ACI Limited Private &

Management staff Action Plan and Performance Appraisal Form Confidential

Name of Employee Md Muhib Faisal Khan Position TME Staff ID 21088

Name of Superior Faria Yasmin Position BD-Foods Dept Foods

Agreed Action plan for the Period:

Target Level of
Task (70% Quantitative; 30% Qualitative) Date of * Criterion of Achievement*
Completion measurement
Rating by Rating by
Employee Supervisor
 Project 8.5
Automation Projects & Sales Developments Year Numbers
Tools Long
 Quantity 9
Sales analysis, forecast, report restructuring, Year
Database maintaining & Data availability Long
 Quantity 8.5
Management reports and Data Support Year
Long
 Year Project 8.5
FF Monitoring Long Quantiti
es
 Year Sales 8
Metro Development Project Long Growth

 Qualitati 9
Development and usage of technology in Sales Year ve
Structure and Communication Long
 Year Qualitati
Sales Audit monitoring and collaborating with Long ve 8.5
all parties
 Qualita 8.5
Inter department collaborating, working Year tive
between marketing and sales Long
(You may insert new rows if it is required)

Signature of Signature of ** Signature of Signature of

Employee Supervisor Employee Supervisor

Preparation date 25/7/2020 Date of Appraisal 27/7/2020

of Action Plan Interview
*Rating Scale

8.5
Outstanding Very Good Good Satisfactory Tolerable Poor

9 8 7 6 5 4 3 2 1 0
Average Rating
 B. From your Job Description if you were to list three most significant achievements and
contributions during the year, which ones would you mention?

1. Sales Automation projects: Last year I was able to design a Secondary sales automation
software from scratch called foods Vision, which is already active in one of our
distributors in Dhaka A Zone. I have also implemented Invoicing app; Attendance app
and all our FF is using these application

2. I have successfully delivered all the managements reports that were asked from me
containing Presentations, Data analysis Reports. I have designed a training module for
our FF from bottom to top, have designed new sales report, that covers almost every sales
data at every level and made it very easy so all the FF is using this data. Availability of
these data has also been made very easy for everyone. I have designed a new web portal,
for easy sharing of report and data.

3. Bridge between Sales and Marketing: As a trade marketing executive my prior duty is to
maintain a bridge between sales and marketing. My reports, analysis have support
marketing to make decisions for sales and I have helped the Sales Team to implement the
plans and monitor sales progress.
Comment of appraiser
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C. If you were to identify one item from your Job Description that you did least well, which
one would you mention? What factor was responsible for it and what could have been done
to avoid this lapse?
Metro Development Project: In our metro development project we could not deliver enough
goal that we anticipated (Gr: 15%, anticipation: 25%).
Responsible Factors: Change of Decision by Sales Management, My automation project was
stopped by sales head for 3 months.
Comment of appraiser
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 Definitions of Rating Standards
Outstanding Has far exceeded all performance objectives and standards.
Made unusually significant contribution resulting in major
changes or significant improvements within own areas of
responsibility.
Very Good Has exceeded overall performance objectives and standards.
Has skills to be consistently successful in meeting difficult
challenges.
Good Has successfully achieved performance objectives. In few
instances may have exceeded some objectives and missed
some; but on the balance has competently performed the
duties of the job.
Satisfactory Has adequately performed most of the responsibilities. Met
a few objectives but has not met agreed standards of
performance objectives in respect of quality or volume in
several areas.
Tolerable Has somehow performed most of the responsibilities. Met a
few objectives but has not reached agreed standards of
quality or quantity of performance objectives.
Poor Has not performed the tasks satisfactorily. On the balance,
has not achieved established performance objectives.
D. Taking into consideration your achievements under A, Observations under B & C on page
No. 2 and keeping in view the broad objectives of your job, rate your overall performance
on the basis of the definitions on the opposite page. You are allowed to rate up to one
decimal point.

Standard Outstanding Very Good Good Satisfactory Tolerable Poor

Rating Point
9 7 to 8 5 to 6 3 to 4 1 to 2 0
Assessed by 8.5
Appraisee
Assessed by
Appraiser

Signature of Signature of
Appraisee Appraiser
Date 27/7/2020 Date

In case the score by Appraiser is '9' or '0' or the difference in score between the Appraisee and
the Appraiser is 3 points or more, it is mandatory for the Appraiser to prepare a report giving
details to substantiate the rating or the reason for the difference.

Appraisal Interview held on _________________

General comment by the Appraiser after the Appraisal Interview, indicating major points
discussed and if the Appraisee accepts the rating made by the Appraiser.
___________________________________________________________________________
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Remarks of Superior of Appraiser

Indicate below if you agree or disagree with the assessment of the Appraiser. Would you
modify or add to the above assessment in any manner?
___________________________________________________________________________
___________________________________________________________________________
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Signature __________________ Date ___________________

Designation ________________________________________