5. Propuesta de intervención. Diseño, planificación y programación de intervención
5.2. Definición de resultados esperados e indicadores de logro
5.2.1. La participación, el conocimiento y el apoyo entre colegas
FILLING OF THE FORM ILLUSTRATIVE EXAMPLES
Some examples of entries to help the
Some examples of entries to help the Appraisee and Appraisers to fill the PAR form indicatedAppraisee and Appraisers to fill the PAR form indicated are indicated below:
are indicated below:
Constraints:
Constraints: Non –availability of equipment. Non –availability of equipment.
: Inadequate delegation power.
: Inadequate delegation power.
: Long geographical distance.
: Long geographical distance.
: Communication net- work is weak.
: Communication net- work is weak.
: Office records are inadequate and traceable.
: Office records are inadequate and traceable.
: Inadequate laboratory facilities/ support.
Development: This means new processes, system procedure which are developed and adopted.This means new processes, system procedure which are developed and adopted.
Only one item would be more than adequate. For example, reference may be made about new Only one item would be more than adequate. For example, reference may be made about new sy
syststem em fofor r comcompipililing ng acaccoucountnts s on on titimeme, , ststanandardardidizazatition on of of equequipipmementnt, , nenew w sysyststem em of of maintenance, safety and new mining methods etc
maintenance, safety and new mining methods etc
: In respect of development of people mention name of one or two subordinates : In respect of development of people mention name of one or two subordinates who were motivated to their working may be listed indicating specially the manner in which it who were motivated to their working may be listed indicating specially the manner in which it was done.
was done.
Special Achievements:
Special Achievements: Mention may be made abMention may be made about the earnestness with results were achieved,out the earnestness with results were achieved, for example these could be
for example these could be listed.listed.
-preparation of operation manual -preparation of operation manual -Absorption of new technology -Absorption of new technology -Substantial increase in equipment
-Substantial increase in equipment utilizationutilization -Staff deployment/retraining
-Staff deployment/retraining
-Designing new information system -Designing new information system -Substantial equipment re-habilitation -Substantial equipment re-habilitation - Improvement in quality of coal and sales
- Improvement in quality of coal and sales realizationrealization
Special Interest:
Special Interest:
Mention may be made of the Appraiser’s professional interest which may be even not related to Mention may be made of the Appraiser’s professional interest which may be even not related to the job entrusted to him. These could be in respect of writing, reading, cultural activities, sports the job entrusted to him. These could be in respect of writing, reading, cultural activities, sports etc.
etc.
: In the matter of social managerial dimension has to be made about the : In the matter of social managerial dimension has to be made about the contribution of the executives in developing the social organization in the company including contribution of the executives in developing the social organization in the company including contribution to activities outside the company. The Appraiser has to make his observation by contribution to activities outside the company. The Appraiser has to make his observation by indicating G (Good) ,N(Normal),and P(poor).
indicating G (Good) ,N(Normal),and P(poor).
Special Instructions Special Instructions
In respect of Development needs of an executives reference be made about areas of training In respect of Development needs of an executives reference be made about areas of training which would help the executives to grow further in his career, and these may be indicated in which would help the executives to grow further in his career, and these may be indicated in terms of topics in respect of managerial skills and technical skills. Job rotation of the executives terms of topics in respect of managerial skills and technical skills. Job rotation of the executives as a means of his further development and career growth is indicated.
as a means of his further development and career growth is indicated.
General instructions General instructions In all
In all case where the case where the gradigrading are ng are OutstOutstandinganding, , Very good, and Very good, and E (below average), the AppraiseE (below average), the Appraise must mention specifically the event to support his views in the column provide for criteria must mention specifically the event to support his views in the column provide for criteria incidents; otherwise it will be considered subjective.
incidents; otherwise it will be considered subjective.
Mere achievements of targets or marginal raise over it do not signify outstanding /very good Mere achievements of targets or marginal raise over it do not signify outstanding /very good performance. Remarks like “hard working and
performance. Remarks like “hard working and honest” also do not merit a grade honest” also do not merit a grade of “very good or of “very good or outstanding”.
outstanding”.
FORM – 1V FORM – 1V
(Annual Appraisal Form for all Non-executive Employees Borne in NCWA (Annual Appraisal Form for all Non-executive Employees Borne in NCWA Scale of Pay)
Scale of Pay)
Office
Office of of the the ………..……..
Report
Report for year for year ending………ending………...………...
(Strike out column not applicable)
4. Educational Educational Qualification………Qualification………
5. Date
5. Date of joining the of joining the Deptt………Deptt………
6. Preceding
6. Preceding Deptt/Section of Deptt/Section of Posting………Posting……… 7. Period for which the employee has worked
7. Period for which the employee has worked Under the Reporting
Under the Reporting Officer in the year………Officer in the year……… ASSESSMENT BY THE REPORTING OFFICER
ASSESSMENT BY THE REPORTING OFFICER 8.
8. Professional/technical Professional/technical general general “Very “Very Good” Good” “Good” “Good” “Poor”“Poor”
Knowledge and application Knowledge and application 9. If Supervisor:
9. If Supervisor:
(a)Capacity to plan, organize and execute (a)Capacity to plan, organize and execute (b)Delegating duties to and taking work (b)Delegating duties to and taking work
From subordinates exercising effective
11. Cost Cost consciousness consciousness yes yes NoNo
13.
13. Industry Industry and and aptitude aptitude for for work work “Very “Very Good” Good” “Good” “Good” “Poor”“Poor”
14.
14. Maintenance Maintenance of of official official records records “Very Good” “Very Good” “Good” “Good” “Poor”“Poor”
15.
15. Accuracy Accuracy &Speed &Speed “Very “Very Good” Good” “Good” “Good” “Poor”“Poor”
16. Capacity to express 16. Capacity to express 17. Has he been
17. Has he been warned for any failure?warned for any failure?
Or any inadequacy in the year
Or any inadequacy in the year in writingin writing Or orally? If so, give brief details.
Or orally? If so, give brief details.
18.
18. Relationship Relationship with with colleagues colleagues and and “Very “Very Good” Good” “Good” “Good” “Poor”“Poor”
Fellow employee Fellow employee
19. Was any disciplinary action initiated 19. Was any disciplinary action initiated against him during the period under against him during the period under report and if so, the result thereof?
report and if so, the result thereof?
20. Loyalty and honesty 20. Loyalty and honesty
21. Does his health interfere with his work?
21. Does his health interfere with his work?
22. Fitness for confirmation/promotion 22. Fitness for confirmation/promotion 23. General Remarks, if any
23. General Remarks, if any 24.
24. Overall Overall Grading Grading “Outstanding” “Outstanding” “Very “Very Good” Good” “Good” “Good” “Poor”“Poor”
Signature of Reporting Officer Signature of Reporting Officer
Name (in Block Letters) of the Reporting Officer Name (in Block Letters) of the Reporting Officer
Dated Designation
Dated Designation
REMARKS OF REVIEWING AUTHORITY REMARKS OF REVIEWING AUTHORITY
“Outstanding”
“Outstanding” “Very “Very Good” Good” “Good” “Good” “Poor”“Poor”
Signature of Reviewing Officer Signature of Reviewing Officer Name (in Block Letters) and Designation of the
Name (in Block Letters) and Designation of the Reviewing Officer Reviewing Officer
Rating “Poor” will only be considered as Adverse Entry. In c
Rating “Poor” will only be considered as Adverse Entry. In c ase the employee who has bease the employee who has beenen rated “Poor” or in case of any Adverse
rated “Poor” or in case of any Adverse Entry in the above report, the employee Entry in the above report, the employee should be shownshould be shown this report and in the token
this report and in the token there of his signature be obtained.there of his signature be obtained.
Signature of the Employee Signature of the Employee
INFERENCE INFERENCE
Question No. – 1 Question No. – 1
Out of the respondent so interviewed indicates
Out of the respondent so interviewed indicates that 83% of the persons are aware that 83% of the persons are aware of the methodof the method of performance appraisal system applicable to them where as
of performance appraisal system applicable to them where as 3% of respondents are not aware 3% of respondents are not aware of of the method of Performance Apprais
the method of Performance Appraisal and14 % al and14 % have expressed their ignorance to thehave expressed their ignorance to the Performance Appraisal system prevailing in the company.
Performance Appraisal system prevailing in the company.
On the whole it indicates that peo
On the whole it indicates that people are aware of the Performance Appraisal system applicableple are aware of the Performance Appraisal system applicable to the company.
to the company.
Question No. – 2 Question No. – 2
Out of the respond
Out of the respondent so intervent so interviewed indiiewed indicates that 100 % cates that 100 % of personof persons are agreed to the need of s are agreed to the need of Performance Appraisal system in which 67 % are agreed
Performance Appraisal system in which 67 % are agreed and 33 % are strongly agreed.and 33 % are strongly agreed.
So it can be concluded that majority of the people agree that there is a need of Performance So it can be concluded that majority of the people agree that there is a need of Performance Appraisal system in the organization.
Appraisal system in the organization.
Question No. – 3 Question No. – 3
Out of the respondents so interviewed indicates that only 5% of people are rated the performance Out of the respondents so interviewed indicates that only 5% of people are rated the performance rating system prevailing in the company to excellent and 17% of the respondents are rated to the rating system prevailing in the company to excellent and 17% of the respondents are rated to the preva
prevailiniling system to very good where as g system to very good where as 61% of people rated it good and 17 % considered it61% of people rated it good and 17 % considered it average.
average.
So we can conclude that majority of the people are satisfied with the existing system of So we can conclude that majority of the people are satisfied with the existing system of Performance Appraisal in the company.
Performance Appraisal in the company.
Question No. – 4 Question No. – 4
Out of the respondents so interviewed indicates that 91% of the people agree that there is influence of Out of the respondents so interviewed indicates that 91% of the people agree that there is influence of Performance Appraisal system over the efficiency & career growth of the workers on which 19%
Performance Appraisal system over the efficiency & career growth of the workers on which 19%
of people strongly agree to it and
of people strongly agree to it and 9 % of the people 9 % of the people disagree with the question.disagree with the question.
So it can be concluded that majority of people believe that the existing Performance Appraisal So it can be concluded that majority of people believe that the existing Performance Appraisal system does influence the efficiency & career growth of the workers.
system does influence the efficiency & career growth of the workers.
Question No. – 5 Question No. – 5
Out
Out of of ththe e resresponpondendents ts so so inintertervieviewed wed indindicaicates tes thathat t 50% 50% of of perpersonsons s havhave e resresponponded ded thathat t tratrainiiningng imparted to them in past does have an effect on their performance and 28 % of people believe that imparted to them in past does have an effect on their performance and 28 % of people believe that training imparted to them does not have any effects on their performance where as
training imparted to them does not have any effects on their performance where as 22% of respondents do22% of respondents do not want to give any comments.
not want to give any comments.
So it can be
So it can be concluded that training imparted to people in past do effects concluded that training imparted to people in past do effects their performance.their performance.
Question No. – 6 Question No. – 6
Out of the respondents so interviewed indicates that about 36 % of the respondent indicates that Out of the respondents so interviewed indicates that about 36 % of the respondent indicates that Perfomance Appraisal System bring out real training & development needs and 33 % said it does Perfomance Appraisal System bring out real training & development needs and 33 % said it does not bring out real training & development needs where as 31 % do not want to give any not bring out real training & development needs where as 31 % do not want to give any comments.
comments.
Hence it can conclude
Hence it can conclude that Performance Appraisal do bring the real training & that Performance Appraisal do bring the real training & development.development.
Question No. – 7 Question No. – 7
Out of the respondents so interviewed indicates that 4
Out of the respondents so interviewed indicates that 4 % of people gets only 1 % of people gets only 1 promotion in their promotion in their tenure of service, 25 % of
tenure of service, 25 % of people gets 2 promotions in their tenure, people gets 2 promotions in their tenure, 32 % of people gets 332 % of people gets 3 promotions in their t
promotions in their tenure and only 39 % of people getenure and only 39 % of people gets s 4 or more promotions i4 or more promotions in their tenure of n their tenure of service.
service.
So it can be concluded that period to remain in a particular post is too long or rather promotion So it can be concluded that period to remain in a particular post is too long or rather promotion occurs after a long time. Promotion in C.C.L
occurs after a long time. Promotion in C.C.L occurs in a fixed interval of period.occurs in a fixed interval of period.
Question No. – 8 Question No. – 8
Out of the respondents so interviewed indicates that 2
Out of the respondents so interviewed indicates that 2 2 % of the people 2 % of the people agrees that there is anagrees that there is an alternative way to compensate them if promotion has not been given to them where as 64 % of alternative way to compensate them if promotion has not been given to them where as 64 % of people don’t agree to it and
people don’t agree to it and 14 % of persons is indifferent to such thing 14 % of persons is indifferent to such thing as they gives noas they gives no comment to it.
comment to it.
So we can conclude
So we can conclude that the alternative way to compensate the that the alternative way to compensate the employees if promotion is notemployees if promotion is not provided to them is very less.
provided to them is very less.
Question No. – 9 Question No. – 9
Out of the respondents so interviewed indicates that 6
Out of the respondents so interviewed indicates that 6 7 % of people agree 7 % of people agree that Performancethat Performance Appraisal system helps in taking right decision regarding promotion on w
Appraisal system helps in taking right decision regarding promotion on w hich 11 % are stronglyhich 11 % are strongly agree while 33 % disagree with
agree while 33 % disagree with the question raised.the question raised.
So we can conclude
So we can conclude that Performance Appraisal system do helps in taking right decisionthat Performance Appraisal system do helps in taking right decision regarding promotion.
regarding promotion.
Question No. – 10 Question No. – 10
Out of the respondents so interviewed indicates,
Out of the respondents so interviewed indicates, 70 % of people believe 70 % of people believe that there is a system of that there is a system of Service Linked Upgradation in the organization and 8 % of people don’t agree to it where as 22 Service Linked Upgradation in the organization and 8 % of people don’t agree to it where as 22
% people gives no comment to it.
% people gives no comment to it.
So we can conclude
So we can conclude that there is a system of SLU in the organization that there is a system of SLU in the organization which is the way towhich is the way to compensate the people when promotion is not given to them due to some circumstances.
compensate the people when promotion is not given to them due to some circumstances.
Question No. – 11 Question No. – 11
Out of the respondents so interviewed indicates that 7
Out of the respondents so interviewed indicates that 7 0 % of people believe 0 % of people believe that their that their relationship with the superior, peers & subordinates affects the performance and
relationship with the superior, peers & subordinates affects the performance and 19 % of people19 % of people are strongly agree 11 % of the
are strongly agree 11 % of the people are disagree with such a people are disagree with such a relationship on which 3 % arerelationship on which 3 % are strongly disagree
strongly disagree So we can conclude
So we can conclude that the relationship of people with their superiors, peers & that the relationship of people with their superiors, peers & subordinates dosubordinates do effect their performance.
effect their performance.
Question No. – 12 Question No. – 12
Out of the respondents so interviewed indicates that 7
Out of the respondents so interviewed indicates that 7 8 % of respondents agree that d8 % of respondents agree that discussion of iscussion of the tasks do take place with their superior and 8 % of people does not agree to it where as 14% of the tasks do take place with their superior and 8 % of people does not agree to it where as 14% of peopledo not want to give any comments.
peopledo not want to give any comments.
So we can conclude
So we can conclude that discussion of the task takes place to that discussion of the task takes place to the people by their seniors.the people by their seniors.
Question No. – 13 Question No. – 13
Out of the respondents so interviewed indicates that o
Out of the respondents so interviewed indicates that o nly 42 % of people agree nly 42 % of people agree that performancethat performance imbalance is communicated to them satisfactorily and 36
imbalance is communicated to them satisfactorily and 36 % of respondents does not agree to % of respondents does not agree to itit where as 22 % of people do not want to give aany comments.
where as 22 % of people do not want to give aany comments.
where as 22 % of people do not want to give aany comments.