Performance Review CY’24 & Goal Setting CY’25

January to December 2024

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 What is Performance Appraisal?

 A performance appraisal is a formal

process of evaluating an employee’s
overall performance and contribution to
the company with the goal of improving
performance and providing feedback.

 Introduction to the OKR Model for Goal

Setting in CY’25

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 Objective of Performance Appraisal

Motivate employees
Goal Setting
.

. Talent Development
Evaluation
.

Career Planning
Feedback
.

Merit and Variable pay

Improve productivity

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 Purpose and Outcome

Purpose Outcome
To ensure consistent application of Identify the top performers for
performance standards with focused development.
assessing the performance for the Identify employees who require
prior year. additional development
Differentiated Performance
Ratings are the basis of
differential compensation
decisions.

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 Performance Review and Rating
Partially Meets
Star Performer Exceeds Expectations Meets Expectations Does Not Meet Expectations
Expectations
5 4 3 1
2
1. Achieves outstanding results. 1. Takes initiative and 1. Work is done thoroughly, 1. Work is not always 1. Has not demonstrated the
2. Considered an expert in accomplishes more than completely, and in a timely completed in a timely manner expected competencies
his/her field. expected in this role. manner and must be reviewed for 2. Does not perform the job
3. Makes an impact even 2. Anticipates problems and 2. Focuses on priorities. Does accuracy without close supervision.
outside their assigned area. takes appropriate action to not waste time on unimportant 2. May need to develop 3. Has not demonstrated
4. Takes calculated risks that prevent major issues rather problems or projects. Business skills to ensure dependability or reliability.
pay off. than just reacting to them. 3. Respects others in priorities and timelines are 4. Behaviors have a detrimental
5. Consistently excels in all 3. Drives innovative changes interactions; is open to others' met. impact on the team's
performance criteria and is within and beyond their own perspectives, styles, and 3. Needs support and then productivity and effectiveness
seen as a role model in his/her area, aligned with business experiences; and is a picks up cues to deliver 5. Effort may be present, yet
job. objectives productive team member results. results are consistently lacking
6. Helps foster an environment 4. Make the extra effort to 4. Meets commitments or sets 4. Has satisfactory work 6. Performance may improve
that encourages innovation in improve skills, knowledge, and expectations appropriately. relationships but may need to with coaching, yet acceptable
ideas and processes capabilities 5. Takes personal responsibility strengthen additional cross- performance is not sustainable
7. Influences others to excel 5. Actively seeks others' and owns up to mistakes. functional, team, or individual over time
through personal example, perspectives and encourages 6. Is open and authentic with relationships to improve 7. Corrective action plan is
provides support and takes their input. oneself and others effectiveness required.
responsibility. 6. Actions and behaviors 7. Is dependable and willing to 5. Usually meets commitments
8. He/she manages to create a consistently have a positive go the extra mile. but sometimes needs to be
win/win situation even in effect on customers, the 8. Strong performance in all reminded of timelines and
difficult circumstances. business, and the team performance criteria priorities
9. Is often consulted on issues 6. Can be defensive or not take
outside of their immediate ownership of mistakes
area of responsibility due to 7. Avoids listening to feedback
being well-respected and and may be persuaded to
recognized for their value consider 'self' when making
10. Listens effectively to the corrections.
voice of customers,
understands, and acts on even
unstated issues
11. Builds credible networks
and strong relations with team
& across the organization

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 Performance Appraisal Process

PMS Process for CY ‘24 Goal Setting CY’24

Phase I Validation
Goal setting for new
employees or reviewing/
updating goals for existing
Goal Setting for CY employees
‘25 Phase V
Goal setting for next year will
Phase II Evaluation
follow the OKR Model.
Evaluation by Reviewer (All
roll up manager up to L2 i.e.,
CEO -2 Levels
Phase IV
Phase III
Communication of Calibration
rating
Communication of fi nal Calibration by BU/ Functional
ratings to employees by Head (CEO – 1 Level) and
Managers, performance fi nalization of rating
discussions & employee
acknowledgement

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 Conditions & Eligibility for Performance Appraisal

No Employee Status Conditions & Eligibility

All permanent employees who have joined Azentio on or before 30-September-

1 Permanent employees
2024 are eligible

Trainees, Interns, Direct and Indirect

2 Not applicable for mentioned employee types
Consultants

3 Employees on notice period Not Eligible/To be decided as per LWD

4 On maternity leave Employees on maternity leave will be excluded from the appraisal process

5 On Long leave Will be evaluated for the active duration in the calendar year

Reporting manager change during Such employees will need to get evaluated by current and past managers for
6
the year the specified period

Transfers and internal movements

7 and salary revisions (from May 24 – Not Eligible/at the discretion of Management
Nov 24)

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Performance Review Timelines

Phase Start Date End Date

Phase I
Goal Setting Validation for CY24
Review and submission for manager’s approval 2-Dec-24 15-Dec-24

Phase II

Self-Appraisal
16-Dec-24 27-Dec-24
Manager Appraisal (Including Roll up approvals up to Level 1/ Level 2)
06-Jan-25 15-Jan-2025

20-Jan-2025 24-Jan-2025
Roll up approvals

Phase III
Calibration, review & finalization [CFO & CEO] 27-Jan-25 31-Jan-25
Phase IV
Communication of final ratings to employees by managers, performance
03-Mar-25 21-Mar-25
discussions & employee acceptance
Phase V

Updating the goals for CY’25 will follow the OKR Model (Jan – Dec 2025) 1-Feb-25 15-Feb-25
Note: Merit increases apply from January 1, 2025, for Sales and Pre-Sales, and from
April 1, 2025, for all other BUs
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Phase I
Goal Setting/Review/Update for CY’24

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 Goal setting process
 Eligibility – Employees who have joined on or before 30-Sep-2024
 For new employees - Goals are set based on discussion with manager
 For existing employees – Employee reviews the goals submitted at the beginning of the year and
updates the goals based on discussion with manager.
 Employee goals and weightages may be adjusted throughout the year, as appropriate
 Minimum of 4 goals and Maximum of 6 goals
 Each goal needs to be supported with at least 1 Sub Goal or Key Metric
 There are 5 preset categories for Goals. Each employee needs to select only from these
presets.
 Total weightage of goals is 100%
 After submission of goals in the tool, reporting Manager reviews and approves.
To ensure goals are focused on results and that outcomes can be achieved, S.M.A.R.T. model for
goal setting is followed.

S M A R T
 Be thoughtful and  Pick a goal that is  Set yourself up for  Be realistic when  Be aggressive and
specific about measurable so you success by choosing goals. Goals realistic when
what employee can continually choosing should align with setting goal
and the monitor your something that is employee and timelines. Include
organization want progress. achievable. organization values and key milestones and
to focus on long-term objectives.. deadlines.

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G o a l S e t t i n g / Va l i d a t i o n
Navigational Overview : New Employee & Existing Employees – CY’24

Use the link to login to the HRIS portal -

Performance Appraisal

Step Step Step

1 2 3
Click on Module  Performance Click on Appraisee  Goal Setting Click on Add Goal
Appraisal

Goal Setting for

CY24

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Step
4Click on Add new record

Enter Goal 1 and the corresponding sub goal/ key metric and weightage against the goal

Click on the tick symbol after entering the goal to save and proceed to
add next record
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Continue adding goals and sub goals until you ensure all goals are updated, and the total weightage is 100. [The
system will auto update the weightage.]

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Step
5 After entering all goals, review it before moving on to the next tab. Click on View & Submit to submit your goals.

Reporting Manager
Manager Name

After submission, you can view the status as pending for immediate manager approval.

Goal Setting for

CY24

Reporting
Manager

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Phase II
Self-Appraisal and Manager Appraisal

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Self Appraisal
Navigational Overview : Employee

Use the link to login to the HRIS portal -

Performance Appraisal
Step Step
1 2
Click on Module -> Performance Click on Appraisee  Self Appraisal
Appraisal

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Step
2
Click on Edit to view the goals

Annual Performance Review

CY24

Step
3
You will be able to view ALL your goals for CY24 and you can enter your rating and justification
for each of the goals.
Click on ‘Rate’
This will take you to screen shot in Step 4

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 Step 4
Select the “Rating” against each “Goal” and “Sub Goal” from the drop down
Fill Justification against each “Goal” and Click on “Save”

Justification for rating

Repeat until rating and justification is entered for All goals and Sub Goals.
Once all ratings are entered , system auto calculates the overall rating basis
individual ratings and weightages.

Justification for Goal 1

Justification for Goal 2

Justification for Goal 3

Justification for Goal 4

Justification for Goal 5

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 Step
5o to Summary tab to key in summary of your achievements for CY24 and Save
G

Step
6o to ‘View & Submit’ tab and Submit Appraisal
G

Reporting Manager

Once the employee submits the self-appraisal, the Manager’s Appraisal page is activated

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Phase III
Calibration, Review & Finalization of Performance Ratings

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 Calibration, Finalization of Performance Rating &
Feedback

• Appraisal completion
• Training needs identified

• Calibration meetings
• Executive Management Review
• Approvals

• Performance Review discussions

• Communication of final ratings
• Submission of final ratings

The calibration is done at Top management level and rating will be made available to the managers for further
action

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Phase IV
Communication of fi nal rating to employees

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View Final Rating - Appraisee

Once the final ratings are approved by the top management, managers will complete
the performance review discussions with their direct reportees and final rating to be
communicated between 3rd March to 21st March.
The Final Rating will be published and available to all employees under ‘View
Rating’
Step Step
1 2
Click on Module  Performance Click on Appraisee  View
Appraisal Rating

View Rating

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 Employees will be able to view the Final ratings for the current year on top

 The Ratings for previous years are also available

Step
3 Rating
View

2024

2023

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Phase V
CY25 Goal Setting

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 CY 25 Goal Setting Timeline

Discussions on the Goal Setting for The process for CY25 Goal Setting
CY25 can be initiated from 1-Feb- will follow the OKR Model. This new
2025 and to be submitted in the OKR initiative aims to transition towards
Tool and approved by immediate a more global outlook while adopting
managers on or before 15-Feb-2025. the best practices in Performance
Management

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Performance Management – Half Yearly Cycle – CY’25

*Self & Managers

Evaluation. Linked to
Progression &
Promotions – 1st July
to 15th July
Goal Setting CY’25 –
Reviewed & *1:1 Employee-
Approved by Manager discussions
Manager on the OKR Quarter – 16th July to 31st July Quarter 4
tool – 1st Feb 25 to 2 Oct - Dec
15th Feb 25 Apr - Jun

Quarter 1 Quarter *Summarization of

Jan - Feb *Mid Year Review, 3 the year by the way
discussion & check Jul - Sep of Annual
point against goals will Performance Review
be conducted using
the OKR Model & *Merit increases
performance, focus -January 1, 2026,
areas for H2 for Sales and Pre-
Sales
*Progressions & -April 1, 2026, for
Promotions all other BUs
 Thank You!

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