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PERFORMANCE APPRAISAL 2013

PERFORMANCE APPRAISAL 2013. N+1. INTRODUCTION. Please see our 2011 video for more details about the tool and process at http://www.besix.com/selfappraisal/N1.aspx. TIMELINE APPRAISAL 2013. LOGIN & PASSWORD UNCHANGED. CHECK DATA. MY LINE MANAGER MY DIRECT REPORTS MY ROLE

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PERFORMANCE APPRAISAL 2013

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  1. PERFORMANCE APPRAISAL 2013 N+1

  2. INTRODUCTION • Pleaseseeour2011 video for more details about the tool and process at http://www.besix.com/selfappraisal/N1.aspx

  3. TIMELINE APPRAISAL 2013

  4. LOGIN & PASSWORD UNCHANGED

  5. CHECK DATA MY LINE MANAGER MY DIRECT REPORTS MY ROLE MY PERSONAL DETAILS

  6. APPRAISAL PREPARATION MANAGERS • Evaluation on Objectives: Based on the objectives put forward at the end of last year and the potential changes during the year, YOU assess the result versus objectives, taking into account the intermediate assessments during the foregone year, the opinion of internal/external clients and the end result achieved. • HSE Evaluation 2013 (if applicable): This part of the evaluation needs only to be filled out for some employees with role “Project Execution” or “Project Management”. An appraisal between “to develop”, “performs” and “excels” is given. • Evaluation of Demonstrated Common Role Competencies: With reference to the Common Role Competencies description for the Band and the Job Family at hand, YOU assess the demonstrated competencies and the adjacent behavior. An appraisal between “to develop”, “performs” and “excels” is given

  7. APPRAISAL PREPARATION MANAGERS • Prepare based on the seen FULL year. Contact previous N+1 for information • As of 2014 this will be supported by the tool • Gather supporting documents • Gather input from others (client, colleagues, peers and superiors) • Be honest, clear and precise in comments and praises • Read the self-appraisal of your direct report

  8. APPRAISAL PREPARATION MANAGERS • TRAINING: e-learning module • How to prepare, conduct and finalize appraisal • How to deal with difficult feedback -> http://beyondlearning.cegos.com -> more details willbe sent later TAKE THE TIME TO GO THROUGH THE MODULE

  9. APPRAISAL • NEW SCORES FOR PERFORMANCE

  10. SELF APPRAISAL • COMPETENCE REVIEW SCORES

  11. SOME ATTENTION POINTS PLANNING THE INTERVIEW IN THE SYSTEM IS MANDATORY – YOU CANNOT FINALIZE THE PROCESS WITHOUT PLANNING THE DATE

  12. SOME ATTENTION POINTS STATUS WILL ONLY MOVE TO 4 AFTER THE DUE DATE OF THE INTERVIEW

  13. SOME ATTENTION POINTS WHEN SIGNING ALL THE PAGES WILL BE MARKED MANAGER READY (AND AS SUCH VISIBLE TO THE EMPLOYEE) UNLESS MANDATORY FIELDS NEED TO BE COMPLETED (e.g. Score)

  14. OBJECTIVE SETTING 2014

  15. DEFINE NOT MORE THAN 2 TO 4 BUSINESS AND 2 TO 3 PERSONAL OBJECTIVES • SOME EMPLOYEES WITH THE ROLE “PROJECT EXECUTION” or “PROJECT MANAGEMENT” NEED TO DESCRIBE SAFETY OBJECTIVES, i.e. HOW TO IMPROVE SAFETY ON SITE. Give concrete description of what is expected: business, personal an safety (if applicable) objectives Explain what would be considered as success with clear indicators (milestones, KPI’s, deliverables)

  16. NEW FEATURES 2014 Even when all objectives have been validated in the system by line manager and employee, additional objectives can be included.

  17. NEW FEATURES 2014 Line managers can make comments and add interim scores to the objectives validated by them in the system during the year. When a line manager is changed during the year, the previous manager will be requested to make an interim evaluation of the set objectives within 60 days after the change of manager.

  18. CAREER@BESIX.COM

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