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QA Lead

This performance appraisal form contains sections to evaluate an employee's competencies and key result areas. For competencies, the employee provides a self-rating which is then rated by the reporting manager and reviewing officer on a scale of 1 to 5. Key result areas are also rated on targets achieved with weightings assigned based on importance. The final performance grade is calculated from the weighted scores of competencies and key result areas. The form facilitates dialogue between the employee and appraiser to set clear expectations and goals.

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hema
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393 views

QA Lead

This performance appraisal form contains sections to evaluate an employee's competencies and key result areas. For competencies, the employee provides a self-rating which is then rated by the reporting manager and reviewing officer on a scale of 1 to 5. Key result areas are also rated on targets achieved with weightings assigned based on importance. The final performance grade is calculated from the weighted scores of competencies and key result areas. The form facilitates dialogue between the employee and appraiser to set clear expectations and goals.

Uploaded by

hema
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
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Performance Appraisal form

Employee ID number: Name: Hemalatha

Designation: Job role: DOJ:-


Appraisal period: State : Date of appraisal
Name of Appraiser: Reviewer Name: Appraisal Head:
Designation: Designation:QA Lead Designation:

Excellent Very Good Good Average Below Average


Rating: 5 Rating: 4 Rating: 3 Rating: 2 Rating: 1
Contributions and High Performance is Needs Performance falls
excellent work Performance and competent and improvement: below expectations
are widely excellent work effective along Performance falls on several critical
recognized. are widely established below expectations job requirements
Performance recognized. expectations, on one or two job and responsibilities.
consistently Performance initiative, requirements and Without significant
exceeds all consistently resourcefulness responsibilities. A improvement
defined exceeds all and good performance reassignment or
expectations, defined judgment are improvement separation are
producing expectations, consistently counseling to be indicated. A
important and producing exercised. carried out. performance
impactful results important and Employee makes a improvement
through superior impactful results solid, reliable and counseling must to
planning, through superior meaningful be carried out.
executing, and planning, contribution to the
creativity executing, and department.
creativity.

*Rating scale: All Ratings should be on scale of 5, as per guidelines above.

OBJECTIVE:_ This form is designed to facilitate both the Appraisee and the Appraiser to have a
clear understanding of the role of the Appraisee, level of performance expected, nature & quality
of performance and time schedule in which the tasks are expected to be completed. This is
possible only through an intense dialogue and mutual agreement between the Appraisee
concerned and his / her Appraiser.
Weightage: Each KRA & KPI needs to be given a Weightage depending on its
importance in the major role handling to priority of importance employee’s job
profile. The total Weightage for KRAs is 70 (Performance Metrics) and for
competencies is 30. (Behavioral & Functional competencies) totaling to 100%.

Final Score: The Appraiser would calculate the score for every KRA (weighted Score =
Score /Target * Weightage). The score for each individual KRA is totaled to obtain the Total
Score of KRA.
Process: Employees to record self rating followed by immediate reporting manager to give his
rating as Appraiser and then send to Reviewing officer for final rating. In respect of employees
other than in Operations / Ware House, the functional integrators at corporate office will be the
Appraisal Head, who after review would give the final ratings.
Performance Appraisal form – PART-1
(Competencies)
Emp ID:
Weightage Self rating Reporting officer Reviewing officer
Competency Rating Rating

Communication Ability to communicate with 5/5


in the team and other
stakeholders outside the team

Adaptability Ability to work under 5/5


changed or new situations or
working conditions.

Initiative Willingness to accept 5/5


responsibility independently.
Eagerness to learn and use
new methods to accomplish
tasks

Teamwork Willingness to work with 5/5


others and considers
coworkers ideas. Ability to
get along with coworkers and
treat them with respect.

Dependability Degree to which you can be 5/5


relied upon to follow
instructions, complete
assigned tasks, and attend

meetings.
Performance Appraisal form – PART-2

KRA/KPIs

EMP ID:

Key Performance Achieveme


KRA Weightage Target Appraisal rating
Indicators nt

Self IO RO

Work Quality Bugs Identified on Live 2

Requirement fulfillment 3 3 3

Quality of Issues 3

Total effort on unassigned


Productivity. 3
work

Number of tasks completed


3
based on criticality

Number review comments


4
and quality of them

Position Domain Knowledge 7


knowledge

Requirements to test case


3
conversion rate

Knowledge on automation
tools like reporting and 5
execution

Requirement elicitation 5

Percentage of negative cases


3
identified

Team
Alignment Timeliness of the task 5

Readiness to take up new 5


tasks

Positive involvement in
3
other tasks

Resistance in shifting from


one type of task to other 3
type of task

Handling unexpected
demands and adapting to 5
changing strategies

Works with supervision or


5
independent

Number of suggestions
given in order to improve 4
the process and environment

Conflicts Resolution 2

Process and Effectiveness sprint plan


8
Execution and execution

Ability to leverage
5
resources

Ability to meet challenging


5
deliverables

Ability to align to strategic


goals and improvements
5
made to product which has
implication on business

Scrum Meeting
Punctuality 3
attendance

EMP ID:
To be completed during the appraisal by the appraiser - where appropriate, certain items completed
by the appraiser before the appraisal discussion and then validated during discussions with the
Appraisee. Clarify job purpose where necessary, discuss future goals and priorities.

Signed by Appraisee: By Appraiser:


Date: Date:
Pen picture by Appraiser:

Eligibility for Promotion: Suitable for immediate promotion / Fast tracker / Potential candidate for future
promotion
Special recommendations if any:
Areas for Improvement / Training needs:
1. Maintain timings
2.

Remarks by Reviewing authority (Overall Grade & special recommendations if any)

(For use by HR)

Overall Performance Grade post HR review:

Review remarks by National Head HR / CEO:

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