The purpose of this policy is to establish a transparent, fair, and structured framework for employee performance evaluation and career progression.

It ensures that employees’ contributions are recognized and aligned with organizational goals, while also providing continuous feedback to help them grow in their roles.

🔂 Performance Cycle

Employees will undergo a quarterly performance cycle throughout the year, culminating in an annual performance appraisal. This structure encourages ongoing performance assessment and allows for timely feedback and course correction.

• Quarterly Performance Cycle: Each employee’s performance will be reviewed on a quarterly basis against the agreed-upon KRAs and goals.
• Annual Performance Appraisal: The employee’s yearly appraisal will be based on the aggregation of their quarterly performance.

🔑 Key Components of the Performance Evaluation

• KRAs and Goals: At the beginning of each quarter, employees and their managers will define specific KRAs and goals aligned with their role, department objectives, and company-wide goals.

  During the appraisal time your leaders will evaluate your performance based on following points:

  1. Regularity & Punctuality: Consistency in attendance and adherence to scheduled work hours, meetings, and deadlines.
  2. Discipline: Demonstrating self-discipline in following company policies, procedures, and professional conduct standards.
  3. Being Responsible & Accountable: Taking ownership of assigned tasks, projects, and decisions, and being accountable for their outcomes.
  4. Team Player & Positive Attitude: Collaborating effectively with colleagues, demonstrating a positive attitude, and contributing to a supportive team environment.
  5. Problem Solving & Self Dependence: Showing initiative and resourcefulness in solving problems independently without overly relying on others for assistance.
  6. Clear & Effective Communication: Communicating clearly and promptly with team members, and leaders providing updates on work progress, issues, and challenges.
  7. Meeting Deadlines: Consistently delivering work within agreed-upon timelines and meeting project milestones and deadlines.
  8. Learning from Mistakes & Do not Repeat them: Reflecting on mistakes, learning from them, and implementing corrective actions to prevent their recurrence.
  9. Learning New Skills & Always Improving: Actively seeking opportunities to acquire new skills, knowledge, and technologies relevant to the job role and continuously improving professional capabilities.
  10. Lead, Mentor & Help others: Taking on leadership roles when appropriate, mentoring and supporting colleagues, and sharing expertise and knowledge to help others grow and succeed.
  11. Alignment with Individual Responsibility & Goals: Every individual will be assign with their responsibilities and goals at the time of appraisal and your leader will evaluate it.
  12. Customer satisfaction: Customer satisfaction is our end goal while designing, developing, testing, delivering or providing support
  13. Attend, Participate, Volunteer company events & activities: Actively participating in company events, activities, and initiatives, and volunteering for events or committees to contribute to the company culture and community.

• Self-Rating: Employees will self-assess their performance against their KRAs and goals at the end of each quarter. The self-rating will be an integral part of the performance evaluation process.

• Team Lead Rating: Team leads (or direct managers) will assess each employee’s performance, providing feedback on how well they have achieved the defined KRAs and goals.

• Management Rating: The management will provide a higher-level evaluation, ensuring that individual performance aligns with the broader business and departmental goals.

• HR Rating: The HR department will review the overall performance, ensuring that it aligns with company culture, values, and long-term growth plans. HR will also monitor if the employee has followed company policies and exhibited the right attitude and behaviors.

• Feedback and Development Plan: Quarterly evaluations will include constructive feedback on strengths and areas for improvement, along with a development plan to help the employee enhance their skills and career trajectory.