1. Welcome to Presentation on Performance Management System HR Department BESCL, Bhilai

2.  New Competency based Performance Management System has been introduced WEF 1 st April 2004.  The new system is based upon the recommendations of Project Disha  Performance Management evaluation for the executives between E1 and E5 Grades will be carried out from 1 st January till 31 st December.  For executives between E6 and E9 Grades PM cycle will be between 1 st April and 31 st March.

3. Objectives  To Accomplish the over all organizational vision and mission by linking individual performance to company’s objectives.  Cascade Companies Strategic goals to individual level.  To encourage two way communication and bring about transparency in the performance assessment process.  To evaluate the potential of the executives to assume higher responsibilities in the organization.  To translate future skill requirements of the organization into individual development plans.  To Identify high performers, to recognize them through rewards and incentives and to facilitate fulfillment of individual aspirations.

4. PMS Activities for E1 to E5 PMS forms will be issued from 01 st December till 15 th December. Performance Planning Defining expectations Setting measures and targets. Identifying and allocating appropriate resources Goals and objectives are ‘SMART’ S-Specific M-Measurable A-Agreeable R-Realistic T-Time Bound

21. Part-II Competency assessment Functional Competencies At least five functional and cross functional competencies are to be agreed upon and the same will be assessed. These competencies are required for success in particular function or job involve demonstrating technical, functional knowledge skills and expertise.

22. Examples of Functional competencies Knowledge of power generation/Operations Knowledge of grid management grid code Knowledge of common problems in key equipments Cross functional competencies.  Exposure to Maintenance, MTP & O&E  Knowledge of F&A,HR & IT Managerial Competencies. These competencies are helpful in achieving business strategies Six competencies are to be assessed out of which three are mandatory.

23. Mandatory Managerial Competencies Analytical Ability Learning Team Player Optional Competencies Communication Managerial effectiveness Decision making Interpersonal skills Innovation/Creativity Adaptability Cost Consciousness Quality Consciousness

24. Mid Year Review Performance Planning is to be completed between 1 st January and 25 th January PMS forms are to be submitted to HR Dept. between on or before 30 th January. PMS forms will be issued back to respective departments between 20 th June and 30 th June for Mid year review. Mid year review shall take place between 1 st July and fifteenth July. PMS forms will be submitted back to HR Department after completion of mid year review by 21 st July.

25. Purpose of Mid Year Review Reinforcing good performance in time Updating status of Targets and progress review Identifying areas for mid course correction Revisiting KPAs and Goals if necessary Assessing resources and skill requirement affecting the individual’s performance. Discussions and feedback on functional competencies, potential competencies, Managerial competencies and core value actualization. Providing early warnings of non-performance, avoiding yearend surprises.

26. Annual Assessment of KPAs HR shall resubmit the PACE forms to all reporting officers for annual assessment by 1 st December Invitation of Reporting officer to all executives working under him to participate in annual assessment. Annual targets of KPAs vis-à-vis performance are analyzed and total marks are calculated. Reporting officer shall rate the functional and technical competencies. Managerial competencies will be evaluated by reporting officer. Assessment of actualization of core values I.E COMIT. Potential assessment will be carried out. Reporting officer and reviewing officer shall sign the PMS Form. Annual assessment will be completed by 7 th January

27. SectionItemMaximum Marks Part-1Performance Planning 65 Part-2Competencies2010 each for functional and Managerial competencies. Part-3Core Values5 Part-4Potential Appraisal 10 Total100 Distribution of Marks for employees in the grades of E1-E5

28. SectionItemMaximum Marks Part-1Performance Planning 50 Part-2Competencies2510 for functional and 15 for Managerial competencies. Part-3Core Values15 Part-4Potential Appraisal 10 Total100 Distribution of Marks for employees in the grades of E6-E7

29. Completion of individual training and development plans. Normalization process by Performance Management Committee between 15 th January and 31 st January Within clusters with a population of at least 15 executives. Executives within a cluster will be categorized as Top20, Middle 70 and Bottom 10.. Performance scores will be finalized by PMC which are irreversible. Completed PMS forms will be submitted in HR Dept by12th January

30. Communication and feed back. After process of normalization Performance Management committee shall hand over all PMS forms to HR Department. Final score, relative ranking and feed back will be intimated to the executive concerned by reporting officer by 15 th February Administration of PMS EDs GMs will facilitate implementation of PMS by monitoring progress and removing all road blocks, ensuring completion of assessment and submission of the same HR as per the time schedules for their respective units, departments and regions.

31. ActivityPeriodResponsibility Issue of PACE forms15 th March till 31 st March HR Dept. Performance planning1 st April till 25 th April Executive Reporting officer Issue of PACE forms for Mid year review20 th Sept till 30 th Sept. HR Dept Mid Year Review1 st October till 15 th October Executive Reporting officer Submission of PACE forms to HR21 st OctoberReporting officer Issue of PACE forms for Annual assessment15 th March till 31 st March HR Dept. Annual Assessment1 st April till 25 th AprilExecutive Reporting Officer Reviewing Officer Submission of Completed PACE forms30 th AprilExecutive Normalization of PMS1 st May to 25 th MayNormalization Committee HR to Coordinate Performance Communication and feed back31 st MayReporting officer with help from HR Dept.

32. Audit of PMS. Auditing is be don on sample basis. Audit team shall ensure that Reporting officer shall be of minimum of E5 Grade. KPAs are appropriately cascaded down at each level with appropriate balancing and sufficient stretch target to achieve individual and organizational goals Parity in targets. KPA are set with data backups. Optional competencies are in line with role of executives. Targets are set with enough consultations

33. Audit of Mid year review and annual assessment Changes made Over all scores Stretch targets, calculation of marks Following principles of evaluation Audit of Normalization process Composition of audit committee and submission of report AreaAudit teamReport submitted to PlantsHead of O&M TS & HR Head of HR of Region RegionsHead of OS/P&M/PS And HR Corporate HRD Corporate CenterNominated members from Corporate planning, engineering & HR Corporate HRD

34. Concerned BUHs, functional heads should cascade their KPAs to the executives reporting to him based on MOU Targets for that year with suitable stretch targets to ensure organizational excellence. This process may be finalized in an SMC meeting/Departmental or group heads meeting which is to be held in the second week of march in each assessment year.

35. Questions frequently asked. Earlier AAR System is better than the present system? The present system is more confused with full of jargon and literature Will this new system is of any use for me in getting my promotion and career advancement.