PERFORMANCE APPRAISAL

General Introduction: – Why managing performance? – What is performance management? Performance Management at BESIX? – Self Appraisal – Objective Setting 2015 CONTENT

GENERAL INTRODUCTION

WHY MANAGING PERFORMANCE? The global market obliges every international oriented company to be in a continued process of finding ways to improve its organizational effectiveness and increase its business performance through : Measuring performance at corporate level based on strategic and operational objectives Measuring individual contribution to the corporate performance based on individual objectives Result: Aligned Employees, One Direction & Focus

WHY MANAGING PERFORMANCE? Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined and allocated to someone. Then it needs to be monitored and reviewed continuously in order to be finally evaluated.

3. Yearly Appraisal: performance evaluation & competence assessment 1. Yearly Objectives: Performance objectives (what) Development Plan for competencies (how) 2. During Year: -Continuous monitoring & feed back -Interim Appraisal (when transfer, change of line manager, …) -Continuous goal setting -Use of individual activity logbook to add extra tasks, objectives, trainings, …. THE CAREER BESIX

DevelopmentPerformance Management Competence Management TrainingPerformance measurement Resource allocationStaff evaluation Employability of people Reward Remuneration & bonus allocation Promotion

Performance Development

PERFORMANCE BESIX

WHY SELF APPRAISAL Manager is informed of employee’s perception on owns work Manager is aware of the accomplishments employee is most proud Prepare a discussion about one’s career goals, ambitions and progression within the company

HOW SELF APPRAISAL: BASIC QUESTIONS FOR THE EMPLOYEE Start with your objectives and add the extra tasks and activities you realized, through the activity logbook What was your role this year? Did you achieve your objectives? What went well? What was more difficult? Did you ask for feedback? …

Objectively think about the things that you have done well and the things you would do differently Take responsibilities for failures but also outline the possible constraints in your work Provide data and facts, use examples Include some weaknesses as points to improve/learn Try not to over or underestimate yourself. HOW SELF APPRAISAL: TIPS & TRICKS

HOW SELF APPRAISAL: ALSO Think about – your objectives of next year and make proposals – your development plan/trainings to follow and make proposals Share your realistic ambitions

Flight: People say … Everyone makes mistakes Better next time Aggressive: You are wrong You never agree Assertive: I-statements facts & figures raise your questions or concerns Manipulative: Gossip Flattering TIPS FOR EMPLOYEES AND LINE MANAGERS:

OBJECTIVE SETTING 2015

OBJECTIVES 2015 Objective can be a task, a competence or a behaviour on which the employee focus in order to achieve a specific result. Objectives should be SMART – Specific – Measurable – Achievable – Realistic – Timely Objectives should support the business needs and the individual’s plans to progress Employee should commit to the objectives Focus on average 3 objectives per year