Performance Review Form (End of Probation)

Including Overseas Branches Employees Name: Division: Review Period : Date of Employment: Position: Review Date:

For General Staff

PART A Goal Achievement Review

(To be reviewed and completed by the Appraiser before the performance review meeting)

Please refer to the Goal Setting Form.

PART B Leadership Competencies Review

(To be completed by the Appraiser before the performance review meeting)

Rate
5 4 3 2 1 Exceptional Commendable Competent

Definition for rating scale

Consistently acts as a role model in demonstrating the behaviours associated with the relevant competency, and sometimes demonstrates the skills required for the next level up. Consistently demonstrates the expected behaviours for the competency and does them very well. Consistently demonstrates the expected behaviours for the competency and is competent

Meets Expectations at Sometimes demonstrates the expected behaviours for the competency times Below Expectations Rarely demonstrates the expected behaviours for the competency

Communicates Effectively and Candidly Demonstrates strong two-way communication skills. Conveys information and ideas in an open, articulate and timely manner. Considers cultural differences and the perspectives of others when communicating. Level Expected Behaviours Contrary Behaviours
Leading Self Maintains self- esteem. Is courteous and communicates with respect. Listens well. Pays attention to what is being said so that there is no misunderstanding or miscommunication. Makes a point to ask questions when you are not sure or dont know. It is better than having to re-work. Voices own opinion if you disagree instead of remaining silent and pretending to concur. Speaks and writes clearly, Is focused and to the point. Conveys how you feel to your boss and your colleagues particularly if you cannot cope and have difficulty with your work. Guesses, makes assumptions without checking the facts, consequently making errors unnecessarily. Speaks or writes without thinking issues through and therefore not clear about the purpose and content of discussion or communication. Gossips and complains behind the backs of colleagues instead of being open and honest.

Comments / Examples:

Rating:

Puts the Customer First 1

Strives to deliver high quality products and superior service that exceeds the expectations of our internal and external customers. Level Expected Behaviours Contrary Behaviours
Leading Self Takes personal responsibility to understand company products and other information relating to the company so that you are informed and can handle customers questions more effectively i.e. on your own if you know the answer or to divert the question to the appropriate people if you dont know how to respond. Demonstrates understanding of customer requirements. Finds out what customers want by asking questions to gain an in-depth understanding of their needs. Follows up with the customer in an organised and timely manner Provides excellent service. Adopts a problem solving attitude. Understands your own job only and does not have an overall picture of the department and the company, therefore unable to answer questions or divert them to the right people for prompt response. Indifferent to customers and is not proactive towards delivering superior service. Regards customers as trouble makers.

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Leads Change and Innovation Identifies the changing needs of our customers, team members and system and successfully leads innovation that improves the business. Level Expected Behaviours Contrary Behaviours
Leading Self Demonstrates willingness to learn. Is always curious and is open to making changes. Tries new approaches, new methods, new machines and anything new that would possibly make a difference to products and services. Takes initiative to identify better work methods, processes and systems. Perceives change as a nuisance and will say no even before trying - needs persuasion before trying. Prefers existing way of working and to stick to routine.

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Builds and Leverages Talent Builds the quality of Abdoolallys diverse team member base by seeking out high performers, helping others develop and grow, rewarding high achievement, and supporting diversity of ideas and perspectives. Level Expected Behaviours Contrary Behaviours
Leading Self Active in learning. Is knowledgeable and competent on the job, and is at a level whereby you can train others. Shares knowledge and expertise with others. Provides positive and negative feedback to colleagues to help them improve their performance. Acknowledges the efforts and accomplishments of others, and compliments these. Respects diversity of talent within a team. Refuses to learn new tasks.

Comments / Examples:

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Plans and Acts Strategically Develops a clear and compelling vision, strategy or action plan that is aligned with the organisations goals. Level Expected Behaviours Contrary Behaviours
Leading Self Is aware of team, department, divisional and AE group goals. Makes sure own work activities are aligned with team goals and strategies in order to meet delivery and performance targets. Demonstrates work behaviours that show commitment to the companys vision, mission, values and direction. Follows plans for completing work including to-do list, the sequence of activities, realistic time estimates, and the required resources. Breaks assignments down into manageable tasks that are concrete and easier to monitor and control. Does not make any effort to understand Division and AE group goals. Is Disorganised and works by intuition instead of having a well-thought-out plan.

Comments / Examples:

Rating:

Achieves Through Teamwork Works cooperatively as a member of a team and is committed to the overall team objectives rather than ones own interests. Is open to others diverse ideas and leverages the teams differences to achieve results. Level Expected Behaviours Contrary Behaviours
Leading Self Volunteers and makes a point of helping others within the team. Puts a face to the name by taking initiative to build network across the organisation and be helpful to others when they need help. Proactively updates and share relevant information with others. Seeks opportunities to collaborate with others even though they may have different viewpoints. Refrains from helping others, for fear of being overloaded with work Unwilling to share relevant information.

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Leads Through Influence Positively influences others and collaborates in ways that inspire them to take action and/or change their perspectives. Level Expected Behaviours Contrary Behaviours
Leading Self Puts faces to the names by taking initiative to build network throughout the organisation and helping others when they need it. Presents a sound rationale when seeking to gain support for ideas and/or recommendations. Finds ways to work with difficult people. Keeps the person updated, shows respect and ultimately obtains their support. Links ideas to need. Focuses on outcome and benefits. Seeks collaboration, agreement and buy-in, refrains from office politics. Does not speak out enough, lacks confidence. Has a mindset that nothing can be done. Cannot objectively separate personal dislikes or disagreements from work.

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Executes for Results 3

Relentlessly pursues the achievement of goals and sustained profitable growth while upholding the highest possible standards of fairness, honesty and integrity. Level Expected Behaviours Contrary Behaviours
Leading Self Sets high standards for own performance and knows how performances are measured. Asks questions to clarify assignments and priorities as needed. Gathers data and information to evaluate processes and programs. Takes initiative to resolve routine problems, knows when the issues should be escalated to the next level(s) up. Stays focused on most important work activities even when distractions occur, knows how to prioritise work. Meets deadlines for both internal and external customers. Maintains honesty to build personal and company credibility and integrity. Upholds the companys core values and leadership competencies. Fails to measure delivery and performance. Does not behave in an ethical manner; e.g. fails to demonstrate integrity.

Comments / Examples:

Rating:

PART C - The Appraisers Comments

(To be completed by the Appraiser before the performance review meeting)

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Signed by the Appraiser:

Date:

PART D - The Appraisees Acknowledgement/ Comments

(To be completed by the Appraisee after the performance review meeting)

I agree / disagree * with the above comments to my performance. My comments are:

___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________

Signed by the Appraisee:

Date:

PART E Recommendation from the Appraiser

____ ____ Confirm the appraisees employment ( ____ salary remain the same / _____ salary adjusted to : ______________________) Extend probation for_____________ month(s)

____ To be terminated on _____________________

Recommended by Appraiser:

Approved by Division Head:

Acknowledged by HR:

_____________________________ Name: Date:

____________________________ Name: Date :

___________________________ Name: Date: