recommendations based on the appraisals with specific justification to sup


RATING SCALE
85% - 100% (A+) - Exceptional: Performance far exceeded expectations du
work performed in all essential areas of responsibilities, resulting in an ove
excellent.

76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceede


areas of responsibility, as well as quality of overall work. Annual goals wer

66% - 75.9% (B) - Meets Expectations : Performance consistently met expe


responsibility, at times possibly exceeding expectations, and the quality of
most critical annual goals were met.

50% - 65.9% (c) - Improvement needed : Performance did not meet expect
meet expectations in one or more essential areas of responsibility, and/or o
goals were not met. A professional development plan to improve performa
including timelines, and monitored to measure progress.

<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below ex


of responsibility, and/or reasonable progress toward critical goals was not m
needed in one or more important areas.

PART I - KPI's (Ratings to be given by appraiser with concurrence o


rating scale)
Full
Performance Mandatory
Employee
Year
Measure
Indicators
Self Rating
Weight

AVAILABILITY

PENALTIES
REPORTING

FAULTS
Total
Overall Score
Overall Rating
Gap Identified

IHS-COLLO

7.0%

7.00%

INT

7.0%

7.00%

MTN

7.0%

5.00%

IHS-Collo

3.5%

3.00%

INT

3.5%

3.00%

MTN

3.5%

3.00%

6.0%

6.00%

6.0%

6.00%

Daily Tracking of
Corrective Actions till
Alarms are Cleared

6.0%

6.00%

Daily Availability
Report

6.0%

6.00%

14.5%

12.00%

Daily Site down


Report
Daily Real-time Alarm
Capturing

Timely Supervision
of Fault Escalations

Proposed
70%
64%
Intervention
(e.g
100%
85%
coaching, job
A*
rotation,
transfer,
PART
II
- PROFESSIONAL
DEVELOPMENT P
training
- indicate
title etc)

IT issues during night shift and holidays

IT Training

Network Configuration Requirement

Basic Cisco Training

Effective Customer Relationship (Internal


Customer - Field Engrs.)

Customer Loyalty Pep Talk

Equipment identification & functionality on


site

Periodic site visitation

PART III - RECOMMENDATION


Rotation required (if applicable)
Reasons for rotation
Increase/Wage
recommendation
adjustment/training/other
recommendation
Reasons for increase/wage
adjustment/training or others

Promotion suggested
For better service delivery
Wage adjustment suggested
For increased productivity

Appraisee's comment on appraisal


Appraiser's comment on appraisal
It was an open exercise and the appraisee is satisfied with the appraiser

NAME
SIGNATURE
Employee:
Line Manager/Supervisor:
Reviewing Supervisor:
HR:
**NOTE - Employee being evaluated receives a copy of the completed ev
placed in his/her personal file.

ORMANCE APPRAISAL FORM

NSTRUCTIONS
process. Biannually, each employee provides the summary of
or a full year's evaluation. Also, in the year when formal
this would be adopted.

PART 1 - KPI's

or is based on performance during the period identified


pecific to this position.
SSIONAL DEVELOPMENT PLAN

t will be taken by the employee or the company to ensure


rmance. This plan may include growth, rotation, mentoring,
RECOMMENDATIONS

specific justification to support are made.


RATING SCALE
exceeded expectations due to exceptionally high quality of
ibilities, resulting in an overall quality of work that was

mance consistently exceeded expectations in all essential


all work. Annual goals were met.

ance consistently met expectations in all essential areas of


ctations, and the quality of work overall was very good. The

mance did not meet expectations performance failed to


s of responsibility, and/or one or more of the most critical
t plan to improve performance must be outlined in Section 3,
progress.

e was consistently below expectations in most essential areas


ward critical goals was not made. Significant improvement is

aiser with concurrence of appraise, please refer to the


rating scale)
Manager
Rating

Final
Rating

Target

5.00%

6.00%

Min availability of 99.95 as per agreed


SLA or with customer

4.00%

5.50%

Min availability of 99.8 as per agreed


SLA or with customer

5.00%

5.00%

Min availability of 99.00 as per agreed


SLA or with customer

3.00%

3.00% <1% of Revenue

3.00%

3.00% <1% of Revenue

3.00%

3.00% <1 % of Revenue

5.00%

5.50% <1% Daily report

5.00%

5.50% <1% Daily report

5.00%

5.50% <1% Daily report

5.00%

5.50% <1% Daily report

12.00%

55%

12.00% By Nov., 3105 Sites to be maintained.

60%

SIONAL DEVELOPMENT PLAN


Expected Outcome
To be able to resolve minor IT issues
Understanding configuration requirement
Better customer relationship
For better understanding of our sites

- RECOMMENDATION

ed

delivery

uggested

uctivity

s comment on appraisal

s comment on appraisal

ppraiser

DATE

copy of the completed evaluation form and one copy

FULL YEAR PERFORMANCE APPRAISAL FO

Employee Name**:
Job Title: NOC ENGINEER
Project:
Date Employed:
Evaluation Period: FULL YEAR
Appraiser: UGOCHUKWU N. UKACHUKWU
Date: XX - XX - 2015.
INSTRUCTIONS
Job performance and evaluation is an on-going process. Biannually, each em
job targets/expectations met. This form is used for a full year's evaluation.
feedbacks on staff performance are demanded, this would be adopted.
PART 1 - KPI's

These are key performance indicators. Each factor is based on performance


above. The factors include key responsibilities specific to this position.
PART II - PROFESSIONAL DEVELOPMENT

There are at least three entries of all actions that will be taken by the empl
continual job success and improvement in performance. This plan may incl
or actions to correct performance.
PART III - RECOMMENDATIONS

Recommendations based on the appraisals with specific justification to sup


RATING SCALE
85% - 100% (A+) - Exceptional: Performance far exceeded expectations du
work performed in all essential areas of responsibilities, resulting in an ove
excellent.

76% - 84.9% (A) - Exceeds Expectations: Performance consistently exceede


areas of responsibility, as well as quality of overall work. Annual goals wer

66% - 75.9% (B) - Meets Expectations : Performance consistently met expe


responsibility, at times possibly exceeding expectations, and the quality of
most critical annual goals were met.

50% - 65.9% (c) - Improvement needed : Performance did not meet expect
meet expectations in one or more essential areas of responsibility, and/or o
goals were not met. A professional development plan to improve performa
including timelines, and monitored to measure progress.

<=49.9% (D) - Unsatisfactory/Exit : Performance was consistently below ex


of responsibility, and/or reasonable progress toward critical goals was not m
needed in one or more important areas.

PART I - KPI's (Ratings to be given by appraiser with concurrence o


rating scale)
Full
Performance Mandatory
Employee
Year
Measure
Indicators
Self Rating
Weight

AVAILABILITY

PENALTIES
REPORTING

NOC
SPECIFICS

FAULTS
Total
Overall Score
Overall Rating
Gap Identified

IHS-COLLO

7.0%

6.00%

INT

7.0%

6.00%

MTN

7.0%

7.00%

IHS-Collo

3.5%

3.00%

INT

3.5%

3.00%

MTN

3.5%

3.00%

6.0%

5.00%

6.0%

6.00%

Behavioral
Interractions with
Field Engrs.
(Persuasiveness)

6.0%

4.00%

Overall Least Number


of TT from Reports

6.0%

6.00%

14.5%

7.00%

Daily Site down


Report
Daily Real-time Alarm
Capturing

Timely Escalation
of Faults/RCA

Proposed
70%
56%
Intervention
(e.g
100%
79%
coaching, job
A
rotation,
transfer,
PART
II
PROFESSIONAL
DEVELOPMENT P
training - indicate
title etc)

IT issues during night shift and holidays

IT Training

Network Configuration Requirement

Basic Cisco Training

Effective Customer Relationship (Internal


Customer - Field Engrs.)

Customer Loyalty Pep Talk

Equipment identification & functionality on


site

Periodic site visitation

PART III - RECOMMENDATION


Rotation required (if applicable)
Reasons for rotation
recommendation
Increase/Wage
adjustment/training/other
recommendation

For better service delivery


Wage adjustment suggested

Reasons for increase/wage


adjustment/training or others

For increased productivity and loyalty to Company

Appraisee's comment on appraisal


Appraiser's comment on appraisal
It was an open exercise and the appraisee is satisfied with the appraiser

NAME
SIGNATURE
Employee:
Line Manager/Supervisor:
Reviewing Supervisor:
HR:
**NOTE - Employee being evaluated receives a copy of the completed ev
placed in his/her personal file.

ORMANCE APPRAISAL FORM

NSTRUCTIONS
process. Biannually, each employee provides the summary of
or a full year's evaluation. Also, in the year when formal
this would be adopted.

PART 1 - KPI's

or is based on performance during the period identified


pecific to this position.
SSIONAL DEVELOPMENT PLAN

t will be taken by the employee or the company to ensure


rmance. This plan may include growth, rotation, mentoring,
RECOMMENDATIONS

specific justification to support are made.


RATING SCALE
exceeded expectations due to exceptionally high quality of
ibilities, resulting in an overall quality of work that was

mance consistently exceeded expectations in all essential


all work. Annual goals were met.

ance consistently met expectations in all essential areas of


ctations, and the quality of work overall was very good. The

mance did not meet expectations performance failed to


s of responsibility, and/or one or more of the most critical
t plan to improve performance must be outlined in Section 3,
progress.

e was consistently below expectations in most essential areas


ward critical goals was not made. Significant improvement is

aiser with concurrence of appraise, please refer to the


rating scale)
Manager
Rating

Final
Rating

Target

5.00%

5.50%

Min availability of 99.95 as per agreed


SLA or with customer

7.00%

6.50%

Min availability of 99.8 as per agreed


SLA or with customer

6.00%

6.50%

Min availability of 99.00 as per agreed


SLA or with customer

3.00%

3.00% <1% of Revenue

3.00%

3.00% <1% of Revenue

3.00%

3.00% <1 % of Revenue

6.00%

5.50% <1% Daily report

6.00%

6.00% <1% Daily report

4.00%

4.00% <1% Daily report

5.00%

5.50% <1% Daily report

7.00%

7.00% By Nov., 3105 Sites to be maintained.

55%

56%

SIONAL DEVELOPMENT PLAN


Expected Outcome
To be able to resolve minor IT issues
Understanding configuration requirement
Better customer relationship
For better understanding of our sites

- RECOMMENDATION

delivery

uggested

uctivity and loyalty to Company

s comment on appraisal

s comment on appraisal

ppraiser

DATE

copy of the completed evaluation form and one copy

S/N

Name

1
2
3
4
5
6
7
8
9
10
11
12
13
1
2
3
4
5
6
7
8

ANIKPUTA RAYMOND ARINZE


DANIEL PAUL ETTIEH
PRINCESS EBERE STELLA IWUOHA
UDEH STELLA ONYINYE
ANIKPUTA PERPETUA CHINENYE
ULODIAKU JOHNMARTINS IFEANYI
VINCENT IHECHI O N W U N E M E
KEMI AKANBI
FRIDAY ODIGIE
AHAMS EBERECHI OLACHI
ONYIA AMUCHE LYNDA
ADETAYO KOLADE
OMEDE UCHUBIYOJO SUNDAY
Ezeugo Ibeneme
Majasan Bukola
Oladosu Tawakalitu A
hezekiah henry
AKPAN EMMANUEL ITA
MAJASAN ILESANMI OLAOLUWA
ACHEMA ABU
UGOCHUKWU NEHEMIAH UKACHUKWU

S/N

Name

ONI FUNMILOLA

SHEKONI BOLANLE

OLAWALE SAHEED

RACHEAL ATEWE

ASENIYI OLUBUKOLA

YISAU OLAKUNLE

IBITOYE BLESSING

ANIKPUTA PERPETUA CHINENYE

TOSIN ISMAIL

10

YUSUF OLAOLU

11

OGUNYEMI OLAYINKA

S/N
1
2
3
4
5
6

Name
ONABAJO FEMI PETER
MIRIAM ONOH
AMOO OLUWATOSIN
SOPHIE AKPEDE
ADEMODI OPEYEMI CLEMENT
GODWIN TEMITOPE

7
8

OLAOLUWA AKIBU
OLALERE ADENIYI

Email address

Number

anikpus@yahoo.com
dan.ettieh@yahoo.com
PRINCESSEBERE706@YAHOO.COM
stellaonyinye90@gmail.com
panikputa@yahoo.com
ifeanyijohnmartins@gmail.com
vincent.onwuneme@yahoo.com
akanbiramat@gmail.com
odigie4christ@yahoo.com
ahamseberechi@gmail.com
onyiamuche@gmail.com
adetayo.kolade@gmail.com
chubi4god@gmail.com
ezeibeneme@gmail.com
bukolamajasan2@gmail.com
jokewealth008@yahoo.com
smarthenroo@yahoo.com
EMMARK.AKPAN@gmail.com
majahonline@yahoo.com
abu.a@ipipowertech.com
Nehemiah.u@ipipowertech.com

8030868250
7033234842
7030814263
8100273853
8033535542
08063312984, 08097376633
8067643444
8075252285
8061631151
8036221438
7064605905
08130636981/ 08032668115
8055709950
08050424852, 07031944092
8034889510
08170052115, 08034983994
08064344660, 08151248584
8164719267
7033812411
07016823863/08024269684/08033946389
080299161786/08055574665/08090273700

Email address

Number

fumbeth@yahoo.com
sheksmiles@gmail.com
olawale.ipt@gmail.com
atewerachel@gmail.com
Oaseniyi@yahoo.com
wounderboy700@gmail.com
opeibukun@yahoo.com
panikputa@yahoo.com
icadora4real2003@gmail.com
laoluakeeb@gmail.com
ogunyemi.olayinka@gmail.com

8154136007

Email address
fensticgatuso@gmail.com
cuchizoba@gmail.com
eboneeamoo@gmail.com
akpedetorks@gmail.com
clementopeyemi8@gmail.com
temigodwin9@gmail.com

7036588642
8039406574
8183906831
8035815302
7066252262
8058576485
8137467573
8030517005
8034780603
8029999369

Number
07067535854 / 08127979870
08052915395 / 08132045555
09094627804 / 07030307844
08157663539 / 08109101450
08164360620 / 08030789326
8058483898

laoluakeeb@gmail.com
adeniyi.olalere@gmail.com

8034780603
7034577642

STATUS
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
DATA ANALYST
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
DATA ANALYST
NOC MGR.

PROJECT
INT
INT
INT
INT
INT
INT
INT
INT
INT
INT
INT
INT
INT & IHS-COLLO
IHS-COLLO
IHS-COLLO
IHS-COLLO
IHS-COLLO
IHS-COLLO
IHS-COLLO
INT & IHS-COLLO
NOC MGR.

Designation

Project

NOC Engineer

ATC-Airtel

NOC Engineer

ATC-Airtel

NOC Engineer

ATC-Airtel

NOC Engineer

ATC-Airtel

NOC Engineer

ATC-Airtel

NOC Engineer

ATC-Airtel

NOC Engineer

ATC-Airtel

NOC Engineer

ATC-Airtel

OPEX ANALYSIS

ATC-Airtel

NOC Engineer

ATC-Airtel

NOC TeamLead

ATC-Airtel

Designation
Team Lead / Opex Analysis
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer
NOC Engineer

Project
HUAWEI-Airtel
HUAWEI-Airtel
HUAWEI-Airtel
HUAWEI-Airtel
HUAWEI-Airtel
HUAWEI-Airtel

RETRIEVED FROM HUAWEI NOC

NOC Engineer
NOC Engineer

HUAWEI-Airtel
HUAWEI-Airtel

FIELD ENG
RASAK HAMMED
ROMANUS EVERRISTICS
WILLIAM BETHEL
NATHAN NGWU
VALENTINE UKIWA
CHIKA ODIONYEFE

rasak.amed@gmail.com
everrealno@yahoo.com
bethelslink@gmail.com
ngwu.nathan@yahoo.com
valentine.ipt@gmail.com
kuffourdegood@yahoo.com

FIELD ENGINEERS
9029468807
08128683912 / 08066835330
08127980169 / 08067167324
08037506602 / 08127980065
08035407294 / 08127980107
08063335637 / 08127980121

FIELD OPERATION MANAGER


ASS. FIELD OPERATION MANAGER
REGION PPM CORDINATOR
FIELD SUPERVISOR ENGINEER
FIELD SUPERVISOR ENGINEER
FIELD SUPERVISOR ENGINEER

HUAWEI-Airtel
HUAWEI-Airtel
HUAWEI-Airtel
HUAWEI-Airtel
HUAWEI-Airtel
HUAWEI-Airtel

Key Leadership Competencies

Questions to facilitate
discussion

Management Excellence

How well does the


manager recruit, retain,
and develop staff in order
to meet current and future
needs?

Provides regular feedback, acknowledges success


and the need for improvement

How did the manager,


Data Analyst and TL deal
with ineffective
performance?

Develops and supports career plans and learning


opportunities

Did the manager address


work-life balance issues?

Deals with ineffective performance

How frequently and


effectively did the
manager provide
coaching and feedback to
staff?

Coaches, challenges and provides opportunities for


growth

What career growth,


challenges and
opportunities did the
manager provide?

Supports and promotes work-life balance


Engagement

How did the manager


engage staff?

Solicits input and listens to staff

In what ways did the


manager inspire
commitment?

Gives credit for the contributions of staff

Were there significant


challenges in mobilizing
others?

Encourages open constructive discussion of diverse


perspectives
Strategic Thinking

Translates vision into concrete work activities

If so, how were they


handled?

In what ways did the


manager translate vision
into concrete work
activities?

How effectively did the


manager encourage and
incorporate diverse and
creative perspectives?

Encourages and incorporates diverse and creative


initiatives and perspectives
Values and Ethics

Incorporates equitable practices into HR planning

Builds and promotes a safe and healthy, respectful


unit, free of harassment and discrimination

In what ways and how


effectively did the
manager foster a fair,
safe, healthy and
respectful unit?

Did the manager achieve


results partly through
inappropriate means?
(e.g., make decisions
more often based on
marrow organizational
interests rather than the
public interest)

Acts with transparency and fairness in all


transactions, including staffing, contracting, and dayto-day activities

Demonstrated
behaviors and rationale

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