Assignment

Performance management system

Answer 1

Designing a 360-degree appraisal form for Sonata Logistics involves creating a comprehensive
tool that gathers feedback from various sources to assess an employee's performance. Here's a
template we could use:

Employee Name: [Insert Employee Name]

Position: [Insert Employee Position]
Appraisal Period: [Insert Appraisal Period]

Instructions for Raters:

Please provide honest and constructive feedback based on your observations and interactions
with the employee during the appraisal period. Your input will remain confidential and will be
used for developmental purposes.

Section 1: Self-Assessment
Please rate your own performance on the following competencies on a scale of 1 to 5 (1 - Poor, 5
- Excellent).

 Communication Skills:
 Problem-Solving Ability:
 Teamwork and Collaboration:
 Adaptability and Flexibility:
 Leadership Skills (if applicable):
 Job Knowledge and Expertise:
 Initiative and Proactiveness:
 Time Management:
 Quality of Work:
 Overall Performance:

Section 2: Supervisor/Manager Evaluation

Please rate the employee's performance on the same competencies listed above.

 Communication Skills:
 Problem-Solving Ability:
 Teamwork and Collaboration:
 Adaptability and Flexibility:
  Leadership Skills (if applicable):
 Job Knowledge and Expertise:
 Initiative and Proactiveness:
 Time Management:
 Quality of Work:
 Overall Performance:
 Section 3: Peer Evaluation
Employees are encouraged to gather feedback from colleagues who work closely with
them. Please rate the employee's performance on the same competencies listed above.
 Communication Skills:
 Problem-Solving Ability:
 Teamwork and Collaboration:
 Adaptability and Flexibility:
 Leadership Skills (if applicable):
 Job Knowledge and Expertise:
 Initiative and Proactiveness:
 Time Management:
 Quality of Work:
 Overall Performance:

Section 4: Subordinate Evaluation (if applicable)

For employees in leadership roles, gather feedback from their direct reports using the same
competency-based rating.

 Communication Skills:
 Problem-Solving Ability:
 Teamwork and Collaboration:
 Adaptability and Flexibility:
 Leadership Skills:
 Job Knowledge and Expertise:
 Initiative and Proactiveness:
 Time Management:
 Quality of Work:
 Overall Performance:

Section 5: Additional Comments and Recommendations

Raters are encouraged to provide any additional comments, strengths, areas for improvement,
and recommendations for the employee's development.
This 360-degree appraisal form gathers input from multiple perspectives, including self-
assessment, supervisor/manager, peer, and subordinate (if applicable). It provides a
comprehensive view of the employee's performance, enabling a more holistic appraisal process
for Sonata Logistics.

Answer 2

Certainly, here's a template for an employee self-appraisal form tailored for Network Limited:

Employee Self-Appraisal Form

Employee Details:

Name: [Employee Name]

Department/Division: [Department or Division]

Job Title: [Employee's Job Title]

Appraisal Period: [Appraisal Period]

Instructions for Employees: Please provide an honest and reflective self-assessment by rating
your performance and providing comments where applicable. Your input will contribute to the
appraisal process and your professional development.

1. Key Responsibilities and Objectives:

List your key responsibilities and objectives in your role:

Self-Ratings (On a scale of 1-5): Please rate your performance on each of the following
competencies and responsibilities:

1: Poor

2: Below Average

3: Average

4: Above Average

5: Excellent

2. Job Knowledge and Technical Skills:

Understanding of job-specific knowledge and expertise.

Proficiency in technical skills relevant to the role.

3. Communication and Interpersonal Skills:

Verbal and written communication skills.

Ability to collaborate and work effectively with others.

4. Problem-Solving and Decision-Making:

Capacity to identify and solve problems efficiently.

Ability to make informed and timely decisions.

5. Adaptability and Flexibility:

Flexibility in handling changing work requirements or situations.

Willingness to adapt to new technologies or methodologies.

6. Time Management and Organization:

Ability to manage workload and prioritize tasks effectively.

Organizational skills and meeting deadlines.

7. Leadership and Initiative (if applicable):

Demonstrated leadership qualities or initiatives taken within the role.

8. Achievements and Contributions:

Significant achievements or contributions made during the appraisal period.

Comments and Development Goals: Please provide any additional comments, accomplishments,
challenges faced, and areas where you seek improvement or development. Include your thoughts
on how you plan to enhance your performance in the upcoming period.

Signature: Employee Signature: _______________________ Date: _______________

This self-appraisal form allows employees at Network Limited to reflect on their performance,
identify strengths, acknowledge achievements, and set development goals. It enables employees
to take an active role in their performance evaluation and professional growth.

Answer 3[a]
Certainly, here are two SMART goals for a Training Manager at SmartClass Ltd:

1. Goal 1: Improving Training Effectiveness

Specific: Develop and implement a comprehensive training program for new teachers within the
next three months, focusing on classroom management techniques, modern teaching
methodologies, and the company's pedagogical approach.

Measurable: Conduct pre- and post-training assessments to measure the improvement in teacher
performance metrics, such as student engagement, academic results, and classroom discipline.
Aim for a 15% increase in student satisfaction scores post-training.

Achievable: Collaborate with subject matter experts, senior educators, and instructional
designers to curate training materials and modules aligned with best practices in education.
Allocate dedicated training hours and resources for teachers' skill enhancement.

Relevant: Enhancing training effectiveness aligns with SmartClass's rapid expansion by ensuring
consistent teaching standards and quality across all locations, thus positively impacting student
outcomes and fostering the company's reputation.

Time-bound: Complete the development and implementation of the training program within
three months, initiating the training sessions in the subsequent month.

2. Goal 2: Continuous Professional Development (CPD) Initiative

Specific: Establish and oversee a Continuous Professional Development (CPD) framework for
teachers, offering ongoing workshops, webinars, and resources to foster continuous learning and
skill enhancement.

Measurable: Achieve an 80% participation rate among teachers in CPD activities within the first
year. Monitor the impact through feedback surveys and performance reviews, aiming for a 20%
increase in teacher satisfaction and effectiveness scores.

Achievable: Develop a catalog of CPD opportunities covering various teaching methodologies,

subject-specific pedagogy, technology integration, and soft skills enhancement. Leverage online
platforms for accessibility and convenience.

Relevant: Encouraging CPD aligns with SmartClass's commitment to providing high-quality

education and staying updated with evolving teaching practices, thus ensuring teachers remain
competent and motivated.

Time-bound: Launch the CPD framework within the first quarter, conducting monthly sessions
thereafter and assessing participation rates and impact at the end of each academic term.
These SMART goals for the Training Manager at SmartClass Ltd aim to enhance teacher
training effectiveness and ensure continuous professional development, aligning with the
company's rapid expansion and commitment to delivering quality education services.