Appraisal Policy And Procedure

Objective

The purpose of this policy is to clarify the rules and criteria that determine your career progression or promotion. This policy is for promotions and progressions that will take effect every year from July to the June of the subsequent year. Performance appraisals are systematic ways of measuring, reviewing and analyzing employee performance over a given period of time, and using the information gathered to plan for the employee’s future with the organization.

Objective

Process

Process

The process of performance appraisal will be determined through the following steps:

  • Self review will be held after every three months and each employee is required to evaluate himself/herself based on his/her behavioral and performance aspect during each quarter year.
  • Manager Review will be held on a quarter basis as well. Throughout the year, all performance measures and results are collected and your supervisor or manager will review your performance which will serve as an input to your performance appraisal and/or annual appraisal.
  • Performance Appraisal will be done twice a year and any candidate who shows results based on the quarterly reviews will be liable for salary increment or promotion or both. This will not apply to all candidates but only those that have shown exceptional performance during the 6 month review. Candidates need to have a joining period of at least 6 month till the appraisal date (i.e. 30th June and 31st December) to qualify for this.
  • Annual Appraisal will be held once in a year i.e on June of each year. Annual Appraisal would include a base increment plus any performance based appraisal as per details in item 3. Again the joining period of candidates needs to be at least 6 months till appraisal date (30th June) to qualify.

Criteria

The criteria for appraisal is given as follow:

  • Six months of Employment is essential to be eligible for both Base Appraisal and Performance Appraisal.
  • Base Appraisal would be a flat increment (fixed %) depending upon the circumstances of the business and external conditions.
  • Performance Appraisal would vary depending upon your performance.
  • Appraisal During the month of JUNE would be either Base Appraisal or Base plus Performance Appraisal.
  • Appraisal during the month of December will be only Performance Appraisal.
  • Promotion and progression aren’t correlated with the salary increments.
  • Promotion and progression will proceed according to the given organogram of Parakeet Systems (refer below).
  • Double promotions(advancement to new job rank with a higher pay range progressions(Pay increases within the same job rank) are not permitted in a Financial year (1st July to 30st June).
  • For probationary employees, the probation period usually lasts between three to six months. Their evaluation during each evaluation period is based on whether they have come at pace with the work and culture of the organization and if they are ready to take up more responsibility.

Criteria

Appraisal

Appraisal

The appraisal will be determined through the following steps:

  • Promotions and progressions are due to be effective from 1st July which is the primary annual promotion and progression cycle.
  • There is also an additional opportunity to be promoted or progressed with effect from 1st Jan, which offers personalized and accelerated career journeys.
  • Appraisal will be determine through following aspects that may be vary from department to department:
    • Behavioral Aspects
    • Performance KPIs
  • Promotions/progressions are presented, discussed, challenged and approved at the CEO connect meetings and subsequent leadership review meetings.
  • A moderation and final sign-off is made by the Parakeet Systems leadership.

Career Path

Career Path