PERFORMANCE APPRAISAL MANUAL WHAT TO DO AND HOW TO COMPLETE THE

PERFORMANCE APPRAISAL FORM

(A) WHAT TO DO
Step 1: Set Goals / Weightage / Difficulty for each staff on Page 3 of the PA Form
Step 2: Set Desired Competencies (Behaviour) / Current Level / Targeted Level for
each staff on Page 5 of the PA Form
Step 3: Communicate the set goals and competencies to staff
Step 4: Review the achievement of the set goals and competencies with staff
Step 5: Get employee to fill up the employees section on Page 4 and 6 of the PA
Form against the set goals and competencies on Page 3 and 5.
Step 6: Get employee to fill up Page 7 & 8 of PA Form
Step 7: Get the form back from employee and supervisor review and complete the
form on Page 4,6,7,8 under the column Supervisors Comments & Observations
Step 8: Supervisor to rate the Employee Goal Achievement Assessment on Page 9
against the set goals listed on Page 3
Step 9: Supervisor to rate the Individual Competency Assessment Score on Page 11 of
the PA Form against the set desired competencies (behaviour) listed on Page 5
Step 10: Complete the form on Page 12 of the PA Form.
Step 11: Appraising Supervisor and Employee sign on the form
Step 12: Pass form to Divisional Manager to sign and for him/her to key in the data
into the Excel Spreadsheet.
FOR MANAGERS ONLY
Step 13: Key in the data done by supervisor on Page 9 and Page 11 into the
spreadsheet to calculate the total scoring for each staff
Step 14: Forward all duly completed PA Forms to HR and email the spreadsheet to
HR.

(B) HOW TO COMPLETE THE PA FORM

Step 1: (Goal Setting Period)
Part 1 / Section 2: Individual Goals (Page 3)
* Goals should be set at the beginning of the Financial Year before the mid year
review in October/November so that the goals can be assessed during mid year
review

List 3 to 5 key individual goals for each employee which is linked to

departments goals
Goals MUST be measurable and achievable so that the person can impact on
the goals given
DO NOT give an employee Development Goals and Stretch Goals at the same
time, i.e. if you set Stretch Goal(s) the remaining goals should be normal goals
and not a mixture of development and normal goals
Goals that are Clubs standard SHOULD NOT be set as individual goals.
Example: Pick up calls within three (3) rings
For Executives level and above, DO NOT give one Individual Goal and set
the weightage at 100%
For Non Executives who handles similar tasks, may be given same
individual goals. Example: All Production Workers in the same division may
be given the same / similar individual goals.
The total weightage for all the goals SHOULD add up to 100%

For this section, a staff may be given 1-2 development or stretch goals , 4-3 normal
goals ( for those setting 5 individual goals) or 1 development or stretch goal and 2
normal goals ( for those setting the minimum of 3 individual goals).

Step 2: (Goal Setting Period)

* Behaviour Competencies should be set at the beginning of the Financial Year before
the mid year review in October/November so that the goals can be assessed during
mid year review.
Part 1 / Section 3 (Page 5)

Use the Behaviour Anchored Rating Scale Booklet (BARS) for this section. A
copy of the BARS can be obtained from the Intranet.
Determine the desired behaviour competencies for each staff and list them in
the column Behaviour.
Determine the Current and Target Level :
- Needs Improvement
- Meets Expectation
- High Performing
List down the Specific Targeted Behaviour, if any

* Please take note:

Compulsory Competencies - Managers & Executives
Please choose any 1 of the compulsory competency for any one evaluation period:
Aligning Performance for Success
page 3 of BARS Booklet
Leadership
page 8 of BARS Booklet
Compulsory Competency Executives & Non-Executives
Technical / Professional Knowledge & Skills
page 11of BARS Booklet

Step 3: Communicates to Staff on the Goals set out in the PA Form

Step 4 / 5 / 6: Evaluation Period
Part 1 / Section 2 (Page 4)

Employee fills up the section under Employee Self Assessment and Critical
Incident Record on Page 4 of PA Form. Listing any critical incidents
pertaining or in relation to the individual goals set out in Part 1 / Section 2
(Page 3).

Part 1 / Section 3 (Page 6)

Employee fills up the section under Employee Self Assessment and Critical
Incident Record on Page 6 of PA Form. Listing any critical incidents
pertaining or in relation to the individual goals set out in Part 1 / Section 3
(Page 5).

Part 2 / Section 1 (Page 7 & 8)

Employee fills up the relevant section for each of the 5 questions on Page 7 &
8, i.e. if it is Mid-year Review, get the employee to fill his/her comment for
each question under Mid-year Review.
Do likewise for Year-end Review or any other reviews accordingly.

Employee completes whole of Step 4, pass the PA Form back to the respective
immediate supervisor for the supervisor to review through step 4 with the employee.

Step 7: (Evaluation Period between Supervisor and Employee)

Part 1 / Section 2 (Page 4)

Supervisor then pen his/her comments on the incidents listed by employee and
determine the results of achieving the goals by circling N, A or E under
Outcome Results column.

Part 1 / Section 3 (Page 6)

Supervisor then pen his/her comments on the incidents listed by employee and
determine the results of achieving the goals by circling N, A or E under
Outcome Results column

Part 2 / Section 1 (Page 7 & 8)

Supervisor pens his/her comments under Supervisor Comment, if any.

* It is recommended that both supervisor and employee sit down to go through this
step 5 together.

Step 8: (Supervisors Evaluation)

* This section is NOT to be shown to Employee.

The Executive is to provide the assessment for each staff.

Complete Page 9 Assessment for Mid year Review (Oct/Nov) and Page 10
Assessment for Year End Review (Mar/Apr) against the Individual Goals set
out in Page 3
D1 and D2 represent the Development Goals given, N1 N6 represent the
Normal Goals given and S1 S3 represent the Stretch Goals given.
Rate the staff according to the type of goals you set for the staff
If you rate the staff under Exceeded, i.e. a 5 or a 6, please attached a
written commentary or evidence of the achievement
If you rate the staff under Not Achieved, i.e. a 0 or a 1, please attached
a written commentary or evidence of the lack of achievement

Step 9: (Supervisors Evaluation on Staffs Behaviour Competences)

The Executive is to provide the assessment for each staff.

Complete Page 11 Assessment Table 2a for Mid year Review and Table 2b for
Year end Review against the Behaviour Competences set out in Page 5
Rate the staff according to the type of competence goals you set for the staff

Step 10 / 11 / 12: (Supervisors Evaluation on Page 12)

Complete Potential Assessment and/or Succession Planning if any.

Get Supervisors, Employees and Managers signature
Pen down the date
Return forms to HR after the Managers have key in the given assessment data
by the rating supervisor in Page 9 (mid year) or Page 10 (year end) and Page
11 into the Excel Spreadsheet

Step 13 / 14: (FOR MANAGERS ONLY)

Key in the data obtained from Page 9 and Page 11 of the PA Form into the
Excel Spreadsheet emailed to all Divisional Managers.
After keying in all the relevant data, sign on all PA Forms
Email the completed spreadsheet to Human Resource to consolidate the data
Return all duly completed and signed PA Forms to HR Department

THE END