1 / 17

Performance Diary

Performance Diary. In order to facilitate you, we enunciate in the ensuing slides the following: Purpose of this system Meaning for the Performance diary How to go about when a critical incident occurs Operating procedure What is HR role Notable points and

arleen
Download Presentation

Performance Diary

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. Performance Diary • In order to facilitate you, we enunciate in the ensuing slides the following: • Purpose of this system • Meaning for the Performance diary • How to go about when a critical incident occurs • Operating procedure • What is HR role • Notable points and • What to do if you need more information/data

  2. PURPOSE OF THE PERFORMANCE DIARY • This performance diary is meant to serve as a means of recording any “Critical incident” involving an employee

  3. What is a critical incident? • A critical incident is an actual occurrence or an event involving the appraise or done by him/her which has/is affected the performance either favorably or unfavourably.

  4. How to go about when a critical incident occurs? • Briefly note down the incident as well as its effects on the individual performance • This would become a verifiable data which would be used during the appraisal / review • Such recording should be done immediately – within 72 hours from the time of incident occurred. No observations can be added after 72 hours • Any observation to have a] date, time and example or the actual occurrence – meaning it should not be an opened ended statement or views etc.

  5. Who can view this? • This can be seen by the immediate superior and the Reviwer only becoz - • this is only a verifiable data for the Appraiser while doing appraisal • Informally, the immediate superior would have communicated whatever he is observing to the concerned employee on a daily basis – orally • This is not a communication channel with the employees

  6. Operating procedure • The entire system is appended “ON LINE” in My.Cavinkare.com • The observations to be keyed-in by the immediate superior or the appraiser. • Once the Appraiser press the button “Submit”; the sheet would be sent to the Reviewer. A mail reminding the Reviewer will be generated by the system automatically. • If the Reviewer accepts the observation, the sheet would remain in the master and conversely, if the observation is rejected, a POP up message/mail would be sent to the HR for taking it forward.

  7. Operating procedure – How to record the observation GUIDELINES FOR THE SUPERIORS • Log on to My cavinkare.com • Change role as Superior • You can see performance diary column and parallely employee reporting list. • Select the employee and press “GO” • You will get the required sheet for making the observation • After observation please press “Submit” • To see the previous and other observations, Click the total of no of observations provided in the first line

  8. Operating Procedure – How to record the observation? • Guidelines for Reviwer • A mail would be sent to you regarding observations made • Again log on to My.cavinkare.com and change role as Reviewer • You can see a list of performance diary for your comments. • After comments, please press “submit”. [please press Accept/reject before pressing submit].

  9. Screen shot for pictorial understandingScreen – 1 – Change role screen

  10. Screen Shot 2 – Appraiser/ Immediate Superior’s screen

  11. Screen shot – 3 Superior observation screen

  12. Screen shot – 4 – Reviewers screen while opening

  13. Screen Shot 5 – Reviewer’s screen indicating observation list for comments

  14. Screen Short 6 – Reviewer’s comment recording screen

  15. General points for consumption – What HR would do with this? • The entire observation would be part of the appraisal for the year under review • Initiate counseling activity • Take a leaf out of the good observation/favourable observations and disseminate to all concerned

  16. Other Notable points • This document is mandatory / critical to take any favourable or unfavourable action on the employee – irrespective of cadre and level • If there is no events/incident recorded in respect of an employee, it would tantamount to that the concerned employee does not have a favourable or unfavourable points for observation

  17. For clarification what to do? • If you have any query, please contact Mr V Ganesan, Senior Manager HR at Corporate Office. • Mobile No 97909 27356 • Ext 701

More Related