1. Performance Appraisal: a Tool for People Development

2. Agenda Context (DEK Mission) PA Objectives PA Process What are evaluated and How Challenges and Areas for Improvement

3. Context (DEK Mission) To deliver world-class services and global products by empowering and developing our members within a true Agile and Lean culture

4. PA’s Objectives People development Career path: short/long-term goal setting Actual performance vs Expected performance Strength/weakness and areas for improvement Training needs and coaching required Conflict resolution, team building Talents identification Role/responsibility clarification Fair Salary Adjustment Promotion, Reward, Layoff decision Members’ feedbacks for operational improvement

5. PA Process  360 degree feedbacks principle  Team members to give the input for individual performance reviews  DEK Coaches are the facilitators for the PA Process  Twice a year (aim to have it quarterly) 360 Evaluation Team member give evaluation to each others Additional Feedbacks DEK coach review evaluation and get additional feedbacks 1-1s Meetings DEK Coach discuss the result with the individual Agree on the improvement plan Follow-up Making sure needed training / coaching in place Follow up on action plan

6. What Are Evaluated

7. Evaluation Form Example

8. Level Description Example

9. Challenges and Areas for Improvement  Measurement of Projects’/Teams’ performance and relate it to individual performance  Tools (software) for PA (recommendation are appreciated?)

10. Looking forward to your suggestions Thank You