Welcome to Presentation on Performance Management System

HR DepartmentBESCL, Bhilai

New Competency based Performance Management System has been introduced WEF 1st April 2004.

The new system is based upon the recommendations of Project Disha

Performance Management evaluation for the executives between E1 and E5 Grades will be carried out from 1st January till 31st December.

For executives between E6 and E9 Grades PM cycle will be between 1st April and 31st March.

ObjectivesTo Accomplish the over all organizational vision and mission by linking individual performance to company’s objectives.Cascade Companies Strategic goals to individual level.

To encourage two way communication and bring about transparency in the performance assessment process.

To evaluate the potential of the executives to assume higher responsibilities in the organization.

To translate future skill requirements of the organization into individual development plans.

To Identify high performers, to recognize them through rewards and incentives and to facilitate fulfillment of individual aspirations.

PMS Activities for E1 to E5

PMS forms will be issued from 01st December till 15th December.

•Performance Planning•Defining expectations•Setting measures and targets.•Identifying and allocating appropriate resources•Goals and objectives are ‘SMART’

S-SpecificM-MeasurableA-AgreeableR-RealisticT-Time Bound

Part-II

Competency assessment

Functional Competencies At least five functional and cross functional competencies are to be agreed upon and the same will be assessed.

These competencies are required for success in particular function or job involve demonstrating technical, functional knowledge skills and expertise.

Examples of Functional competencies

•Knowledge of power generation/Operations

•Knowledge of grid management grid code

•Knowledge of common problems in key equipments

Cross functional competencies.

Exposure to Maintenance, MTP & O&E

Knowledge of F&A,HR & IT

Managerial Competencies.

These competencies are helpful in achieving business strategies

Six competencies are to be assessed out of which three are mandatory.

Mandatory Managerial Competencies

Analytical AbilityLearningTeam Player

Optional CompetenciesCommunicationManagerial effectivenessDecision makingInterpersonal skillsInnovation/CreativityAdaptabilityCost ConsciousnessQuality Consciousness

Mid Year Review

Performance Planning is to be completed between 1st January and 25th January

PMS forms are to be submitted to HR Dept. between on or before 30th January.

PMS forms will be issued back to respective departments between 20th June and 30th June for Mid year review.

Mid year review shall take place between 1st July and fifteenth July.PMS forms will be submitted back to HR Department after completion of mid year review by 21st July.

Purpose of Mid Year Review

•Reinforcing good performance in time•Updating status of Targets and progress review•Identifying areas for mid course correction•Revisiting KPAs and Goals if necessary•Assessing resources and skill requirement affecting the individual’s performance.•Discussions and feedback on functional competencies, potential competencies, Managerial competencies and core value actualization.•Providing early warnings of non-performance, avoiding yearend surprises.

Annual Assessment of KPAs•HR shall resubmit the PACE forms to all reporting officers for annual assessment by 1st December •Invitation of Reporting officer to all executives working under him to participate in annual assessment.•Annual targets of KPAs vis-à-vis performance are analyzed and total marks are calculated.•Reporting officer shall rate the functional and technical competencies.•Managerial competencies will be evaluated by reporting officer.•Assessment of actualization of core values I.E COMIT.•Potential assessment will be carried out.•Reporting officer and reviewing officer shall sign the PMS Form.•Annual assessment will be completed by 7th January

Section Item Maximum

Marks

Part-1 Performance

Planning

65

Part-2 Competencies 20 10 each for functional and Managerial competencies.

Part-3 Core Values 5

Part-4 Potential

Appraisal

10

Total 100

Distribution of Marks for employees in the grades of E1-E5

Section Item Maximum

Marks

Part-1 Performance

Planning

50

Part-2 Competencies 25 10 for functional and 15 for Managerial competencies.

Part-3 Core Values 15

Part-4 Potential

Appraisal

10

Total 100

Distribution of Marks for employees in the grades of E6-E7

Completion of individual training and development plans.

Normalization process by Performance Management Committee between 15th January and 31st January

Within clusters with a population of at least 15 executives.

Executives within a cluster will be categorized asTop20, Middle 70 and Bottom 10..Performance scores will be finalized by PMC which are irreversible.

Completed PMS forms will be submitted in HR Dept by12th January

Communication and feed back.

After process of normalization Performance Management committee shall hand over all PMS forms to HR Department .

Final score, relative ranking and feed back will be intimated to the executive concerned by reporting officer by 15th February

Administration of PMS EDs GMs will facilitate implementation of PMS by monitoring progress and removing all road blocks, ensuring completion of assessment and submission of the same HR as per the time schedules for their respective units, departments and regions.

Activity Period Responsibility

Issue of PACE forms 15th March till

31st March

HR Dept.

Performance planning 1st April till

25th April

Executive

Reporting officer

Issue of PACE forms for Mid year review 20th Sept till

30th Sept.

HR Dept

Mid Year Review 1st October till

15th October

Executive

Reporting officer

Submission of PACE forms to HR 21st October Reporting officer

Issue of PACE forms for Annual assessment 15th March till

31st March

HR Dept.

Annual Assessment 1st April till 25th April Executive

Reporting Officer

Reviewing Officer

Submission of Completed PACE forms 30th April Executive

Normalization of PMS 1st May to 25th May Normalization Committee

HR to Coordinate

Performance Communication and feed back 31st May Reporting officer with help from HR Dept.

Audit of PMS.

Auditing is be don on sample basis.Audit team shall ensure that Reporting officer shall be of minimum of E5 Grade.KPAs are appropriately cascaded down at each level with appropriate balancing and sufficient stretch target to achieve individual and organizational goals

Parity in targets.KPA are set with data backups.Optional competencies are in line with role of executives. Targets are set with enough consultations

Audit of Mid year review and annual assessment

Changes madeOver all scoresStretch targets, calculation of marks Following principles of evaluationAudit of Normalization processComposition of audit committee and submission of report

Area Audit team Report submitted to

Plants Head of O&M

TS & HR

Head of HR of Region

Regions Head of OS/P&M/PS

And HR

Corporate HRD

Corporate Center Nominated members from Corporate planning, engineering & HR

Corporate HRD

Concerned BUHs, functional heads should cascade their KPAs to the executives reporting to him based on MOU Targets for that year with suitable stretch targets to ensure organizational excellence .

This process may be finalized in an SMC meeting/Departmental or group heads meeting which is to be held in the second week of march in each assessment year.

Questions frequently asked.

Earlier AAR System is better than the present system?

The present system is more confused with full of jargon and literature

Will this new system is of any use for me in getting my promotion and career advancement.