To evaluate how far results are achieved and to plan for better performance.

     To understand the gap in knowledge and Competency skills, which can be filled by planned guidance and training

      To identify those with potential, so that reliable succession plan can be built up.

   Be objective. Avoid introducing personal prejudice as far as possible

     Guard against the tendency to over rate or under rate.

       The appraiser should forward this performance appraisal to the management. Appraisals are not final until all signatures have been obtained.  

Poor Performance – the individual is not well suited for the position

Below Average Performance – Trainings and improvement required if the individual is to continue

Average Performance – The individual performs tasks assigned as expected

Good Performance/ Above Average – The individual performs assigned tasks and takes initiative to contribute further, improve oneself and assist others in the group

Excellent Performance – Excels in all aspect of job responsibility and goes above and beyond to help team achieve its targets