PERFORMANCE MANAGEMENT SYSTEM

20-21 Goal Setting Format

(O1 & GM)

Employee Name Date of Joining Manager / Designation

Employee ID Last Date of Promotion Functional Manager / Designation
Designation Business/Group/Sector Reviewing Officer / Designation
Department Location Status

Goals/ Key Result Areas (KRAs) [Section Weightage: 80%]

KRA Target
KPI Weightage
S.No. (Max of 5 - 8) (Percentage/ Number/ Date Source for Authenticating KPI data
(Max of 3 per KRA but total KPI not exceeding 16) (Total 80%)
[DD/MMM/YY])

1 2

2 2

3 2

4 2

5 2

6 2

7 2

8 2

0%

Behavioural/ Technical Competency [Section Weightage: 20%]

Weightage Target Proficiency
S. No. Target Competency Description
(Total 20%) Level
#N/A

1 8%

#N/A

2 7%

#N/A

3 5%

Competency Rating is on 3 point scale:- 3:- Role Model, 2:- Demonstrates Regularly, 1:- Needs Supports 20%
 PERFORMANCE MANAGEMENT SYSTEM
20-21 Goal Setting Format
(AVP & Above)

Employee Name Date of Joining Manager / Designation

Employee ID Last Date of Promotion Functional Manager / Designation
Designation Business/Group/Sector Reviewing Officer / Designation
Department Location Status

Goals/ Key Result Areas (KRAs) [Section Weightage: 75%]

KRA Target
KPI Weightage
S.No. (Max of 5 - 8) (Percentage/ Number/ Date Source for Authenticating KPI data
(Max of 3 per KRA but total KPI not exceeding 16) (Total 75%)
[DD/MMM/YY])

1 2

2 2

3 2

4 2

5 2

6 2

7 2

8 2

0%

Behavioural/ Technical Competency [Section Weightage: 20%]

Weightage Target Proficiency
S. No. Target Competency Description
(Total 20%) Level
#N/A

1 8%

#N/A

2 7%

#N/A

3 5%

Competency Rating is on 3 point scale:- 3:- Role Model, 2:- Demonstrates Regularly, 1:- Needs Supports 20%
Sl. Competency Competency Themes

1 Strategic Orientation Visionary Outlook

Business Domain

Focus on Sustainability

2 Entrepreneurial Mind-set Seizing Opportunity

Resilience

3 Stakeholder Partnering Value Creation while leveraging networks

 Customer Centricity

4 Outcome Orientation Effective execution & operational excellence

Risk Reward Management

Ownership & Accountability

5 Transformation Mind-set Learning Agility

Embracing change
6 Innovation Focus Unlocking Technology

Building an agile organization

7 Team Orientation Team Work & Collaboration

Conflict Management

8 Employee Development Employee Development

Driving a high performance

Definition

Connect the dots, visualize the big picture and recognize

long term implications of today's actions while making
decisions

Understand organization dynamics/industry

needs/financial data and translates this knowledge to
articulate business strategies

Integrate the interests of the environment, society and

communities in one's action, decisions and business
strategies

Take initiative to spot medium and short term business

opportunities and capitalize on them by taking actions
with speed and agility

Be comfortable in ambiguous situations, present oneself

with conviction and poise, recover from setbacks with
increased energy

Cultivate and leverage formal and informal networks and

enduring relationships with stakeholders through respect,
trust and empathy
Build strong relationships with existing and potential
customers, discover customer needs, take ownership for
customer issues and strive to deliver superior customer
experience by taking continuous feedback

Execute tasks efficitently and safely through effective

time management, planning, process efficiency and
product/ service quality

Analytically review risk/ problems/ issues by assessing

their potential impact and robust contingency plans

Act as a custodian of the organization by taking complete

owwnership of goals/desired outcomes

Continously update one's knowledge and skills in line with

changing business dynamics and operational mechanisms,
and apply the learning to perform in new or changing
contexts

Challenge status quo, create a business case for change,

align stakeholders and manage challenges of an uncertain
environement
Leverage technology to win in the market

Build an agile organization (i.e. fluid structure, nimble

processes) which responds rapidly to business challenges
and market demands

Inspire a common vision by fostering teamwork,

participate actively in the accomplishment of team
objectives and lead the front by 'walking the talk'

Encourage differences in opinion and deal appropriately

with conflict

Unlock and channel the potential of employees, provide

timely feedback, address performance issues, and actively
sponsor their development

Build a work environment where high performance and

meritocracy are valued
Proficiency Level 1
(Managing Self)
Displays an understanding of the purpose of own role and its
linkages with other roles in the team

Accounts for the observable factors and variables while making

decisions and acting on them in own area of work

Displays awareness of the organization's overall

business/financials at a broad level

Supports superiors in executing growth strategies/initiatives in

own area of work

Plays own part in the organization's efforts to realize benefits

to environment and related community

Supports superiors in realizing immediate opportunities related

to own area of work and takes them to closure

Adapts to new priorities, varying responsibilites and projects

when explained when and how

Maintains a positive outlook as pressure increases

Bounces back from failures and disapointments quickly

Is aware of the formal structures, groups and networks in the

organization and uses them to obtain information as needed
Understands the value and importance of trust and respect for
others

Understands the customers' explicit needs and offers solutions

that cater to the stated requirements

Meets customer expectations by understanding and responding

to their viewpoint and issues relevant to them

Ensures adherence to timliness & cost parameters in one's work

plan

Has an understanding of the basic standards and procedures

pertainign to own area. Strives to produce work which meets
expectation

Is able to identify major/obvious risks involved related to own

area of work

Accepts responsibility for own behaviour and assigned tasks,

accepts the consequences of own performance and avoids
laying blame

Gathers information on own area of workand is open to learn

about relevant technologies/solutions/capabilities

Is open to change and displays willingness to experiment with

new ideas

Supports the change process by providing information to peers

and management
Leverages understanding of technology platforms to
recommend /suggest tech-savy solutions that improve existing
process/services related to own area of work

Seeks support and undertakes quick action to expedite

turnaround time for processes in own area of work and
accelerate decision making

Demonstrates awareness of team agendas and shared goals

Works effectively in team and displays commitment to team

goals

Is tactful while dealing with conflicts and works towards

agreement between both parties with the help of superiors

Takes initiative to seek feedback from superiors to identify

own areas of strength & opportunities for development

Demonstrates commitment towards individual development

planning and execution

Demonstrates passion for assigned tasks and is committed to

meet performance objectives and excel in task delivery
Proficiency Level 2
(Managing Others)
Establishes a link between day-to-day actions and decisions
and their implications for the team

Keeps in mind the explicit as well implicit constraints/variables

to arrive at decisions for self and team

Understands the organizational direction in terms of key

businesses, thrust areas, etc., and maintains commercial focus
(e.g. reduces costs, maximize returns, etc.)

Leverages the knowledge to propose actions that maximize

benefits for self and team

Encourages team to take actions that realize immediate

benefits to the environment, society and the community

Takes initiative to spot short-term (0-2 years) ideas/projects

which add value for self and team

Responds quickly to new opportunities and takes rapid actiosn

to capitalize on them

Possesses the ability to calm self and others in tense situations

Stays poised while managing multiple tasks and encourage

team members to look at setbacks as a way to improve

Recognizes and effectively uses both formal and informal

structures/networks to achieve own and team's goals
Is respectful in one's interaction with stakeholders and
recognizes the benefits of building trust

Understands the implicit needs of the customer and helps

customer choose solutions best suited to those needs

Exceeds customer expectations by demonstrating in-depth

understanding of customer issues

Sets relevant milestones, deliverables and work plans for team

and ensures adherence

Drives implementation of required standards around safety,

quality at intra-team level and ensures compliance

Is able to assess the inherent risks for self and team and
integrates risk considerations in planning and delivery of
projects/tasks

Demonstrates a high level of efforts and works outside the

limits of own job when necessary to achieve results and
improve team's performance

Exhibits active curiosity to acquire new knowledge and skills in

own and connected areas of work to deal effectively with new
challenges

Possesses courage to question exisiting tasks,methods, systems

& processes

Ensures change implementation and aligns stakeholders at

team/domain level; Contributes in building the business case
for change
Demonstrates understanding of next generation technology
platforms and applies it to team/domain specific processes to
get desired business outcome

Works towards implementation of flexible operating structures

at team/domain and assists team memebers in understanding
their team role (As a result of change in operating model)

Values and upholds team's interests above individual interests

and demonstrates the same in day-to-day actions

Provides support and lends a helping hand to team members in

case of any needs

Identifies potential conflicts, brings disgreements into the

open and helps de-escalate

Gives relevant and timely feedback to team members, when

required

Communicates a positive view about others' and their abilities

or potential and support others in any development initiatives

Defines performance benchmarks for the team/domain and

motivates team to achieve the desired performance
Proficiency Level 3
(Managing Manager)
Ensures the alignment between the activities of the
function/department and the strategic direction of the
business

Garners relevent information and accounts for all constraints

(explicit & implicit) while making decisions for
function/department

Understands the industrial dynamics, organization's growth

plans and financial data (e.g; ROI, PAT) and their relevance to
the activities of function/department

Leverages the knowledge to arrive at future priorities for

function/department

Develops action plans and support sustained efforts at

function/department level towards realising benefits to
environment, society and community

Identifies and evaluates opportunities from a medium term (2-

5 years) which maximize benefits for one's
function/department

Encourages peers and subordinates to undertake an agile

approach to make the most of new growth prospects

Maintains a calm disposition even under crisis situations and

communicates without conveying impatience or annoyance

Guides peers and subordinates on handling stress and dealing

with failures without impacting performance

Builds an interpersonal connect with people and creates a

personal network beyond immediate professional sphere
through direct interactions and/or indirect contact
Builds a relationship of mutual respect and trust with all
stakeholders and encourages others to do the same

Identifies implicit, explicit and anticipated needs of

existing/potential customers and customizes solutions to meet
all their needs

Advocates the customers' point of view and consistently strives

to deliver superior customer experience

Recognizes priorities, dependencies and critical paths for

sequencing and integrated dynamic planning of activites for
one's function/department

Drives process adherence, performs benchmarking & deploys

robust governance mechanisms to deliver products/services at
inter-team level

Is able to anticipate risks and provides guidance to peers and

subordinates on risk indentification and contingency planning

Encourages peers and subordinates to own up the outcomes of

their task and takes accountability of how the entire
function/department behaves and the results it produces

Strives to learn from diverse unfamiliar experiences concerning

own and other functional areas (related & unrelated) and
applies learnings to succeed in the next new situation

Allows people to question established processes and traditional

assumptions

Leads, plans and manages change implementation at

function/department level; Deploys governance mechanisms to
monitor progress
Demonstrates expertise to process technology transformations
and translates the impact to function/department level
strategies

Adopts unique practices to accelerate execution and decision-

making at fucntion/department level that improves
products/service delivery and propels speed-to-market

Recognizes primacy of team's interest above personal interests

and encourages others to follow suit in own
function/department

Drives synergies across teams and leverages strengths of

individuals to achieve functional goals

Recognizes potential areas of conflict and seeks to facilitate

negotiation to achieve win-win outcomes

Proactively asks for and provides constructive feedback and

encourages individuals to act on the same

Has a well-assesses view about other's abiity & potential and

recommends developmental opportunities accordingly

Drives a culture of high performance by continuosly raising the

bar; Recognizes and rewards high performers in
function/department
Proficiency Level 4
(Function Manager)
Takes a broad level view of successes/failures as against a
functional/departmental view

Makes decisions by taking a long term view and cascades

goals/priorities across all functions/departments in line with
business objectives

Scans the market for emerging developments and incorporates

them in developign a view on the future state of business using
financial analysis

Translates this understanding to define strategic imperatives at

business level

Sets the sustainability agenda for the business; Drives business

level actions/decisions that realize sustainable benefits to the
environment and related communities

Identifies opoortunites that connect/benefit multiple functions

and have a potential short and/or medium term gain for the
business

Guides individuals in spotting immediate business

opportunities, and capitalizing on them by using resources in a
timely & flexible manner

Excels at the art of managing crisis situations (in spite of

enormous stress) that have an impact at business level

Enables individuals to respond to persistent challenges and

guides them on how to enhance their stress management
capability

Actively pursues and cultivates contacts both internally and

externally through active participation in a wide variety of
forums
Respects the expertise and individuality of people and inspires
others to create a network where people can share their ideas
and approaches openly

Drives an environment of adressing latent needs of

existing/potential customers, sets up feedback mechanisms
and uses them to design customer centric solutions

Champions customer advocacy and transforms

systems/processes to ensure superior customer experience

Excels in planning, leading, delivering complex, large-scale

projects/work initiatives with relentless rigour on
process/safety adherence

Champions process orientation, process improvement through

benchmarking and safety initiatives across business unit

Understands the impact of the entire risk environment on the

business unit and takes prudent risks with significant upside
potential for the business

Owns mistakes, shares successes and displays a sense of

commitment and accountability towards the performance and
results of one's business unit

Makes sustained efforts to learn continuosly and amass

confidence by stretching oneself outside the comfort zone, and
encourages others to absorb new learnings and extrapolate
them to navigate unfamiliar situations

Encourages people to challenge the existing ways of working

Acts as the lead business sponsor of change. Guides employees

and designs interventions to embed & institutionalise change
Establishes learning platforms and collaborative spaces for
building new generation technology capability within the
business

Deploys flexible operating structures at business level to

successfully respond to emerging market conditions (i.e;
emergence of new competitor/ development of industry
changing technologies/ sudden shift in overall market
conditions)

Communicates importance of teamwork and takes steps to

promote it within the business unit

Uses variety of strategies & activities to directly or indirectly

promote team spirit, morale, capability and productivity

Anticipates potential areas of conflict and explores creative

solutions to overcome antagonism in the long-term

Trains, inspires and empowers individuals across business to

hold effective and constructive feedback conversations

Proactively mentors & counsels team members and creates

opportunities for them to develop as future leaders

Conceptualizes and implements innovative processes and

systems within business to reward high performing
teams/functions/domains; Undertakes steps to deal with
mediocrity and non-performance
Proficiency Level 5
(Business Manager & Business Head)
Recognizes the impact & interdependencies of all businesses
(of the group) on overall growth and market position of Adani

Balances short term needs with long term priorities in the

decision making process, ensuring alignment with Group's
vision & strategic intent

Is able to anticipate emerging industry scenarios, financial and

global trends and their implications across businesses of the
Group

Applies these insights to define strategic forays/alternatives

and achieve long term profitable growth for Adani Group

Articulates strategies that sponsor benefits for the

environment, society and community at an overall Group level
and sets an example for other organizations

Scans the environment to spot and create market opportunities

to achieve quick wins for the Adani Group and reshapes the
organization rapidly to leverage them

Nurtures an environment that encourages taking actions

quickly, decisively, and effectively to anticipate, initiate and
take advantage of immediate opportunities

Fosters a culture which encourages and celebrates resilience

and perseverance

Coaches and mentors leaders across the Group on how to deal

with stress positively , recover from failures and grow from the
experiences

Conceptualizes non-conventional ways of collaborating across

businesses and building internal as well as external
collaborative ecosystems that benefits the Adani Group as a
whole
Creates an environment where every individual has a right to
self express and their personal and professional needs are
respected

Makes customers the focal point for strategy formulation and

development of cutting-edge products/solutions

Fosters a culture of delighting customers at every touch point

of organization

Establishes systems and frameworks in order to drive

process/safety adherence & operational clarity across the
Group

Redefines standards of performance in line with leading

practices in safety process/ quality control/ governance
mechanisms

Conceptualizes and designs risk management frameworks and

techniques that support the Group in managing risks and
delivering desired business outcomes

Nutures a culture where people take ownership of decisions,

results and business outcomes across different levels and
businesses of Adani Group

Establishes systems, processes and technologies for employees

to learn with an aim to equip them for the increasingly
complex problems of the changing business world, thereby
nurturing a culture of learning on an ongoing basis

Invests in developing leaders who challenge the status quo and

question the accepted norms that trigger need for change

Creates a compelling vision for change and builds a culture

where change is well accepted by people
Forsees technological disruptions and leverages technology for
the Group's advantage; Ingrains tech-savviness in the Adani
Group DNA

Builds an agile organization that embraces change by moving

quickly and decisively to anticipate an take advantage of
change; Sponsors a fluid organization structure and promotes
fungible operating model that supports rapid transformation

Creates a compelling vision of the future unifying individual,

team, and business interests with the interest of the Group

Build mutual trust and a collective identity as a means to

achieve individual, team & organizational goals

Takes an ecosystem view of potential conflicts and uses it to

nurture a shared vision and collective identity for employees
across Adani Group

Creates, nurtures and maintains a unified culture of coaching,

capability building and transparency across the Group

Conceptualises focused developmental interventions to groom

leaders of tomorrow and make Adani future ready

Breeds distinctive performance culture in the Group with

unconditional focus on excellence; Sponsors and publicizes high
performance work initiatives in the organization