SUI SOUTHERN GAS
CORPORATION
Presented To: Ms Abida Shaheen
Presented By: Muhammad Faisal, Qurat ul
Ain, Rafia Aslam, Zuneira Ahmed &
Ussama Saeed
AGENDA
Introduction
PMS vs. PAS
Company Performance Management
System
Principle of Performance Management
Methods of Performance Management
Performance Review Form of SSGC
Performance Management Process at SSGC
Performance Based Rewarding at SSGC
Conclusion
INTRODUCTION
SSGC was established in 1989 as a result of
the merger of two gas companies - (SGTC)
and (SGC).
Involved in purification, transmission and
distribution of natural gas throughout the
country.
SSGC staff of 5,500 which comprises of
1,350 executives and 4,150 non-
executive staff.
PMS VS PAS
PAS involves evaluating employees
performance, current and present
PMS involves Goal setting, Performance
Appraisal, a single common system.
SSGC is focusing on PMS
Performance Management System
PMS system
provides a
review to
support
decisions
related to
training and
career
development,
compensatio
n, transfers
and
promotions.
Performance Management
System…
In order to utilize this system effectively, all company
managers/supervisors pay special attention to the following
major
underlying elements of the system:
Supervisor responsibility
Performance criteria
Communication
Continuous feedback
Development coaching
Link to compensation
Principles of Performance
Management System
Effective business management
Tool to help managers to manage
Driven by corporate values and strategic goals
Focuses on solutions to work problems and
produces results
Promotes change in behavior, increases
productivity and reduces paperwork
Its not just a “System” – its about managing
people in the best possible way
The
Methods of Performance
Management
In Performance Review Form:
Rating method/Graphic rating scales
Essay Method/Pen picture
Bell Curve
Performance rating
method/Graphic rating scales
Facilitates the company management in
evaluating employee performance from
finest to most terrible.
Manager compares the employee on the
basis of standard KPIs which he/she has
to maintain
Past KPIs are also analyzed to judge and
compare the performance
Essay Writing/Pen Picture
Evaluator's written report appraising an
employee's performance
Justification of pay, promotion, or
termination decisions
Developmental purposes
Bell Curve method of Performance
Appraisal
Forced ranking system imposed on the employees by the
management
In order to develop and thrive, a company must identify its best
and worst performers.
Nurture the former and rehabilitate or discard the latter.
Rates the entire workforce by comparing those engaged in
similar activities and ranking them on the basis of their
performance.
This gives us:
The top performer (10%)
The medium performer (80%)
The poor performer (10%)
Performance Review Form
Individual’s performance assessed annually
(July 2009 to June 2010)
Evaluate the employee performance
A complete assessment process carried out
by Initiating Reporting Officer
Percentage of increment is determined and
paid in July of each year on the basis of
the annual ratings
Parts of Performance
Review Form
Part I - Personal Information
Part II - Performance Indicators
Part III - Pen Picture
Part IV - Improvements in performance
on the basis of training received
during the year under review
Part V - Any disciplinary proceedings
Part VI - Comments by Reporting
Officers
Ratings at SSGC
Form’s Part II - Rating scale used in
SSGC:
Substantially exceed expectation 81% and above
(SEE)
Exceed expectation 66% to 80% (EE)
Meets expectation 51% to 65% (ME)
Below expectation 26% to 50% (BE)
Not acceptable 0% to 25% (NA)
Form’s Part II - Key
Performance Indicators
(KPI)
To evaluate its success or the success of
a particular activity in which it is
engaged
Leads to the identification of potential
improvements
Performance indicators are routinely
associated with 'performance
improvement' initiatives.
Problems while Appraising
Employee Performance
Performance evaluations may lead to a
pessimistic impact on office dynamics
Time consuming
Employee de-motivation
Legal issues; Personal Bias/Favoritism
Biases
Personal grudges
Undeserving ratings
Ultimately these problems are solved by
Conflict Resolution
Conflict Resolution
Conflict Resolution
Committee for Grievance Handling
Disagreement between the subordinate and the
initial reporting officer
Unfair, undeserving and unjust KPIs rewarded by
the initial reporting officer
Meeting held annually
The employee (not satisfied with awarded
points), employee Head/immediate supervisor
and Jury of HR is present in the meeting
Steps of Performance
Management Process
Step 1: Performance plan
Step 2: Midyear review
Step 3: Executive input
Step 4:Annual performance review
Step I: Performance plan
Step II: Mid year review
Step III: Executive input
Step IV: Annual performance
review
Compensation System at
SSGC
The company’s compensation system
comprises of:
Performance based rewarding
Extrinsic rewards.
Rewarding for labor classes
CONCLUSION
Strategic goals and objective when its
employees work effectively.
Performance appraisal is a tool that should
be done in a proper manner.
Biasness/ favoritism, halo effect leads to
the de-motivation of employees and can
negatively affect the performance.
Recommendations
