5STAR MODEL OF PERFORMANCE EVALUATION

5 STAR MODEL OF PERFORMANCE EVALUATION (360 degree)

A star has five legs and each leg has two dimensions. The person to be evaluated is
considered to be a STAR. In this 360 degree appraisal the STAR/appraisee gets to be
evaluated at upto 5 different levels. At every level five attributes of performance will be
evaluated. Every attribute will be looked at from two different dimensions.

LEVEL I: SELF APPRAISAL

LEVEL II : APPRAISAL BY SUBORDINATE (preferably all) - Anonymous
LEVEL III : APPRAISAL BY PEERS (Preferably by all) - Anonymous
LEVEL IV : APPRAISAL BY EXTERNAL SOURCES (only if necessary)
LEVEL V : APPRAISAL BY SUPERIOR
Rating Scale
Each attribute is rated on a scale of 0 – 5, where 5 is the greatest.
Excellent 5 - 4.6 Have fullest satisfaction at all times
Good 4.5 – 3.6 Satisfied at most occasions
Average 3.5 - 2.6 Acceptable but needs improvement
Poor 2.5. – 1.6 Below the expected levels.
Unacceptable 1.5 – 0 Unable to cope up with & unprofessional
Rating Method : Tip of the axis of any leg of the star indicate 0 and the point of axis
touching the center circle indicate 5. Rating can be given after every statement or mark
the rating on both the axis of the leg of the star (put a thick dot on the axis)
Note : Excellent and Unacceptable ratings needs justification. Hence, support the rating
with specific exmaples, figures, data, incidents etc. in a separate sheet of paper.
Appraiser at every level will get to rate 10 performance indicators of the appriasee.
Collation & Consolidation of ratings
HR department collates data of 1 – 4 levels and weighted average of each level is
submitted to the superior before he makes the appraisal. Variances and specific indicators
are reported to the superior. Results can be shared with the appriasee by the superior.

DBIN/HR/SJK/2010
5STAR MODEL OF PERFORMANCE EVALUATION

SELF APPRAISAL
Name of the Appraisee : Period : 01.01.09 – 31.12.09
Rating Method : Tip of the axis of any leg of the star indicate 0 and the point of axis
touching the center circle indicate 5. You may mark your rating after every statement or
mark the rating on both the axis of the leg of the star (put a thick dot on the axis)
Rating Scale : Each attribute is rated on a scale of 0 – 5, where 5 is the greatest.
Excellent 5 - 4.6 Have fullest satisfaction at all times
Good 4.5 – 3.6 Satisfied at most occasions
Average 3.5 - 2.6 Acceptable but needs improvement
Poor 2.5. – 1.6 Below the expected levels.
Unacceptable 1.5 – 0 Unable to cope up with & unprofessional
Note : Excellent and Unacceptable ratings needs justification. Hence, support the rating
with specific exmaples, figures, data, incidents etc. in the back side of this sheet.
Please rate yourself for each of the following statements.
1. Freedom
a) Able to do required tasks to the expected levels, without supervision
b) Has liberty to carry out tasks and manage people as I wish them to be done
2. Participation
a) I am involved in the decision making processes that directly affect my job
b) My views are listened to & take active role in management decisions.
3. Progression
a) I get fair evaluations and enjoy steady growth in my career
b) I have been recognized and rewarded to for my worth
4. Achievements
a) I consistently produce results even beyond the expected levels
b) I enjoy frequent appreciation by my superior for official accomplishments
5. Challenge
a) I never say ‘NO’ when an unfamiliar task is assigned
b) During crisis situations, I volunteer to resolve issues

PTO

DBIN/HR/SJK/2010
5STAR MODEL OF PERFORMANCE EVALUATION

Results Summary – Comment on key results achieved in the completed review period. Describe
quantifiable result with facts and figures

Future Job Objectives – What do you see as 3-5 key job related objectives for the coming review period?
Objectives should be focused on desired outcomes and be specific, measurable, achievable, relevant and
time bound (SMART).

Opportunities for Improvement - Describe 2-3 skill and/or knowledge areas that you could improve to
further enhance your job performance. Indicate what you would be willing to do to strengthen these areas.
What the company or superior can do to support you?

Career Goals - Comment on your short and long term goals.

Other Comments – Add any additional information or achievements to be considered in this review
period

Justification for Excellent or Unacceptable rating : Justify your rating with facts, figures, examples etc.

Date : Signature:

DBIN/HR/SJK/2010
5STAR MODEL OF PERFORMANCE EVALUATION

APPRAISAL BY SUBORDINATE – Anonymous

Name of the Appraisee : Period : 01.01.09 – 31.12.09

Rating Method : Tip of the axis of any leg of the star indicate 0 and the point of axis
touching the center circle indicate 5. You may mark your rating after every statement or
mark the rating on both the axis of the leg of the star (put a thick dot on the axis)
Rating Scale
Each attribute is rated on a scale of 0 – 5, where 5 is the greatest.
Excellent 5 - 4.6 Have fullest satisfaction at all times
Good 4.5 – 3.6 Satisfied at most occasions
Average 3.5 - 2.6 Acceptable but needs improvement
Poor 2.5. – 1.6 Below the expected levels.
Unacceptable 1.5 – 0 Unable to cope up with & unprofessional
Note : Excellent and Unacceptable ratings needs justification. Hence, support the rating
with specific exmaples, figures, data, incidents etc. in the back side of this sheet.
Please rate the above colleague for each of the following statements.
1. Control
a) Has deployed effective mechanism to supervise work
b) Frequently evaluates job progress and guides subordinates
2. Delegation
a) Assigns jobs that I can handle and often checks if I am burdened
b) Takes my feedbacks and opinions in the task execution stages.
3. Communication
a) Gives me sufficient inputs to carryout my job
b) Always approachable and is sympathetic to my personal needs
4. Development
a) Coaches me when I am struck and teaches from his knowledge
b) Suggests areas where I need improvement and equip me with skills
5. Procedures
a) Respects policies and programs and is a role model for subordinates
b) Has implemented effective administrative procedures for the department

PTO

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5STAR MODEL OF PERFORMANCE EVALUATION

Give your comments / feedback on this colleague to improve his performance. Add any additional
information that would support this evaluation. You may comment on his strengths and areas that
according to you, need improvement. Your feedback will be kept strictly confidential and would be
beneficial for the training and development of your colleague.

Justification for Excellent or Unacceptable rating : Justify your rating with facts, figures, examples etc.

Date :
DBIN/HR/SJK/2010
5STAR MODEL OF PERFORMANCE EVALUATION

APPRAISAL BY PEER – Anonymous

Name of the Appraisee : Period : 01.01.09 – 31.12.09

Rating Method : Tip of the axis of any leg of the star indicate 0 and the point of axis
touching the center circle indicate 5. You may mark your rating after every statement or
mark the rating on both the axis of the leg of the star (put a thick dot on the axis)
Rating Scale : Each attribute is rated on a scale of 0 – 5, where 5 is the greatest.
Excellent 5 - 4.6 Have fullest satisfaction at all times
Good 4.5 – 3.6 Satisfied at most occasions
Average 3.5 - 2.6 Acceptable but needs improvement
Poor 2.5. – 1.6 Below the expected levels.
Unacceptable 1.5 – 0 Unable to cope up with & unprofessional
Note : Excellent and Unacceptable ratings needs justification. Hence, support the rating
with specific exmaples, figures, data, incidents etc. in the back side of this sheet.
Please rate the above colleague for each of the following statements.
1. Cooperation
a) Listens and respects views of others and comply with group decisions
b) A great team player and loves to work with him
2. Empowerment
a) Shares knowledge and inputs to get the organizational goals met
b) Encourages inter-departmental cooperation and team ventures
3. Universality
a) Willing to stand for common good in spite of difference of opinion
b) Considers organizational interest over and above the departmental needs.
4. Flexibility
a) Accessible & available to discuss my suggestions, questions or problems.
b) Willing to walk and extra mile to get the task completed
5. Approach
a) Gets an experience of respect, personal care and warmth in dealings
b) Is fair, unbiased and upholds professional ethics & integrity

PTO

DBIN/HR/SJK/2010
5STAR MODEL OF PERFORMANCE EVALUATION

Give your comments / feedback on this colleague to improve his performance. Add any additional
information that would support this evaluation. You may comment on his strengths and areas that
according to you, need improvement. Your feedback will be kept strictly confidential and would be
beneficial for the training and development of your colleague.

Justification for Excellent or Unacceptable rating : Justify your rating with facts, figures, examples etc.

Date :

DBIN/HR/SJK/2010
5STAR MODEL OF PERFORMANCE EVALUATION

APPRAISAL BY SUPERIOR

Name of the Appraisee : Period : 01.01.09 – 31.12.09

Rating Method : Tip of the axis of any leg of the star indicate 0 and the point of axis
touching the center circle indicate 5. You may mark your rating after every statement or
mark the rating on both the axis of the leg of the star (put a thick dot on the axis)
Rating Scale : Each attribute is rated on a scale of 0 – 5, where 5 is the greatest.
Excellent 5 - 4.6 Have fullest satisfaction at all times
Good 4.5 – 3.6 Satisfied at most occasions
Average 3.5 - 2.6 Acceptable but needs improvement
Poor 2.5. – 1.6 Below the expected levels.
Unacceptable 1.5 – 0 Unable to cope up with & unprofessional
Note : Excellent and Unacceptable ratings needs justification. Hence, support the rating
with specific exmaples, figures, data, incidents etc. in the back side of this sheet.
Please rate the above colleague for each of the following statements.
1. Planning
a) Knows his job and is good at organizing team and delegating work
b) Forecasts & schedules departmental activities and budgets expenditure
2. Communication
a) Shares and reports work progress and takes active role in group meetings
b) Is a channel for two way communication between management & staff
3. Administration
a) Handles and manages departmental administrative tasks effectively
b) Has implemented a procedure in dept. for system to function on its own
4. Leadership
a) Grooms and develops subordinates to take higher challenges
b) Good presentation skills & image and a role model to subordinates
5. Cost Control
a) Spends company resources optimally and is interested in cost saving
b) Checks extravagant spending by subordinates & effects control measures.

PTO

DBIN/HR/SJK/2010
5STAR MODEL OF PERFORMANCE EVALUATION

Study and verify appraisals by other levels and give feedback to the appriasee for his training and
development. Describe him areas of strength and areas that require development. Narrate variance found, if
any. Evolve corrective and preventive actions, if need be.

Justification for Excellent or Unacceptable rating : Justify your rating with facts, figures, examples etc.

Discuss and set goals for the next appraisal period. Follow SMART principle

Detail points/areas, if any, that require periodical reviews.

Suggestions for training, if any. Specify area/skill.

Any other information that should be recorded for future consideration.

Recommended actions, if any, (eg. promotion, change of role, pay hike etc.

Date : Signature :

DBIN/HR/SJK/2010
5STAR MODEL OF PERFORMANCE EVALUATION

LEVEL IV : APPRAISAL BY EXTERNAL SOURCES (At lest 5 external sources,

if necessary only)
1. Communication
2. Delivery
3. Diplomacy
4. Professionalism
5. Problems Solving

Performance attributes at every level need to be customized based on the need of the
organisation and role performed by the appraisee in the organisation. The same needs to be
reviewed and agreed upon by the appraisal committee.

Joining the dots on the axis of the star will give a clear picture of the appraisee. High performers'
graph will be closer to the inner circle of the star. If distortions are found in any leg of the star, that
would the area for improvement.

Pictorial representation can be made after the weighted averages are arrived at for levels 2 - 4.

An appraisee who earns an overall rating of 4.5 or above would the 'SHINING STAR' of the
organisation.

The appraisee who gets the top most overall rating in the organisation will be the 'LUCKY STAR'.

The appraisal process can be done in computer but final pictorial depiction in the report has to be
done manually.

DBIN/HR/SJK/2010