Form 2- Copetency,Rating Learning.docVIP

ALENSA Performance Competencies Evaluation Form Employee Name Joe GENG Department Finance IT Job Title IT Engineer Planning Review Period 2011 2012 Superior/Line Manager Heuro LU Date of Planning Next-level Superior Kenny TEH Date of Year-end Review Department Head Kenny TEH Performance Management is the cornerstone of Air Liquide Human Resources Management Process, to ensure the achievements of operational objectives and the development of the competencies and potential of employees. The annual review of performance and competencies development is a key communication tool to openly review employee’s achievements, identify the competencies and build a development plan for further performance improvement. This is also an essential opportunity to discuss employees aptitudes and aspirations for future career development in the same job, or in a different role within the company. Your Human Resources manager will assist and support managers and employees in the whole process before or after the interview. Part II - Target Achievement 1. Targets achievement review requires ALENSA manager to fully apply “STAR” principle, which means Situation, Task, Action, and Result. 2. There should be at least one target related to the employee’s personal development. 3. Note: Minimum measurement (50%) is the bottom line accepted by ALENSA for the performance result for employee to achieve. If any result is below the objective set in the column of “Minimum 50%”in the form, it will be treated as Zero. Therein no bonus is granted. No. Target achievement(target/actual comparison / performance analysis / causes) Target Achieved% Weighting of thetarget % Evaluation of targetachievement in % 1 Local Helpdesk (1st Level Support) End user system and network troubleshooting,solving IT related HW/SW problems. Hard ware requisition,installation,maintenanceand troubleshooting. User Domain.email and other related accounts setting and configurati