Performance Appraisal

HUMAN RESOURCE
Appraisal Form (Private & Confidential)
Employee
(Mentee)
Designation Department
Employment Date Nric/Fin No
Appraising Date of
Manager (Mentor) Appraisal
APPRAISAL OBJECTIVE
Annual Exercise Mid-Year Review Confirmation Transfer Others:
Instructions
1. An employee will set their key performance goals and objectives at the start of the
appraising cycle. Goals must be aligned with the department’s goals.
2. An employee will discuss and agree on the goals and objectives with the
Appraising Manager.
3. An employee will document achievements prior to meeting the Appraising
Manager for an appraisal discussion.
4. Completed and signed appraisal must be submitted to HR for recording in Pfile.
Rating Scale
Excellent 5 A level of performance which consistently shows excellent
results.
Good 4 A level of performance which frequently shows good results.
Meet 3 A level of performance which is average.
Below Average 2 A level of performance which does not meet minimum job
expectations.
Poor 1 A level of performance which consistently falls below

expectations.
Performance Appraisal August 2024

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HUMAN RESOURCE
SECTION 1: Key Performance Goals and Objectives
List core job responsibilities/objectives (processes & results) with assigned key
performance targets (quantified measures of success). Be SMART (specific, measurable,
attainable, realistic and time-bound) in all your goals.
Key Performance
Assessment Comment Assessment Comment Rating
Goals
(Mentee) (Mentor) Scale
& Objectives

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SECTION 2: WOA Culture
Part A: Personal Attributes (Core Values)
N Below
Personal Attributes Excellent Good Meet Poor
o Average
People
Approachable, boundary-
less attitude, adaptable to
1
changes, reflect on yourself
1st & not instinctively
defensive
Process
Well-versed in core work
processes, constantly seek
2
proactive improvements,
plan the work & work the
plan
Competency
Subject matter knowledge
3 proficiency, problem-
solving, solution driven &
resourceful
Trust & Respect
Reliance on integrity,
4 strength & a deep
admiration of others’
abilities
Communicate & Share
Engaging in conversation,
5
express clearly, assertively
& respectfully
Customer First Mindset

Put customers at center of
6
decision-making and focus
on products & services.
Continuous
Improvement
& Learning
7 Process aimed at
consistently enhancing
performance & refining
methods
Part B: Technical Aspects

Below
No Technical Skills Excellent Good Meet Poor
Average
Technical Knowledge
Demonstrate technical
1 expertise in the specialised
area and stay updated on
industry practices.

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Quality of Work
Takes responsibility for
achieving targets and
2
ensures that work is done
accurately and in a timely
manner.
Process Compliance &
Knowledge
3
Familiar with SOPs and
policies
Problem Resolution
Able to anticipate
4
problems and provide
solutions
Professional Conduct
Handles conflict with
5 confidence, tact and
demonstrates professional
ethics.
Self-Development
Demonstrates the initiative
to stay updated in areas of
6 expertise, work, and
industry, particularly in
new approaches, tools,
and technologies.
Part C: Supervisory Competence

People Development Below
No Excellent Good Meet Poor
Skills Average
Proactive Team Player

Be productive in a team
1 rather than alone, able to
divide and conquer
Planning & Organisation

2 Always able to plan the
work, then work the plan
Judgment/
Resourcefulness
Make timely/correct
3
decisions, able to find
alternative ways to do
things independently
Ability to Lead
Motivate team to work
4 productively, delegate
responsibilities evenly and
guide team to solve
problems
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Work Ethics &

Standards
5 Positive attitude and
willing to take ownership of
problems and deliverables
Initiative/Motivation
Positive thinking, proactive
6 at following up on action
items, solve problems
without prompting
Written
Communications
Reply and write customer-
7
facing emails with good
etiquette, tone and clarity
of message
Change Facilitation/
Adaptation
Willing to try &
8
accommodate process
changes, positive mindset
to learning new things
Interpersonal Skills
Every conversation/
interaction is amicable and
9
geared towards building
cohesiveness and fostering
collaboration
SECTION 3: Summary of Strengths/ Priority Development Requires

1. Key Strengths (Top 3)
2. Priority Developments (Top 3)

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3. Mentee Proposed Performance Improvement Plan
4. Mentor Proposed Performance Improvement Plan
SECTION 4: Mentor & Mentee Value Exchange

1. Outline 3 aspects of your Mentor's style that you find favorable
2. Outline 3 aspects of your Mentor's style that you find unfavorable

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SECTION 5: Overall Performance Grading
Please tick the appropriate box to indicate the overall performance of the employee.
A level of performance consistently shows excellent

Grade A 85% – 100%
results. Demonstrated job mastery in major areas.
A level of performance frequently shows good results.

Grade B 70% – 84%
Most work achieved above required expectations.
A level of performance is average. Most work met

Grade C 55% – 69%
expectations.
A level of performance does not meet minimum job
Grade D expectations. One or more areas need immediate 40% – 54%
improvement.
A level of performance consistently falls below
Grade E expectations. Little or no effort is made toward Below 40%
progress and improvement.
SECTION 6: Sign Off for Appraisal

Appraiser’s Recommendation
I am SATISFIED with the performance, and I recommend continued employment / others:

with our company.
I am NOT SATISFIED with the performance of this employee and recommend the following
action to be taken:
Probation period be extended for a further period of month(s).

Termination of service with the Company with effect from .
Demoted to with effect from .
Others (please specify): .
Proposed Adjustment of S$
(Choose either S$ or %) %
Part B: Employee’s comments on the completed report

My appraising manager and I have discussed my performance review.
I agree with the appraisal I disagree with the appraisal
Comments (if any):
____________________________________________
_________________________
Name & Signature of Employee Date
_____________________________________________ _________________________
Name & Signature of Appraising Manager Date

Page 8 of 8

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HUMAN RESOURCE

Appraisal Form (Private & Confidential)

Employment Date Nric/Fin No

Annual Exercise Mid-Year Review Confirmation Transfer Others:

Good 4 A level of performance which frequently shows good results.

Meet 3 A level of performance which is average.

Poor 1 A level of performance which consistently falls below

Performance Appraisal August 2024

Performance Appraisal August 2024

Customer First Mindset

Part B: Technical Aspects

Performance Appraisal August 2024

Part C: Supervisory Competence

Proactive Team Player

Planning & Organisation

Work Ethics &

SECTION 3: Summary of Strengths/ Priority Development Requires

2. Priority Developments (Top 3)

Performance Appraisal August 2024

Performance Appraisal August 2024

4. Mentor Proposed Performance Improvement Plan

SECTION 4: Mentor & Mentee Value Exchange

2. Outline 3 aspects of your Mentor's style that you find unfavorable

Performance Appraisal August 2024

A level of performance consistently shows excellent

A level of performance frequently shows good results.

A level of performance is average. Most work met

SECTION 6: Sign Off for Appraisal

I am SATISFIED with the performance, and I recommend continued employment / others:

Probation period be extended for a further period of month(s).

Part B: Employee’s comments on the completed report

I agree with the appraisal I disagree with the appraisal

Comments (if any):

Performance Appraisal August 2024

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