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Set up as a robust, transparent performance measuring system to reward according to individual/ small team performance, suitably differentiating higher performance, based on well defined performance measures. IndianOil implemented e-PMS for officers in 2005-06
Departmental promotion, individual based incentive are disbursed based on ePMS output ratings and scores
Introduced system intervention in ePMS to improve Performance Bell Curve approach Transparency and provide Opportunity to make representation against the entries and final grading
ePMS seeks to determine individual performance and potential through a system that is: Objective Transparent Aligned to the Business needs Robust Easy to Use and Manage
ePMS features
Role based KRAs and KPIs
Monitoring of status
Appraisal Cycle
Performance Planning
April - June
April-May
Competencies
Moving from critical attributes to competencies. Competencies are like an iceberg. Competencies are the underlying characteristics of individual/s i.e. Knowledge, Skills, Attitudes, Values, Self-Concepts, Traits and Motives that have a causal relationship with effective and/ or superior performance in a job situation.
Competencies
Deep Rooted
Lasting
Predictive
Measurable
Trainable
10
Adaptability to change Collaboration Cost Consciousness/ Resource utilisation Dependability Quality of Work / Output
Managing Change Boundary Management Entrepreneurial Leadership Enhancement of Quality and Output
Performance Diary
The overall grade and assessment of integrity communicated through online display
Final KPI score is used for PRP. Overall grade is finalised by Countersigning officer. This is used for DPC
Benefits accrued
Well defined Roles /targets/clear expectation for all officers Performance cycle aligned with fiscal year Appraisal process streamlined/Better monitoring/Online robust MIS Opportunity to differentiate performance (bell curve approach) on a continuous linear scale from 1 to 5 and reward accordingly Online display of Overall grade and assessment of integrity