GUIDELINES FOR APPRAISER:

The methods use in this appraisal system is both objective and subjective and they are both
1)
dependent
The of each
appraiser shall other.
be defined as anyone who is given the task of appraising an employee's
2)
performance for the following reasons :
2.1
2.2
3) The appraisal is divided into 2 sections as follows :
3.1
3.2
4) The appraisee will fill-up the self-rating point before the assessment with the appraiser.
The appraiser shall evaluate and discuss with appraisee on employee's KPI, work behaviours and
5) The overall performance score shall be based on the
competencies and the final score will be given during the assessment.
6) and 60% of Work Behaviours and Competencies
After completing the scores on Excel sheet, the total will be calculated automatically and the grade
7) and independent to the employee performance.
will be selected automatically based on the following appraisal grade:
7.1
7.2
7.3
7.4
7.5
8) The overall rating indicator, prior to the appraiser completing on the Section C shall be as follows:
8.1

8.2

8.3

8.4

8.5
9) The appraiser and appraisee shall then indicate the appraisal comments on the assessment.
For Outstanding result, the appraiser may recommend for appraise salary increment subject for
10)
Group Chairman
After all / Group
informations hasMD and
been Human Resource
completed, Director
the appraiser Approval.
shall forward the appraisal form to Human
11)
Resource and Administration for further administrative process.
GUIDELINES FOR APPRAISER:
The methods use in this appraisal system is both objective and subjective and they are both
dependent
The of each
appraiser shall other.
be defined as anyone who is given the task of appraising an employee's
performance for the following reasons :
Confirmation of an employee
Extension of probation of an employee
The appraisal is divided into 2 sections as follows :
Section A - Key Performance Indicators (KPI) (40%)
Section B - Work Behaviours and Competencies (60%)
The appraisee will fill-up the self-rating point before the assessment with the appraiser.
The appraiser shall evaluate and discuss with appraisee on employee's KPI, work behaviours and
The overall performance
competencies score
and the final shall
score willbe
bebased
givenon the 40%
during of Key Performance Indicators (KPI)
the assessment.
and 60% of Work Behaviours and Competencies. The total score points must be subjective, fair
After completing the
and independent scores
to the on Excel
employee sheet, the total will be calculated automatically and the grade
performance.
will be selected automatically based on the following appraisal grade:
Grade A for Outstanding performance - the score ranges from 90% to 100%
Grade B for Good performance - the score ranges from 71% to 89%
Grade C for Average performance - the score ranges from 56% to 70%
Grade D for Below Average performance - the score ranges from 40% to 55%
Grade E for Poor performance - the score is 39% and below
The overall rating indicator, prior to the appraiser completing on the Section C shall be as follows:
For Outstanding result, positive action should be recommended for the employee.
For Good result, positive action should be recommended with suggestions and comments for
improvement.
For Average result, positive action should be recommended with suggestions, comments,
training and action plan discussed with the employee for improvement.
For Below Average result, appropriate action should be taken against the employee such as
extension of probation or demotion of service, training and action plan discussed with the
employee for progress development.
For Poor result, appropriate action should be taken against the employee by termination of
service.
The appraiser and appraisee shall then indicate the appraisal comments on the assessment.
For Outstanding result, the appraiser may recommend for appraise salary increment subject for
Group Chairman
After all / Group
informations hasMD and
been Human Resource
completed, Director
the appraiser Approval.
shall forward the appraisal form to Human
Resource and Administration for further administrative process.
 This Appraisal Form Is To Be Returned To The Human Resources Department By : _____________

PROBATIONERS PERFORMANCE APPRAISAL FORM

(HONOR PROJECT)

PERIOD APPRAISED FROM

Employee Sitti haslinda binti abdul

Employee No Sw0108843
Name rahman

Position Brand ambassador Date Joined 6-May-24

Immediate
Department OPS/HONOR
Superior

PERFORMANCE EVALUATION
Section A: Key Performance Indicator (KPI)

Please indicate two (2)most significant KPI to be accomplished by the employee during his/her probation peri

Maximum Superior
No. Descriptions / Objectives Score Rating
1st month
Achievement vs target = 170%

2nd month
Achievement vs target =100%

3rd month
1 40
Achievement vs target = 163%

FITNESS LEVEL OF EMPLOYEE

Must be certified as FIT For Employment by
Panel Doctor

3 month training exam result

2 20

3 month Retail Platform check in & check out

(Exception attendance deduct 5 mark / time)

3 20

Total Score 80 0
 Section B: Work Behaviours and Competencies

This part evaluates the work behaviours and competencies of employees in the execution of his/her job
duties and responsibilities.

Maximum Self Superior

Description Score Rating Rating

1) Teamwork : Participates proactively in the development of team goals

and plans. Cooperates with members to resolve problems and achieve 2 2
goals.
2) Initiative : Actively seeks solutions to problems before being asked or
directed. Does more than required. Tries more effective ways to perform 2 2
job.
3) Communication : Ability to effectively convey information, ideas and
suggestions orally and in writing. 2 2
4) Assertiveness : Adopts a win-win approach to negotiation. Deals with
conflict constructively and can put forward sound contributions even in the 2 2
PERI
face of opposition.
5) Creativity : Ability to think outside the box and improvises situations.
2 2
6) Planning & Controlling : Establishes priorities and schedules
systematically in line with department’s objectives. 2 2
7) Motivation and Inspiration : Operates with integrity and
demonstrates dynamism. Enthuses and encourages others. 2 2
8) Job Knowledge & Quality : Perform tasks specific to area of
expertise reliably, skilfully, accurately and to the most effective and 2 2
efficient way.
9) Decision Making : Shows risk awareness and able to evaluate options
and solutions. Exercises judgement in making sound decisions. 2 2
10) Discipline : Demonstrate the ability to observe the set code of
conduct, rules and procedures. 2 2

Total Score 20 20 0

Section C: OVERALL PERFORMANCE SCORE

Section Maximum Points Employee Performance

Section A : Key Results Area (KRA) 80

Section B : Behaviour and Competencies 20

Total Score on Performance 100 0

 Section C: Overall Performance Rating
A - Outstanding (90 – 100)
B - Good (71 – 89) GRADE
C - Average (56 – 70)
D – Below Average (40– 55)
E - Poor (39 & below)
Employee to be :
Tick where applicable
Confirmed Extended Probation
Date confirmed Month(s)

COMMENTS:
Appraisee:

Appraiser :

RECOMMENDATION BY HONOR

Associate Signature : Superior Signature :

Name : Sitti haslinda binti abdul

Name :
rahman
Date : 7/30/2024 Date :
SALARY REVIEW
PRESENT NEW (IF Applicable)
Current Basic Salary : Grading :

Percentage of increment :

Effective Date / Year : Recommended Increment : RM

New Salary After Increment : RM

Other Allowances : Car Allowance : RM 200

(Pls specify) Handphone Allowance: RM 100

HONOR PERSONNEL
Name Sign Date

Regional Manager

HR Field Force Recruitment

Jennifer Yeap
and Payroll

RECOMMENDATION BY JUMP

Name Sign Date

Project Head Jessie Lim

Business Development
Phoebe Cheong
Department
APPROVAL
Name Sign Date

HR DEPARTMENT HEAD Justin Frances