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PERFORMANCE APPRAISAL

PERSONAL INFORMATION

Nam 01 April 2016 31

Anant Bhargava Review Period:
e: March 2017
Job Title: Sales Executive Department: School Education
Employee ID: Branch: India
Reporting Reviewing
Manager: Manager/HOD:

PERFORMANCE APPRAISAL PROCESS

Performance Appraisal Process is designed to help translate the Companys
direction and 5-year Plans into clear outputs to be achieved by employees, and to
provide the basis for managers and employees to work together to guide both the
outputs of employees through setting SMART Goals; and the development of
employees through assessing and providing coaching and development.
The annual appraisal meetings will be taking place between February and March.
Regular reviews of performance are suggested to review the accomplishment /
progress and make adjustments as appropriate.

PERFORMANCE RATING
Please agree on the performance rating after discussing progress against core areas
and objectives on the following page.
Reporti Reviewi
Rati ng ng
Descriptor Self Final
ng Manage Manage
r r / HOD
Clearly performed at outstanding level - 2
1 exceeded all Goals and competency
expectations
Noticeably performed higher than expectation
2 - achieved all and exceeded some Goals and
competency expectations
Solid performer - generally achieved Goals
and competency expectations (somewhat
3
over-or under-achieved in some areas, but on
balance performance was acceptable)
Noticeably under-performed against
expectations - may have met some Goals but
4
did not achieve key Goals and competency
expectations
5 Clearly underperformed against expectations
- clearly did not achieve all Goals or meet

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competency expectations

Name &Signatures
For overall comments, please refer to Section 5 Overall Performance.

SECTION 1 CURRENT YEAR OBJECTIVES

Objectives Achievements &Comments (please provide

examples)
1) To discover Emplo Discovered good number of new schools and
new schools yee gained business from them. Example:
Discovered 30 new schools.
Manag
er

2) To gain Emplo Gained sufficient knowledge about the trade.

knowledge of yee Example: 1) Learned the procedure of taking
book trade and processing orders.2) Gained knowledge
about the competitors new products and
their new business policies.
Manag
er

3) To fetch Emplo Fetched good knowledge about the

knowledge yee operations of the trust which helped in the
about the smooth working.Example:1) Got to
operations of knowwhom we have to contact for the
Oxford different agendas like workshops, self-stock
University ordering, customer care, IT department
Press India information, editorial information.
Manag
er

4) To gain Emplo Gained knowledge of OUP products.

product yee Example: Backlisting and Front Listing.
knowledge
Manag
er

5) Competitors Emplo Gained knowledge about the competitors

Knowledge yee new products and their new business
policies. Example: Cordova increased the
animations in their products and Ex-Seed
conducted a program for Principals outside
the country.

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Manag
er

6) To achieve the Emplo Will achieve the assigned targets within the
assigned sales yee stipulated time.
target
Manag
er

SECTION 2 VALUES AND BEHAVIOUR DESCRIPTIONS

Value Description Behaviour Comments

Statements (please provide examples)
Passion We are Take initiative and Employ 1. Initiated the
enthusiastic be a driving force ee hunt for new
in our to make things schools to
commitment happen increase the
to achieve Promote a positive, revenue. Example:
excellence energizing and 30 new schools
productive discovered 2)
environment Made at least two
Show pride in our presales visit to
work, brand and each school to
heritage access their
need.3)
Conducted each
and every thing in
the way as taught
to us in our
trainings.
Example: Followed
the OSA Cycle and
ethical Business
Policies.

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Manage
r

Innovat We Foster a culture Employ Increased the

ion continually that constantly ee number of visits in
innovate to explores new non-user schools
enrich concepts and new and got to know
peoples ways of doing the reason for not
lives things prescribing OUP
Encourage products and
collective converted them
intelligence by into user schools.
enabling creative Example: Some
ideas and non-user schools
solutions from were not aware of
staff at all levels OUP digital
Strive for support. I gave
upgrading of presentation on
professional skills our digital support
and technical with the products.
competence, as Manage
the basis for r
continuous
improvement
Integrit We uphold Be honest and Employ Conducted each
y strong transparent in all ee and every activity
ethical our dealings with according to OUP
principles in each other, our ethical policies
everything partners and our and sought help
we do customers from our
Abide by the Code compliance team
of Conduct and as per the
inspire others to requirement.
do the same Example: never
Always protect made fake
OUPs reputation commitments.
by fulfilling our Manage

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Mission to the r
highest ethical
standards
Teamw We Exchange ideas and Employ Coordinated with
ork collaborate share expertise ee my manager and
and share across peer group,
resources departments, exchanged
for better offices and business ideas
outcomes divisions among each other
Support team goals for conducting all
through active the activities more
participation and effectively.
contribution of Example: got new
knowledge and ideas from our
skills manager to attain
Create an business in non-
environment that user schools,
celebrates supported peer
success and group members in
learns from failure their territories
as a team where ever they
require help.
Manage
r
Trust We inspire Treat everyone Employ Conducted every
confidence consistently, ee activity in the
by being fair, regardless of level, organization fairly
open and culture or and honestly,
honest background discussions with
Empower manager before
employees to taking important
express their ideas decisions.
and concerns, and Example:
listen Sponsorships
empathetically Manage
Inspire confidence r
in others, through
leading by
example

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SECTION 3 OBJECTIVES SETTING FOR NEXT FINANCIAL YEAR

List below any specific objectives or targets using the SMART format:

S = Specific output to be achieved

M = Measurable or verifiable
A = Agreed or achievable by both the employee and manager
R = Realistic based on a thought-through action plan
T = Time-bound, with key progress dates and completion dates being
stated for the performance year

Values-based objectives:
o Set an objective for each of the AE values, where possible.
o Your goals should be SMART objectives
o It is suggested that no more than 6 objectives should be set in order to
stay focus.

NB: One of the goals must be related to effectiveness control and

commitment of ethical policies

Key Objectives Measurable / Outcomes Key Target Date

1) To maintain 100% Adoptions in 2018. March,2018
retention.

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2) To conduct Updated Information on OUP Continue
business ethically. Ethical policies.

3) Minimum 20% Adoptions in 2018. March,2018

growth

4) Promotion of new Adoption of new products March,2018

products in my
territory

5) To increase Workshops, Product Briefing continue

marketing sessions.
activities in my
territory

6) To increase the Adoptions of OUP digital products 2017-2018

awareness of OUP in my territory.
digital products in
my territory

Employee Manager
______________________________ ________________________________

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SECTION 4 TRAINING & DEVELOPMENT PLANS

Identify any learning and development needs for the coming year or any resources
need to accomplish the objectives.

TRAINING & DEVELOPMENT

Employee
1) Need product training on new arrivals
2) Competition product matrix

Manager

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RESOURCES / SUPPORT REQUIRED TO ACCOMPLISH THE OBJECTIVES

Employee
1) Marketing support required in order to make our customers aware
2) Timely delivery of Consignment
3) I-Track should be user friendly

Manager

Section 5: Overall Comments

Employee
It was a great year in terms of coverage, promotions and marketing activities. I
was able to manage all the customers i.e. identifying their needs and giving
satisfying solutions. Looking forward to attain this years assigned budget.

Sign Date

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Reporting Manager

Sign Date

Reviewing Manager/HOD

Sign Date

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