MIDAS Safety Performance Management FORM

The purpose of this document is to provide written record for the Employees by their Line Managers on their performance. Line Managers/evaluators are urged to be frank in their
evaluation both for the benefit of the staff member and for the accuracy

EMPLOYEE & LINE MANAGER INFORMATION

Plan Duration: From: To:

Employee #: 33334221 Type of Employment: Permanent Department: IR

Employee Name: Faiza Designation: Asst. Officer IR Date of Joining: 13-May-13

Line Manager's Name: Abid Yaqoob Bajwa Line Manager's Designation: Deputy Manager IR & Admin Unit Gloves Unit Faisalabad

This is a discussion between two individuals. It is about : Please set SMART Objectives i.e.

Giving and receiving feedback SPECIFIC but Stretching - this lead to higher performance than vague general goal
*
Joint problem solving MEASUREABLE - there should be the ability to quantitatively measure the outcome
*
Offering guidance and support ALIGNED & ACHIEVEABLE- agreed between employee and Line Manager and aligned with Company objectives
*
Discussing and exchanging views and ideas REALISTIC - can they be completed given time, resources and workload
*
It’s a Confidential discussion TIME BOUND - there needs to be a clear date for completion
*
Its not an “ INTERVIEW “
*
SECTION 1a: OBJECTIVE SETTINGS

Instructions
The sum of Weightage of Objectives needs to be equal to 100

The sum of Weightage of KPIs for each objective needs to be equal to 100

OBJECTIVES KEY PERFORMANCE INDICATOR (KPI)

S.# TIME FRAME (TILL) Learning & development Required
Weightage Weightage
(Expected Results/outcomes) % (Key tasks to achieve results/outcomes) %

Data Entry of new Daily Wagers

1) 10% Q-4
employee into Legacy System
2) Time Management of Daily Wagers 20% Dail basis
Payroll Activities and its
1 40%
processing Overtime confirmation in Legacy
3) 20% Monthly Basis
System of daily wagers
Monthly Salaries preparation of
4) 50% 1st of every Month
Daily Wagers
Employee Cards printing
1) 10% Monthly Basis
(Permanent & Daily Wagers)
To Maintained Employees personal
Management of IR 2) 20% Monthly Basis
files and data administration
2 Functions & its record 20% To fulfill the requirements of daily
keeping 3) wagers and replacement must be 30% Q-4
given within
To ensure theweek time
supply of Trainee
4) workers and maintained strength 40% Monthly Basis
up to 100%
Circulars & Office Orders printing
1) 10% Q-4
and distributions
Disciplinary actions (Warnings,
2) 30% Q-4
General IR activities / absence notices etc)
3 10%
departmental Support
3) Record keeping of office files 20% Q-4
Apprentices record maintenance
and fallow up on monthly basis
4) 40% Quarterly Basis
(Attendance/Files/Certificates
Takeover
&Training payroll
Record)processing
1) responsibility of all permanent 40% Q-3
employees
To run time evaluation of all
2) employees in SAP from Q-2 and 30% Q-2
4 SAP Data Maintenance 20% onward
Confirmation cases processing and
3) 10% Monthly Basis
updating in SAP
Leaves Posting of employees in
4) 20% Daily basis
SAP
Monthly Progress report (written)
1) 20% Monthly Basis
submit to HOD
To address female issues and put
2) 10% Monthly Basis
up to management.
5 Monthly reports & returns 10% Audit points/observations related
3) to Daily wagers Payroll should be 40% Monthly Basis
controlled & maintained up to 0%
Follow up of workers medical
4) 30% Monthly Basis
cases/ PESSI leaves

TOTAL
(Should be =100) 100%

Objective Setting Date Employee Signature Line Manager Signature

 MIDAS Safety Performance Management FORM

The purpose of this document is to provide written record for the Employees by their Line Managers on their performance. Line Managers/evaluators are urged to be frank in their
evaluation both for the benefit of the staff member and for the accuracy

SECTION 1b: OBJECTIVE EVALUATION 70%

Rating Standards:
Outstanding 115% and above, Exceeding 101% to 115%, Fully Meeting 86% to 100%, Meeting Most 61% - 85%, Meeting Partially 50% - 60%, Unsatisfactory under 50%

WEIGHTAGE KPI
KEY PERFORMANCE MID YEAR END YEAR OBJECTIVE
OBJECTIVES WEIGHTAGE (out of 100 per Achievement TOTAL KPI %
INDICATOR (KPI) objective) REVIEW REVIEW % Achievement %
S.# %

(Key tasks to achieve

(Expected Results/outcomes) % (A) results/outcomes)
% (B) Achieved % Achieved % (C) (C %)X(B%) (a) + (b) = (D%) (D%) X (A%)
Data Entry of new
Daily Wagers
1) 10% 80% 8%
employee into Legacy
System
Time Management of
Payroll Activities and its 2) 20% 75% 15%
Daily Wagers
Overtime
1 40% 72% 29%
processing confirmation in
3) 20% 70% 14%
Legacy System of
Monthly Salaries
daily wagers
4) preparation of Daily 50% 70% 35%
Employee
Wagers Cards
1) printing (Permanent 10% 85% 9%
To Maintained
& Daily Wagers)
Employees
To fulfillpersonal
the
Management of IR 2) 20% 85% 17%
files and data
requirements of daily
2 Functions & its record 20% administration
wagers and 90% 18%
keeping 3) 30% 95% 29%
replacement
To ensure themust be
supply
given
of within
Trainee week
workers
4) 40% 90% 36%
time
and maintained
Circulars & Office
strength up to 100%
1) Orders printing and 10% 80% 8%
distributions
Disciplinary actions
2) (Warnings, absence 30% 80% 24%
General IR activities / notices etc)
3 10% Apprentices record 88% 9%
departmental Support Record keeping of
3) maintenance 20% 90% 18%
office filesand
fallow up on monthly
4) basis 40% 95% 38%
Takeover payroll
(Attendance/Files/Ce
processing
rtificates &Training
1) 40% 0%
responsibility
ToRecord)
run time of all
permanent
evaluationemployees
of all
2) 30% 0%
4 SAP Data Maintenance 20% employees incases
Confirmation SAP 0% 0%
3) from Q-2 and onward
processing and 10% 0%
updating in SAP
Leaves Posting of
4) 20% 0%
employees in SAP
Monthly Progress
1) report (written) 20% 0%
Tosubmit tofemale
address HOD
2) Audit
issues and put up to 10% 0%
points/observations
5 Monthly reports & returns 10% management. 0% 0%
related to Daily
3) 40% 0%
wagers Payroll should
Follow up of workers
be controlled &
4) medical cases/ PESSI 30% 0%
maintained up to 0%
leaves

TOTAL * For 2014, the achievement will be calculated based on GRAND

(Should be =100) 100% Goals/Objectives only TOTAL 56%

WEIGHTATED RATING
*WEIGHTAGE (a) OBJECTIVE GRAND TOTAL (b) (X)
(a %) x (b %) = (X)

100% 56% 56%

Evaluation Date Employee Signature Line Manager Signature

 MIDAS Safety Performance Management FORM

The purpose of this document is to provide written record for the Employees by their Line Managers on their performance. Line Managers/evaluators are urged to be frank in their
evaluation both for the benefit of the staff member and for the accuracy

SECTION 2: MIDAS Safety CORPORATE PRINCIPLES & EVALUATION 30%

To be filled at Year End
Rating Standards:
Outstanding 115% and above, Exceeding 101% to 115%, Fully Meeting 86% to 100%, Meeting Most 61% - 85%, Meeting Partially 50% - 60%, Unsatisfactory under 50%

ACHIEVED % (out of
COMPETENCY
WEIGHTAGE % 100% see rating
DEMONSTRATED EXAMPLE (Please consider were Achievement
S.# MIDAS Safety CORPORATE PRINCIPLES standard)
the action SUSTAINABLE)
(A) (B) (A %) x (B %)

1 Customer Centric 20% 0.0%

2 Empowered People 20% 0.0%

3 Transparent Excellence 20% 0.0%

4 Adaptable Innovation 20% 0.0%

5 Authentic Leadership 20% 0.0%

TOTAL
(Should be =100) 100% GRAND TOTAL 0%

WEIGHTATED RATING
*WEIGHTAGE (a) PRINCIPLES GRAND TOTAL (b) (Y)
(a %) x (b %) = (Y)
* For 2014, the achievement will be calculated based on Goals/Objectives
only 30% 0% 0%

SECTION 3: MIDAS Safety POTENTIAL & PROMOTION 2015

To be filled at Year End
PLEASE INDICATE WHETHER THE INDIVIDUAL HAS LATENT, SOLID OR HIGH POTENTIAL ACCORDING TO THE KEY PRINCIPLES

S.# POTENTIAL - GUIDELINES PLEASE SELECT ONE

Latent potential
1) Employee is well aligned with current role, but has not demonstrated potential beyond what is expected in the current role.
2) Employee is not well aligned with the current role and there is uncertainty what other role he/she could take.
3) Employee possesses critical competence, engagement, but has no/low desire for advancement. Late
1
4) No, or little alignment between employee’s personal values and Corporate Principles and no or low commitment* toward the Company. nt

Solid potential
1) Employee is aligned with current role, but believed to be ready for more complex tasks or to broaden expertise if development provided &

2
2) Employee demonstrates desire for advancement.& Soli
3) Employee’s personal values are aligned with Corporate Principles and employee demonstrates commitment* toward the Company.
d

High potential
1) Employee has the professional and personal skills (both innate and acquired) to handle increasingly complex challenges in a more enlarged, critical
position. AND
2) Employee has strong desire for advancement, aligned with company aspirations. Has good learning agility, is able to monitor capacity, handles job stress
3 and geographically mobile. AND Hig
3) Employee’s personal values are aligned with Corporate Principles and employee demonstrates commitment* toward the Company.
h

COMMENTS:

Yes
No
RECOMMEND FOR PROMOTION No

Evaluation Date Employee Signature Line Manager Signature

 MIDAS Safety Performance Management FORM

The purpose of this document is to provide written record for the Employees by their Line Managers on their performance. Line Managers/evaluators are urged to be frank in their
evaluation both for the benefit of the staff member and for the accuracy

SECTION 4: EVALUATION
To be filled at Year End
FINAL EVALUATION
GOALS/OBJECTIVES + MIDAS CORPRATE PRINCIPLES = 100%
70% 30%

GOALS/OBJECTIVES (X) PRINCIPLES (Y) TOTAL TO BE PROMOTED

56% 0% 55.6% No

Rating Standards:
Outstanding 115% and above, Exceeding 101% to 115%, Fully Meeting 86% to 100%, Meeting Most 61% - 85%, Meeting Partially 50% - 60%, Unsatisfactory under 50%

*ACHIEVEMENT

Meeting Partially * For 2014, the achievement will be calculated based on

Goals/Objectives only

EMPLOYEE'S FEEDBACK & COMMENTS:

IMMEDIATE SUPERVISOR'S COMMENTS:

Evaluation Date Employee Signature Line Manager Signature

Submitted to HR HR Signature