Hello, Sir.
I have joined a pharmaceutical company as a market analyst, for which I need some formats for sales and performance analysis. Would somebody help me in this regard so that I will be very thankful to him/her.
From Pakistan, Rawalpindi
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I have joined a pharmaceutical company as a market analyst, for which I need some formats for sales and performance analysis. Would somebody help me in this regard so that I will be very thankful to him/her.
From Pakistan, Rawalpindi
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Hi there,
Please send me what your company's performance appraisal system is, and I will develop a performance appraisal form for you. On the other hand, please use the search key to find more information on performance appraisal forms and systems already available to choose from.
Regards
From Oman, Muscat
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108Please send me what your company's performance appraisal system is, and I will develop a performance appraisal form for you. On the other hand, please use the search key to find more information on performance appraisal forms and systems already available to choose from.
Regards
From Oman, Muscat
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Hi, Mianawan,
Employee Performance Appraisal Review:
I. GENERAL
The employee performance review is a periodic evaluation of the employee's performance intended to rate his/her job effectiveness for the functions he/she is performing and the salary he/she is earning, relative to other employees to align with Company wage/salary policy.
II. PROCEDURE
The HR Department will be responsible for administering the performance review individually through the Department Manager. All review forms should be prepared by the HR Department one month before the regular review date of the employee and handed to the Department Manager to fill out fairly and objectively on the Review Sheet through the immediate supervisor of the employee.
III. SPECIAL REVIEW FOR COMPLETING PROBATION PERIOD
New hire operators will be entitled to a special review one week before the date of completing the probation period - 40 days.
Based on their performance during this period, there will be three categories - $ , , for their first salary increase.
A special review after probation - 3 months for staff that depends on their performance and Company needs.
IV. USE OF PERFORMANCE REVIEW
The completed Performance Review Form will be filed in the employee's personal file. It is to be used along with other information to determine the need for training or other actions.
V. CONFIDENTIALITY
The performance review, like all other similar personnel information, is to be kept confidential.
Performance Appraisal of Exempt Salary Employees
1. Each exempt salary employee will have his performance formally evaluated once each year. This appraisal will be based on his attainment of goals clearly established at the beginning of the review period, usually on his anniversary date. The written establishment of these performance goals will result from a discussion between the managers and the subordinate. These goals should provide stipulated performance measurements of the major duties listed in the employee's job description. Both the manager and the employee will have a copy of these written goals.
2. An informal performance review will be held six months after the goals for the year have been set. Its two purposes will be the measurement of accomplishment to date and a career development discussion between the employee and the manager. The career development discussion might cover topics such as the ultimate and proximate career goals of the employee, his progress towards them as he sees it, any additional or different assignments which might further his development, any course of study or reading program which would aid him, etc. This discussion is designed to facilitate the manager's fulfillment of one of his most significant duties, the development of his people. No employee should fail to avail himself of this opportunity to seek his manager's guidance and support in fully developing his talents and advancing toward his career goals, if yet unachieved.
3. The second performance review will be held near the end of the twelve-month period. Attainment of specific goals and manner of accomplishment will be fully evaluated, as well as overall performance for the entire year.
4. The setting of goals for each coming year will be accomplished immediately after the performance review. The manager may find that it is better to complete the performance review and then discuss and establish goals at a subsequent session. Every effort to correct the deficiencies performed in the past year should be made as guidance to complete the setting of goals as soon after the performance appraisal as possible.
Best regards,
John
From China, Shanghai
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Employee Performance Appraisal Review:
I. GENERAL
The employee performance review is a periodic evaluation of the employee's performance intended to rate his/her job effectiveness for the functions he/she is performing and the salary he/she is earning, relative to other employees to align with Company wage/salary policy.
II. PROCEDURE
The HR Department will be responsible for administering the performance review individually through the Department Manager. All review forms should be prepared by the HR Department one month before the regular review date of the employee and handed to the Department Manager to fill out fairly and objectively on the Review Sheet through the immediate supervisor of the employee.
III. SPECIAL REVIEW FOR COMPLETING PROBATION PERIOD
New hire operators will be entitled to a special review one week before the date of completing the probation period - 40 days.
Based on their performance during this period, there will be three categories - $ , , for their first salary increase.
A special review after probation - 3 months for staff that depends on their performance and Company needs.
IV. USE OF PERFORMANCE REVIEW
The completed Performance Review Form will be filed in the employee's personal file. It is to be used along with other information to determine the need for training or other actions.
V. CONFIDENTIALITY
The performance review, like all other similar personnel information, is to be kept confidential.
Performance Appraisal of Exempt Salary Employees
1. Each exempt salary employee will have his performance formally evaluated once each year. This appraisal will be based on his attainment of goals clearly established at the beginning of the review period, usually on his anniversary date. The written establishment of these performance goals will result from a discussion between the managers and the subordinate. These goals should provide stipulated performance measurements of the major duties listed in the employee's job description. Both the manager and the employee will have a copy of these written goals.
2. An informal performance review will be held six months after the goals for the year have been set. Its two purposes will be the measurement of accomplishment to date and a career development discussion between the employee and the manager. The career development discussion might cover topics such as the ultimate and proximate career goals of the employee, his progress towards them as he sees it, any additional or different assignments which might further his development, any course of study or reading program which would aid him, etc. This discussion is designed to facilitate the manager's fulfillment of one of his most significant duties, the development of his people. No employee should fail to avail himself of this opportunity to seek his manager's guidance and support in fully developing his talents and advancing toward his career goals, if yet unachieved.
3. The second performance review will be held near the end of the twelve-month period. Attainment of specific goals and manner of accomplishment will be fully evaluated, as well as overall performance for the entire year.
4. The setting of goals for each coming year will be accomplished immediately after the performance review. The manager may find that it is better to complete the performance review and then discuss and establish goals at a subsequent session. Every effort to correct the deficiencies performed in the past year should be made as guidance to complete the setting of goals as soon after the performance appraisal as possible.
Best regards,
John
From China, Shanghai
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