Performance Appraisal Policy - Amendment 2023

Human Resources Policies and Procedures Manual Globizs Web Solutions Private Limited
Document ID Title Print Date

HRPAP105 Performance Appraisal Policy
Revision Prepared By Date Prepared
3 Sagolsem Anamika 27/04/2023
Effective Date Reviewed By Date Reviewed
01-04-2023 Roshnikumar Yambem/MD 27/04/2023
Approved By Approved Date
Roshnikumar Yambem/MD 27/04/2023
Performance Appraisal Policy:

Performance appraisal support good performance management practice and employee
development at Company. Appraisal is a key mechanism for explicitly directing all
employees contribution so that individuals can see how their work supports the aims and
objectives of their department and the organizations as a whole. The process should
provide clear direction towards personal and organizational objectives so that each
individual is able to achieve their potential and contribute to the Organization’s success.
Appraisal plays an essential role in identifying training, development and career needs
and ensuring that individual contribution is valued and recognized. In addition, the
appraisal meeting enables employee and managers to discuss performance and provides
a mechanism to give and receive constructive feedback.
Purpose: The Company seeks to achieve the following objectives:

A. Ensure employees have a clear understanding of the performance and behaviors
expected out of them
B. Ensure employees have a clear understanding of how their individual work
contributes in achieving the company’s objectives
C. Identify and implement opportunities for employees development and discussion of
career objectives
D. To determine training and development need
Scope: The performance appraisal process will apply to all the employees who have successfully
completed their probationary period.
Procedure:
1.1 Performance Appraisal Cycle:
The performance of each employee will be reviewed formally and in writing on annual
basis by April of every year.
For new employee, performance review will be formally considered only after
completing the probationary period for three months and salary appraisal will be
considered only after completing a minimum of 6 months after probationary period.
Their performance will be reviewed on a pro-rata basis for the 1st year.
HRPAP105 Performance Appraisal Policy 1 Page of 4

Non Managerial Role
1.2 Performance Appraisal Indicators:

Performance Indicators Grading
Late A, B & C
Leave A, B & C
Performance Outcome A, B & C
Manager’s Marking A, B & C
1.2.1 Late
Grade A – An employee with Late upto 3% of his/her actual working days by the end of financial year will
be allocated Grade A.
Grade B – An employee with more than 3% Late but does not exceed 8% Late of his/her actual working
days by the end of financial year will be allocated Grade B.
Grade C – An employee with more than 8% Late of his/her actual working days by the end of financial year
will be allocated Grade C.
1.2.2 Leave
Grade A – If an employee does not take any Leave without pay (LWP) during the financial year.
Grade B – If an employee takes any Leave without pay (LWP) for a maximum upto 12 LWP during the
financial year.
Grade C – If an employee takes more than 12 LWP during the financial year.
1.2.3 Performance Outcome

This will be based on an employee’s performance. They will be allocated either Grade A or Grade B or
Grade C depending on their performance as per the scoring system for the concern department.
1.2.4 Manager’s Marking

Manager gets the full right to provide either Grade A or Grade B or Grade C to any of its employee
depending on their behavior, attitude, teamwork, etc.
1.3 Grading System:
Indicator Grade A Grade B Grade C
Late Upto 3% of Actual Above 3 % - upto 8% of Above 8% of Actual

Working Days Actual Working Days Working Days
Leave No LWP 1 to 12 LWP More than 12 LWP
Performance As per Scoring System of As per Scoring System of As per Scoring System of
Outcome the concern Department the concern Department the concern Department
Manager’s Marking As per Manager’s As per Manager’s As per Manager’s
feedback feedback feedback

1.4 Scoring System as per the Grading System for the Performance Indicator:
Indicators Grade A Grade B Grade C

Late 2 1 0
Leave 3 1 0
Performance Outcome 3 2 1
Manager's Marking 2 1 0
1.5 Final Remark as per the Total Score:
Score Remark
9 – 10 Excellent
7–8 Good
<7 Poor
1.6 Example:
If an employee gets score as per below table:
Indicator Grade Score

Late B 1
Leave A 3
Performance Outcome B 2
Manager's Marking A 2
Total Score 8
Score Remark
9 – 10 Excellent
7–8 Good
<7 Poor
Then, employee will be marked as Good according to the above table as his/her total score is 8.
Note:
 LWP may be due to conditions like unapproved leave or leave during probationary period or
unavailable leave balance, etc.
 If an employee receives either an Appreciation Mail from their concern Manager or any
Disciplinary Warning from HR or concern Manager will have a positive or negative impact on
their Salary Increment.
 Employee who score < 7 as per above table, will not be eligible for Salary Increment for that
financial year.

Managerial Role
Below Grading System and Scoring system will be followed for Managers.
1.7 Grading System:
Indicator Grade A Grade B Grade C
Leave No LWP 1 to 12 LWP More than 12 LWP

Performance As per Scoring System of As per Scoring System of As per Scoring System of
Outcome the concern Department the concern Department the concern Department
Director’s Marking As per Director’s As per Director’s As per Director’s
feedback feedback feedback
1.8 Scoring System as per the Grading System for the Performance Indicator:
Indicators Grade A Grade B Grade C

Leave 4 3 1
Performance Outcome 4 2 1
Director's Marking 2 1 0
1.9 Final Remark as per the Total Score:
Score Remark
9 – 10 Excellent
7–8 Good
<7 Poor
Note:
 LWP may be due to conditions like unapproved leave or leave during probationary period or
unavailable leave balance, etc.
 Late will not be applicable to the Managers as they will be working beyond the office hours
whenever required. However, their late will be monitored.
 If a Manager receives either an Appreciation Mail from Director or any Disciplinary Warning
from HR or Director will have a positive or negative impact on their Salary Increment.
 Manager who score < 7 as per above table, will not be eligible for Salary Increment for that
financial year.

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Human Resources Policies and Procedures Manual Globizs Web Solutions Private Limited

Document ID Title Print Date

Performance Appraisal Policy:

Purpose: The Company seeks to achieve the following objectives:

HRPAP105 Performance Appraisal Policy 1 Page of 4

Non Managerial Role

1.2 Performance Appraisal Indicators:

1.2.3 Performance Outcome

1.2.4 Manager’s Marking

1.3 Grading System:

Indicator Grade A Grade B Grade C

Late Upto 3% of Actual Above 3 % - upto 8% of Above 8% of Actual

HRPAP105 Performance Appraisal Policy 2 Page of 4

Indicators Grade A Grade B Grade C

1.5 Final Remark as per the Total Score:

Indicator Grade Score

HRPAP105 Performance Appraisal Policy 3 Page of 4

1.7 Grading System:

Indicator Grade A Grade B Grade C

Leave No LWP 1 to 12 LWP More than 12 LWP

Indicators Grade A Grade B Grade C

1.9 Final Remark as per the Total Score:

HRPAP105 Performance Appraisal Policy 4 Page of 4

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