1. PERFORMANCE APPRAISAL 2014 N+1

2. INTRODUCTION Please see our 2011 video for more details about the tool and process at http://www.besix.com/selfappraisal/N1.aspx

3. TIMELINE APPRAISAL 2014

4. LOGIN & PASSWORD UNCHANGED

5. CHECK DATA MY LINE MANAGER MY DIRECT REPORTS MY ROLE MY PERSONAL DETAILS

6. APPRAISAL PREPARATION MANAGERS Evaluation on Objectives: Based on the objectives put forward at the end of last year and the potential changes during the year, YOU assess the result versus objectives, taking into account the intermediate assessments during the foregone year, the opinion of internal/external clients and the end result achieved. HSE Evaluation 2014 (if applicable): This part of the evaluation needs only to be filled out for some employees with role “Project Execution” or “Project Management”. An appraisal between “to develop”, “performs” and “excels” is given. Evaluation of Demonstrated Common Role Competencies: With reference to the Common Role Competencies description for the Band and the Job Family at hand, YOU assess the demonstrated competencies and the adjacent behavior. An appraisal between “to develop”, “performs” and “excels” is given

7. APPRAISAL PREPARATION MANAGERS Prepare based on the seen FULL year. Contact previous N+1 for information Gather supporting documents Gather input from others (client, colleagues, peers and superiors) Be honest, clear and precise in comments and praises Read the self-appraisal of your direct report

8. APPRAISAL SCORES FOR PERFORMANCE A Exceptional: achieves perfection in all aspects of his/her responsibility and has overachieved on all objectives B+ Very Good: achieve a high degree of perfection in almost all aspects of his/her responsibility, reaches a good level in all other areas. Overachieves on some objectives and achieves on all others. B C+ Good: has a steady performance all aspects of his/her responsibility and attains all objectives, sometimes overachieving. C D+ Sufficient: needs guidance to reach objectives in some areas of his/her responsibility, did not achieve all objectives D E Insufficient: performance inadequate to reach standard objectives, needs constant guidance. Objectives have not been attained E- F Completely insufficient: as well performance as attitude insufficient to reach any objective. Needs continuous and urgent guidance

9. APPRAISAL COMPETENCE REVIEW SCORES Excels Demonstrates repeatedly and over a prolonged period of time to excel in the listed competency and adjacent behavior. Performs Demonstrates regularly to possess the listed competency and the adjacent behavior. To develop Demonstrates need to further develop the listed competency and the adjacent behavior before reaching the required level.

10. SOME ATTENTION POINTS PLANNING THE INTERVIEW IN THE SYSTEM IS MANDATORY – YOU CANNOT FINALIZE THE PROCESS WITHOUT PLANNING THE DATE

11. SOME ATTENTION POINTS STATUS WILL ONLY MOVE TO 4 AFTER THE DUE DATE OF THE INTERVIEW

12. SOME ATTENTION POINTS WHEN SIGNING ALL THE PAGES WILL BE MARKED MANAGER READY (AND AS SUCH VISIBLE TO THE EMPLOYEE) UNLESS MANDATORY FIELDS NEED TO BE COMPLETED (e.g. Score)

13. OBJECTIVE SETTING 2015

14. Give concrete description of what is expected: business, personal an safety (if applicable) objectives Explain what would be considered as success with clear indicators (milestones, KPI’s, deliverables) DEFINE NOT MORE THAN 2 TO 4 BUSINESS AND 2 TO 3 PERSONAL OBJECTIVES SOME EMPLOYEES WITH THE ROLE “PROJECT EXECUTION” or “PROJECT MANAGEMENT” NEED TO DESCRIBE SAFETY OBJECTIVES, i.e. HOW TO IMPROVE SAFETY ON SITE.

15. OBJECTIVES Even when all objectives have been validated in the system by line manager and employee, additional objectives can be included.

16. OBJECTIVES Line managers can make comments and add interim scores to the objectives validated by them in the system during the year. When a line manager is changed during the year, the previous manager will be requested to make an interim evaluation of the set objectives within 60 days after the change of manager.

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