Performance Appraisal: a Tool
for People Development
Agenda
• Context (DEK Mission)• PA Objectives• PA Process• What are evaluated and How• Challenges and Areas for Improvement
Context (DEK Mission)
To deliver world-class services and global
products by empowering and developing our
members within a true Agile and Lean culture
PA’s Objectives
• People development• Career path: short/long-term goal setting• Actual performance vs Expected performance• Strength/weakness and areas for improvement• Training needs and coaching required
• Conflict resolution, team building• Talents identification• Role/responsibility clarification• Fair Salary Adjustment• Promotion, Reward, Layoff decision• Members’ feedbacks for operational improvement
PA Process
360 degree feedbacks principle
Team members to give the input for individual
performance reviews
DEK Coaches are the facilitators for the PA
Process
Twice a year (aim to have it quarterly)
360 Evaluation
• Team member give evaluation to each others
Additional Feedbacks
• DEK coach review evaluation and get additional feedbacks
1-1s Meetings
• DEK Coach discuss the result with the individual
• Agree on the improvement plan
Follow-up
• Making sure needed training / coaching in place
• Follow up on action plan
What Are Evaluated
Evaluation Form Example
Level Description Example
Challenges and Areas for Improvement
Measurement of Projects’/Teams’ performance and
relate it to individual performance
Tools (software) for PA (recommendation are
appreciated?)
Looking forward to your suggestions
Thank You