Due by January 11, 2012

Management Appraisal Process (MAP) Instructions

Name: Narendran A/L Sivalingam Title: Process Engineer Year 2014

2014 Accomplishments (Self-Evaluation):

Metallic Impurities Improvement

- Improve Metallic Impurities within customer specifications
- Improvements of Metallic Impurities from 30E10 to below 5E10 ( 80% reduction)
- Collecting, compiling metallic data and send report to quality team in order to make any shipment to the customer
that required specific Metallic Impurities level

Stain improvement
- In-charge for the Stain prevention at the line. (Stain problem existed for the past 2 years)
- Find the root cause for the stain problem through a very detail and entire process and line checking.
- Troubleshoot the problem and improve the yield for 6” products from 60% to 90%
-

- Improvement of the Product yield is as shown above. Line indicates changes that I have implement at specific
process that lead to Yield Improvement.

Wet Bench System

- Improve the cleaning efficiency of entire cleaning system and improve the yield
- Lead and take charge of the major retrofit of WD0 and WD1 tools. Conducting every day meeting and send out
progress report to management
- Sending daily Wet Bench report to management on daily work update and improvement
- Delegates the problem in CR10K to maintenance and facility team and make sure the problem is solved in best
possible way
- Update WI for any changes and trains manufacturing technician and operators accordingly.

Furnaces
- Update WI for any changes and trains manufacturing technician and operators accordingly.
- Create a purging system and verified all the furnaces and release to production
- Control the furnaces parameter (Temperature and soaking time)
- Control the material that being used at Furnaces such as ceramic box quality and ceramic box cleaning system
Areas of Improvement and Actions:

1) Improve Clean Room environment and the cleanliness

2) Improve Wet Bench cleaning efficiencies

3) Take ownership of the Annealing Furnaces

Training Requirements:

1) Six Sigma Training (Green Belt and Black Belt)

2) Training on cost reduction in Manufacturing

3) Project Management

4) Critical and Analytical Thinking

5) Quality Management Training

Objectives For 2014 (Manager):

1) Take the leadership ownerships at RST

- Fix the WDx process end to end
- Make sure the shop is carries and protects the wafers in shipping cassettes
- Investigate and implementing a portable CR10K for annealing chambers and connected to WD0 and wax mount
Room

2) Take the leadership at Annealing

- Standardize Annealing temperature and profile for the all products
- Upgrade the annealing process
- Perform the surveillance report at annealing process
- Provide detail PM list for Annealing Furnaces

Overall Comments (Manager):

 Performance Management for Exempt Personnel

Manager Signature Date Employee Signature Date

General Manager Signature Date

Overall Evaluation The performance rating is assigned to indicate the level at which the individual has performed during the entire
review period. This is an overall rating and should be based on the results reflected in the above two sections of
the form (Accomplishments and Overall Comments). Place an “X” in the box corresponding to the performance
category that best describes the employee’s overall performance level. (left click on box and change default value to
checked)

Outstanding – This rating should be reserved for those who clearly and consistently demonstrate extraordinary and
exceptional accomplishment in their major areas of responsibility, including meeting or exceeding the standards of
performance set for their position and accomplishing the desired actions sought in key result areas. Performance of
this caliber is rarely equaled by others who hold positions of comparable scope and responsibility. Those who
perform at this level are easily recognized by others outside their group.

Exceed Expectations – This rating describes a level of accomplishment that goes well beyond meeting the
major standards of performance required of the position, especially in the key areas of responsibility. The
individual consistently demonstrated truly above average achievements in terms of quality and output. As
an overall rating, this level of performance applies to those who number among the best.

Meets Expectations – This rating should be assigned to those whose demonstrated overall performance
clearly meets the major requirements of the position. It reflects the good and solid performance normally
expected of those in this position. Individuals at this level are performing in an effective and professional
manner.
Developing – This rating reflects performance that does not fully meet job requirements in all major areas
of responsibility because the employee is new to the job or is in a learning mode (6-3 month)

Satisfactory progress is being made – Mistakes are seldom made more than once. Further
development and reasonable experience should result in performance that meets all
requirements of the position.

Unsatisfactory progress is being made – Mistakes are being repeated. At the current rate of
development progress, it is questionable whether the employee will ever be able to develop or
perform the job’s requirements even with additional experience or training.

Unacceptable- This rating applies to those who are not meeting the major job requirements. Performance
in terms of quality or quantity is below normal expectations. Performance must significantly improve
within a designated period. Action plan must be defined and put in place