Annual Performance Appraisal

POLICY

Staff career growth will not only determine by job performance, but also on several key factors such as attendance, attitude, work relation, etc. 

PURPOSE

Determining staff performance management system which will be closely monitored by Human Resources Director and Personnel Manager

PROCEDURES

1. Performance Appraisal should consolidate the employee’s strengths and develop program to improve weak areas. Both Management Performance Appraisal and Employee Performance Appraisal are conducted annually

2. Performance Appraisal will be differentiate between existing level, as follow :

   1. Management Development Program : EXCO and Senior Managers

   2. Supervisor Development Program    : Supervisor / Assistant Managers

   3. Employee Development Program     : Rank & File

3. The appraisal form is to be completed for each employee prior to completion of probation and at least once every twelve months normally on the anniversary date of employment

4. Human Resources will facilitate training session in utilizing the appraisal form and conducting the appraisal session

5. Once finalized, the employee should be provided with a photocopy. The original will be kept in the Employee’s Personal File

6. The Employee Performance Appraisal session should not be a discussion on salary and benefits, a disciplinary interview, a lecture or a confidential report

7. The Appraisal Session should boost morale, improve productivity, develop a sense of purpose and encourage a good exchange of information between participants

8. The appraiser and appraisee will add their final signature and send the signed form to the Human Resources Division