Hi All, Can any of you help me with the appraisal form for Chief Technology Officer in an IT Industry. Your help will be highly appreciated Regards BK Shetty
From India, Bengaluru
From India, Bengaluru
Dear BK Shetty,
Appraisal form is a part of the Policy on Performance Appraisal. Policies or forms do not variate based on the designation. These supposed to be uniform across the organisation. However, what changes is KRAs. Therefore, you need to design the KRAs for this position and measure whether the KRAs were attained or not. If attained, how much per cent of KRAs were attained.
I have given my views on Performance Appraisal to the earlier post. Click the following link to refer it:
https://www.citehr.com/551865-perfor...ml#post2284289
Thanks,
Dinesh Divekar
From India, Bangalore
7884Appraisal form is a part of the Policy on Performance Appraisal. Policies or forms do not variate based on the designation. These supposed to be uniform across the organisation. However, what changes is KRAs. Therefore, you need to design the KRAs for this position and measure whether the KRAs were attained or not. If attained, how much per cent of KRAs were attained.
I have given my views on Performance Appraisal to the earlier post. Click the following link to refer it:
https://www.citehr.com/551865-perfor...ml#post2284289
Thanks,
Dinesh Divekar
From India, Bangalore
Dinesh,
Thanks so much for your inputs. We have standard appraisal system, applicable across the organisation. As you rightly mentioned the KRAs that vary with the role. I just wanted to know the KRAs as part of appraisal for a CTO (Head of technology) position in different software Companies.
Best Regards
BK Shetty
From India, Bengaluru
Thanks so much for your inputs. We have standard appraisal system, applicable across the organisation. As you rightly mentioned the KRAs that vary with the role. I just wanted to know the KRAs as part of appraisal for a CTO (Head of technology) position in different software Companies.
Best Regards
BK Shetty
From India, Bengaluru
Dear BK Shetty,
To design the KRAs of CTO, one needs to sit with him and understand what are his duties and responsibilities. Working style of every company is different. Therefore, what works in other companies may not work in your case. Secondly, this is a senior position therefore, for designing the KRAs, you need to involve MD also.
Going further, let me ask whether you are from HR? Whom this position reports to? If this position reports to MD, then it is the MD's responsibility to design the KRAs for this position and this work cannot be delegated. While you may download KRAs from some web resource but then question arises about the capability of a person to filter web material. What if some important section of work is left out from measurement? Who will be responsible for that?
Designing KRAs is far more serious job. It needs thorough understanding of the business as a whole. Far from KRAs, how many HR are capable to write the Job Description (JD) of the various positions?
It appears that you do not have comprehensive Performance Management System in your company. You need to train employees of all cadres on designing KRAs scientifically. To know more about PMS, click on the hyperlink which is past reply to similar post.
If you wish to hire my consulting services, then feel free to approach me. I will design such a PMS, wherein you will be able to put performance meter to all the employees, be it CTO or otherwise.
Thanks,
Dinesh Divekar
From India, Bangalore
To design the KRAs of CTO, one needs to sit with him and understand what are his duties and responsibilities. Working style of every company is different. Therefore, what works in other companies may not work in your case. Secondly, this is a senior position therefore, for designing the KRAs, you need to involve MD also.
Going further, let me ask whether you are from HR? Whom this position reports to? If this position reports to MD, then it is the MD's responsibility to design the KRAs for this position and this work cannot be delegated. While you may download KRAs from some web resource but then question arises about the capability of a person to filter web material. What if some important section of work is left out from measurement? Who will be responsible for that?
Designing KRAs is far more serious job. It needs thorough understanding of the business as a whole. Far from KRAs, how many HR are capable to write the Job Description (JD) of the various positions?
It appears that you do not have comprehensive Performance Management System in your company. You need to train employees of all cadres on designing KRAs scientifically. To know more about PMS, click on the hyperlink which is past reply to similar post.
If you wish to hire my consulting services, then feel free to approach me. I will design such a PMS, wherein you will be able to put performance meter to all the employees, be it CTO or otherwise.
Thanks,
Dinesh Divekar
From India, Bangalore
I think this is a forum for knowledge sharing. Hence I don't see any harm in Mr. Shetty trying prepare an Appraisal form. His work will anyway be reviewed by his seniors.
We need to be accommodative of younger generation trying to learn from "Mentors".
Mr.Divekar seems to have made a rather sweeping statement about HR personnel in general which does not augur well. Even the use of the term just HR for an HR personnel is inappropriate.
Besides the KPI's, competencies and attributes also may need to be looked at with newer projects being taken in even by an existing CTO or for that matter by any other person.
From India, Mumbai
We need to be accommodative of younger generation trying to learn from "Mentors".
Mr.Divekar seems to have made a rather sweeping statement about HR personnel in general which does not augur well. Even the use of the term just HR for an HR personnel is inappropriate.
Besides the KPI's, competencies and attributes also may need to be looked at with newer projects being taken in even by an existing CTO or for that matter by any other person.
From India, Mumbai
Dear All,I need appraisal form for project manager position.The form combines two methods of the next ( graphic rating scale method,critical incident methods,behaviorally anchored rating scale-Bars method, mixed standard scales method) and it should include minimum 20 performance criteria(Trait &Behavioral ).Could you please help me in this as soon as possible. Regards -Haifaa
From Palestine, Ramallah
From Palestine, Ramallah
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