Performance Management Process Template
(Review Period : Jan Dec 2012)
Date of Interview with N+1 First name and Last : Name Position Date of Joining Location Name of Line Manager (N+1) Name of the secondary reviewer *
* if applicable
: Employee code BU/ BL / Function: Date of appointment to present role : : :
: : : : : 1 2 3
CAREER REVIEW (last 3 positions & dates in BV) Position Date
1. Last Year Individual Objective Assessment
1.1 Main objectives (past period) Results Self N+1
1.2 Support used to achieve objectives (including training received)
1.3 Employee self assessment on most significant results during past period, strengths and areas for improvement
1.4 CODE OF ETHICS I declare for the year for which I am being reviewed, I have complied with Bureau Veritas Code of Ethics" YES / NO Performance Management Page 1 of 3
Rev 20-Dec-2012/ MH/ Sowmyya
2 .Last year Assessment of behaviour and results by Manager (N+1)
2.1 CORE VALUES - FIXED AND ABSOLUTE
YES
NO
Integrity and ethics Impartial counsel and validation Respect for the individual Social & Environmental Responsibility A Outstanding B+ Strong B Fair C Requires Improvement
2.2 BUSINESS VALUES - SUBJECT TO MEASURABLE PROGRESS* KINDLY PUT Customer Focus
Entrepreneurship and Leadership Share collective knowledge and constant learning Local actions and global contribution Transparency
Teamwork and Solidarity *See Section 3.2 for personal improvement targets 2.3 FEEDBACK FROM BUSINESS LINE / FUNCTION* RESULTS, STRENGTHS AND AREAS FOR IMPROVEMENT. Completed by N+1 after feedback from Business Line/Functional Manager
2.4 N+1 MANAGER ASSESSMENT OF RESULTS, STRENGTHS AND AREAS FOR IMPROVEMENT
2.5 OVERALL PERFORMANCE RATING (CIRCLE RATING) RATING A B+ B C N/E Outstanding Very Strong Good Requires Improvement DISTRIBUTION <= 10% <= 35% <= 55% As needed As needed DESCRIPTION Outstanding Performance : Performance clearly stands out and considered as exceptional Very Strong Performance: Very strong performance, all important objectives have been achieved. Fully satisfies expectations Good Performance : Solid & valuable performance, majority of important objectives achieved Requires Improvement: Well below level and as such unacceptable. A short-term Performance Improvement Plan must be implemented and followed-through Not evaluated (Less than 6 (SIX) months with the company
Signatures
Employee Date :
Line Manager N+1 Date :
Line Manager N+2 Date :
3. NEXT PERIOD: 01- JAN -2013 TO 31- DEC-2013
Rev 20-Dec-2012/ MH/ Sowmyya
Performance Management Page 2 of 3
3.1 ROLE & JOB DEFINITION
3.2 OBJECTIVES* THERE MUST BE AT LEAST 1 OBJECTIVE ON YOUR PERSONAL PROGRESS ON BV BUSINESS VALUES AND
BEHAVIOURS
PERFORMANCE INDICATORS AND DUE
DATES
* Make sure these personal objectives align perfectly with those set for the Bonus. Pl. attach a separate sheet, if required.
4. SUPPORT NEEDED
APPROPRIATE)
FOR ACHIEVING AGREED OBJECTIVES
( INCLUDING TRAINING ACTIONS IF
Expected results
Ways/Means to meet key objectives
5. SUCCESSION AND DEVELOPMENT
(specify area or type of function, and new skills to acquire and/or develop) TIMING MOBILITY ** LOCATION BEST NEXT ROLE* MANAGERS COMMENTS
PREFERENCES
*For many people, continuing to develop in the current job may be the best next role. ** i: anywhere within the next 18 months ii: within current or a specific zone within 18 months iii: remain in the same country
6. Comments
6.1 EMPLOYEES COMMENTS ON ASSESSMENT AND PLANS
6.2 N+2 LINE MANAGERS COMMENTS
Rev 20-Dec-2012/ MH/ Sowmyya
Performance Management Page 3 of 3
