



Employee Name & Employee Code
M. Brahma Naidu 1049Job Title: Software Engineer
Manager Name:
Dakshina MurthyPerformance Year: 2019
Division/Business Unit: 
TulipLocation/Department:

PART I ? BUSINESS RESULTS
?What Results I Achieve?

What are the three to five key objectives I am
expected to achieve this year to contribute to 
the success of my business unit?
(For each objective, note up to three specific goals that support achievement of the objective). Guide Lines: Page 3, 4 & %5
OBJECTIVES
 1.Employee Self-RatingMManager RatingMSOFTWARES USED
PHP
LARAVEL FRAMEWORK
MYSQL DATABASE
JQUERY
JAVASCRIPT
AJAXResults:  My city PMS

   Outright and Emi plans in Bookings.
   Filters in bookings.
   Developed user logs Page.

   2.Employee Self-RatingMManager RatingMSOFTWARES USED
PHP
LARAVEL FRAMEWORK
MYSQL DATABASE
JQUERY
JAVASCRIPT
AJAXResults:  My city PMS

 Clear Card and clear Cheque in Receipts.
 Pending commission bill generation notification for receipts   (cheques and cash).
 3.Employee Self-RatingMManager RatingRSOFTWARES USED
PHP
LARAVEL FRAMEWORK
MYSQL DATABASE
JQUERY
JAVASCRIPT
AJAX
Results:  Tulip - clients

Used new column client capacity then Calculations changed to entire application.
Modify Password feature for Tulip, My city.

 4.Employee Self-RatingMManager RatingMSOFTWARES USED
PHP
LARAVEL FRAMEWORK
MYSQL DATABASE
JQUERY
JAVASCRIPT
AJAX
Results:  :  Tulip ? Suppliers

All Reports in Suppliers.
 5.Employee Self-RatingMManager RatingMSOFTWARES USED
PHP
LARAVEL FRAMEWORK
MYSQL DATABASE
JQUERY
JAVASCRIPT
AJAX
Results:  ATS(Application Tracking System)

  Bell notifications in ATS.
  Desktop Notifications in ATS.

PART II ? CORE COMPETENCIES				
?How I Achieve the Results?

How have I demonstrated Core Competencies to
support PIPIP?s Shared Values?

A. ?We do the right thing.? (All Positions)Employee Self-RatingMManager RatingMHonesty and Integrity
Inspires Trust
Inclusion and DiversitySupporting Comments:  M
B. ?We make a difference.? (All Positions)Employee Self-RatingMManager RatingRCustomer Commitment
Community Support
Solution-FocusedSupporting Comments:  M
C. ?We deliver excellence.? (All Positions)Employee Self-RatingMManager RatingRStrategic Thinking
Quality of Service
Continuous Learning
Bottom-Line FocusSupporting Comments:  M
D. ?We are one.? (All Positions)Employee Self-RatingMManager RatingETeam Orientation
Global Perspective
Working RelationshipsSupporting Comments:  M
E. ?We know our business.? (All Positions)Employee Self-RatingMManager RatingMFunctional/Technical Expertise
High-Impact Communication
Excellence in Execution
Organizational AwarenessSupporting Comments:  M
F. ?We lead with impact.? (People Managers)Employee Self-RatingMManager RatingInspires People to High Performance
Empowers Employees
Grows and Develops PeopleSupporting Comments:  M
G. ?We win in the marketplace.? (Sales/Revenue-Generating Positions)Employee Self-RatingMManager RatingSells Consultatively
Understands/Uses Sales Techniques
Effectively Negotiates
Assumes Ownership of Sales ProcessSupporting Comments:  MPART III ? OVERALL RATINGS
AND COMMENTS	


RATINGS

PART I: Business Results?Overall RatingEmployee Self-RatingManager RatingM
PART II: Core Competencies?Overall RatingEmployee Self-RatingManager RatingM
COMMENTS

Note job-related strengths and areas for improvement or development.

Employee Comments:  Manager Comments:  
During this past year, Naidu has shown improvement on his core skills ? PHP and SQL, and thus has improved his code quality. Naidu is energetic and always shows interest to pick up new assignments. He is very friendly and mixes well with everyone on the team and beyond. 
Naidu performs well on tasks that he has done before or familiar with but given new ones, he seems to go disarray and often ends up making mistakes. To get better, he needs to learn from his past mistakes and find ways to lessen dependency on his peers. He also must learn to keep focus on the task at hand while working on it. 
Lastly, he needs to start working independently and try to avoid looking for help doing his work.


PART IV ? EMPLOYEE AND MANAGER SIGNATURES

PERFORMANCE PLAN/REVIEW COMPLETED AND DISCUSSED

Employee?s Signature: M. Brahma Naidu
Date:23-10-2019
Manager?s Signature: K. Dakshinamurthy
Date: 29-10-2019







Guide Lines

Writing Performance Targets and Goals (Managers and Executives only)


Objectives of Writing Performance Targets and Goals


Specific and measurable targets and goals define what is expected from a job holder
The performance targets and goals serve as standards by which performance can be accurately measured


Steps in Writing Performance Targets and Goals


ExamplesStep 1Begin by writing down the basic nature of the task using only a verb and a nounSource new clients
Increase sales volume
Reduce rejection rates
Complete planning phase
Step 2Include the quantity or quality that must be met by the person responsible for the taskSource X number of qualified clients within Y months
Increase sales volume by X% by June
Reduce rejection rates by 5% by the end of the year
Complete the planning phase by 30 October
Step 3If necessary, add any procedures or criteria that describe the action to be taken to achieve the target or goal
Source X number of qualified clients within Y months by actively advertising services to potential clients within the electronics industry
Step 4Review and refine the target or goal if necessary



Checklist

?SMART? Performance Goals:

S pecific
M easurable
A chievable
R esults-oriented
T ime-bound



To ensure that the objectives are properly defined, each of the following questions must be answered positively:-

(i)	Does the statement of performance targets/goals limit the results to one specific area?

(ii)	Are the results well defined in terms of what is expected of the job holder?

(iii)	Are the objectives measurable and observable? Were objectives quantified whenever possible?

(iv)      Was a time frame specified?

(v)	Are the performance targets/goals reasonable and within the reach of the job holder?








USM Infrastructures Pvt. Ltd.


PERFORMANCE APPRAISAL DOCUMENT (PAD)





RATING DEFINITIONS:  
E?Exceeds expectations
M?Meets expectations
R?Meets some, but not all expectations?requires further development
N?Does not meet expectations

RATING DEFINITIONS:  
E?Exceeds expectations
M?Meets expectations
R?Meets some, but not all expectations?requires further development
N?Does not meet expectations

RATING DEFINITIONS:  
E?Exceeds expectations
M?Meets expectations
R?Meets some, but not all expectations?requires further development
N?Does not meet expectations