Spreadsheet: 217880d1362239825-how-to-collate-all-results-thru-formula-performance-appraisal-form-for-self-appraisal-formula
Sheet: AGUNG

 | CKM CONSULTANTS PTE LTD
 | PERFORMANCE APPRAISAL FOR FY12/13
 | AGUNG
 | Designation:                DESIGN ENGINEER
 | [NAME]   Annual /Confirmation /Performance Review [please delete as appropriate]
 |  | Self Rating
 | I]   WORK OUTPUT FACTORS
 | Quality of Work
 | 5. Exceptionally high quality
 | 4. Quality of work is superior to that of general run of employees
 | 3. Quality is satisfactory
 | 2. Does not meet acceptable standard
 | 1. Has difficulties meeting acceptable standard
 | Sub Score | 4
 | Productivity / Efficiency
 | 5. Consistently accomplishes work on time, ahead of schedule
 | 4. Accomplishes what is required on time in an efficient manner
 | 3. Usually completes work assigned on time in a reasonable, well-planned manner
 | 2. Seldom completes work assigned on time, although some planning is evident
 | 1. Seldom completes work assigned on time, no planning evident
 | Sub Score | 5
 | Communication
 | 5. Effectively communicates with all levels of people in both written and verbal forms
 | 4. Able to communicate with all levels of people in both written and verbal forms satisfactorily
 | 3. Communicates with all staff levels in both written & verbal forms satisfactorily only under guidance
 | 2. Able to communicate with all staff levels only either verbally or in written form
 | 1. Lacks communication skills
 | Sub Score | 4
 | Team Work / Partnership
 | 5. Outstanding, willing to assist others & shows long-term organisational interest
 | 4. Very co-operative, quick to assist others in the interest of overall organisation interest
 | 3. Average team-worker, normally get along with others
 | 2. Generally able to get along with others
 | 1. Relations with others poor & occasionally quarrelsome
 | Sub Score | 5
 | TOTAL SCORE FOR WORK OUTPUT FACTORS [PART I]
 | II]   COGNITIVE FACTORS
 | Planning / Organising
 | 5. Plans independently & carries out work in proper manner
 | 4. Plans including execution well & generally meets expectations
 | 3. Systematic in carrying out instructions
 | 2. Requires guidance occasionally
 | 1. Poor in organisation and planning abilities
 | Sub Score | 4
 | Initiative /Resourcefulness
 | 5. Extremely enterprising, makes positive contributions beyond the normal rountines
 | 4. Sometimes assumes greater responsibilities beyond his basic duties
 | 3. Usually volunteers practicable and useful suggestions
 | 2. Gives suggestions only when asked
 | 1. Lack initiative and has no ambition
 | Sub Score | 5
 | Job Knowledge  (Not applicable to Associate Directors and above)
 | 5. Displays outstanding knowledge, skills & mastery of all aspects of work performance
 | 4. Displays above average knowledge, skills & competence in all aspects of work
 | 3. Has adequate knowledge and skill of work
 | 2. Has basic knowledge but must acquire greater skills in some areas
 | 1. Shows very little knowledge or skill in work performed
 | Sub Score | 4
 | Judgement /Problem Solving (Not applicable to Design Engineers, Junior Draftspersons and Administrative Assistants)
 | 5. Ability to foresee potential problems, provides effective & preventive solutions with commitment
 | 4. Identifies and report problems, provide solutions and take immediate action
 | 3. Identifies and report problems and provide solutions occasionally
 | 2. Reports problems without providing solutions
 | 1. No judgement and does not report problems
 | Sub Score
 | TOTAL SCORE FOR COGNITIVE FACTORS [PART II]
 | III]   COMMITMENT FACTORS
 | Dedication to the Organisation of CKM Consultants
 | 5. Always highly motivated & dedicated to job & demonstrates a strong sense of responsibility
 | 4. Usually motivated and dedicated to job and demonstrates sense of responsibility
 | 3. Sometimes motivated and attempts to show dedication to job with some sense of responsibility
 | 2. Needs to be motivated, lacks dedication to job with little sense of responsibility
 | 1. Not dedicated to job and shows no sense of responsibility
 | Sub Score | 5
 | Commitment
 | 5. Shows complete commitment. Requires no supervision; very keen to accept responsibilities
 | 4. Requires minimum supervision. Accept commitment & responsibilities willingly
 | 3. Usually trustworthy but requires supervision occasionally. Accepts fair share of responsibilities
 | 2. Need encouragement and supervision to get on with the work sometimes
 | 1. Is unreliable and needs constant supervision . Always evades responsibilities
 | Sub Score
 |  | 4
 | Perserverance /Responsibility
 | 5. Outstandingly reliable & highly responsible
 | 4. Reliable & responsible in most situations and no supervision needed
 | 3. Usually reliable & responsible
 | 2. Reliable only if guided & accepts responsibility only when directed
 | 1. Very often unreliable and avoids taking respkonsibility
 | Sub Score | 5
 | TOTAL SCORE FOR COMMITMENT FACTORS [PART III]
 | IV]   PERSONAL FACTORS (Not applicable to Associate Director and above)
 | Work Discipline
 | 5. Observes fully & at times makes further constructive suggestions
 | 4. Observes fully & at times beyond normal requirements
 | 3. Normally abides by the rules and regulations
 | 2. Needs to be reminded repeatedly to abide by the rules & regulations
 | 1. Does not seem to accept & breaks the rules and regulations
 | Sub Score | 5
 | Attitude to the Job/Enthusiasm for Work
 | 5. Has high interest in job. Shows great enthusiasm & looks for new responsibilities
 | 4. Requires very little direction in new areas of responsibilities
 | 3. Carries out tasks conscientiously & responsive under supervision
 | 2. Carries out the most obvious tasks without follow-up
 | 1. Hardly any enthusiasm & interest in job
 | Sub Score | 5
 | Overall Conduct
 | 5. Sets an outstanding example, a role model
 | 4. Sets a good example
 | 3. General behaviour & influence satisfactory
 | 2. Behaviour & influence occasionally doubtful
 | 1. Behaviour & influence doubtful
 | Sub Score | 5
 | TOTAL SCORE FOR PERSONAL FACTORS [PART IV]
 | V]   [NAME] /MANAGEMENT FACTORS ((Not applicable to Design Engineers, Junior Draftspersons and Administrative Assistants)
 | Control /Delegation
 | 5. Inspires others to exceed their expected capabilities
 | 4. A good leader who succeeds in promoting self-development in others
 | 3. Capable of leadership but does not inspire others
 | 2. Can only lead & control a small group under guidance
 | 1. Has difficulty in getting staff or colleagues to `move'
 | Sub Score | 0
 | Decision Making
 | 5. Exceptionally sound and decisive
 | 4. Decisions are usually good
 | 3. Decisions are adequate
 | 2. Decisions are inadequate and requires guidance
 | 1. Decisions are generally bad
 | Sub Score | 0
 | Team Building /Development (only applicable to Associate Director and Above)
 | 5. Very capable and active in developing subordinates
 | 4. Advises management of subordinates' developments
 | 3. Undertakes subordinates' developments when called upon
 | 2. Contributes little to the development of subordinates
 | 1. Makes no attempt to develop subordinates
 | Sub Score | 0
 | TOTAL SCORE FOR LEADERSHIP /MANAGEMENT FACTORS [PART V]
 | V]   CURRENT YEAR WORK TARGETS  [Points 1 - 5 for each goal]
 | 1 Not applicable for FY12/13
 | 2
 | 3
 | Sub Score
 | VI]   OVERALL PERFORMANCE SCORE [Total of Sub Scores under Part I, II, III, IV & V]
 | 0 - 49%                50 - 54%                55 - 69%                70 - 89%                90 % & above
 | Unsatisfactory     Satisfactory        Below Average       Above Average           Excellent
 | Date
 | VII]   WORK TARGETS FOR NEXT FINANCIAL YEAR:__FY13/14______
 | 1To satisfy client's need and keep on time delivery of the jobs
 | 2 Enhance my knowledge and skills, by self learning during free time.
 | 3
 | _________________________________
 | Date /Employee's Signature
 | VIII]   Based on your knowledge of your experience, skills and interest,
 | do you request or suggest a change or addition of duties?
 | IX]   To facilitate your personal development and ability to do more, do you request or suggest any trainings/presonal development programmes for yourself?
 | 1 Some of the AC jobs currently involves Prestressed Structure checking. PT software training such
 | 2 as RAPT or ADAPT-PT will be useful for me.
 | 3