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