Doc. No.

HRM/PO/ MGM
Issue No. 01
POLICY ON PERFORMANCE
Rev. No 00
EVALUATION
Date April’2019
Page 1 of 5

PURPOSE
 The purpose of performance management system is to assess the staff members’ perfor-
mance / competencies.
 This will help enhance the knowledge, skills and behavior of the employees to enable
them to contribute their best to achieve Departmental / Organizational goals.
 This is accomplished by providing a means of measuring employees' effectiveness on the
job; identifying areas of development where employees are in need of training, growth,
improvement; maintaining a high level of motivation through the feedback from the re-
spective supervisors / Head of the Department / Management.

OBJECTIVE

 To assess the strength and weakness of an individual and to impart training on the re-
quired skills and needs.
 To identify potential for career development and advancement
 To provide feedback to the employees regarding their past performances.
 To identify the gap between the actual and the desired performance.
 Provide clarity of the expectations and responsibilities of the employees.
SCOPE
It applies to all fulltime Employees of MGM healthcare.

RESPONSIBILITY
The Hospital Administrator, Head - HR along with the Departmental Heads.

POLICY
The Head of the Department / Supervisor will evaluate employee’s performance based on the Job
Functions and Service Standards as outlined in the job descriptions and will identify

Prepared by
Approved by
Chief people officer Chief
Executive officer
 Doc. No. HRM/PO/ MGM
Issue No. 01
POLICY ON PERFORMANCE
Rev. No 00
EVALUATION
Date April’2019
Page 2 of 5

strengths, accomplishments and areas for improvement and development. They will determine a
rating based on information gathered regarding performance and discuss the review with
employee.

SAMPLE FORMAT

NAME EMP. NO

Achieve
Weighta
D.O.J DESIGNATION

ge

d
DEPARTMENT HIGHEST QUALIFICATION
Last Increment
ATTENDANCE AVERAGE GOOD V. OUTSTANDING 10
GOOD
LEAVES CL EL SL LOP

INTERPERSONAL RELATIONS WITH

Peers AVERAGE GOOD V. GOOD OUTSTANDING
Subordinates AVERAGE GOOD V. GOOD OUTSTANDING
Superiors AVERAGE GOOD V. GOOD OUTSTANDING 25
Doctors AVERAGE GOOD V. GOOD OUTSTANDING
Patients AVERAGE GOOD V. GOOD OUTSTANDING

Grooming Adherence AVERAGE GOOD V. GOOD OUTSTANDING 5

Etiquette / Behaviour AVERAGE GOOD V. GOOD OUTSTANDING 5
Communication AVERAGE GOOD V. GOOD OUTSTANDING 5
Skills
Work Knowledge AVERAGE GOOD V. GOOD OUTSTANDING 10
Area / role specific AVERAGE GOOD V. GOOD OUTSTANDING 10
Material Usage AVERAGE GOOD V. GOOD OUTSTANDING 10
SOP/Process adher- AVERAGE GOOD V. GOOD OUTSTANDING 10
ence
Wrong Diagnostics YES NO N/A 10

Prepared by
Approved by
Chief people officer Chief
Executive officer
 Doc. No. HRM/PO/ MGM
Issue No. 01
POLICY ON PERFORMANCE
Rev. No 00
EVALUATION
Date April’2019
Page 3 of 5

TOTAL MARKS OUT OF 100

WEIGHTAGE TABLE MARKS INCREMENT

AVERAGE 60-70
GOOD 71-80
VERY GOOD 81-90
OUTSTANDING 91 & >

APPRAISER’S COMMENT
Appraiser’s Name
Appraiser’s Signature Marks Obtained & Incre-
Immediate Supervisor ment Percentage Recom-
Signature of Supervisor mended
Appraisee’s Signature

Training required and Recommended

Patient Care Grooming Counselling Soft Skill
Functional Knowledge Etiquette NABH Statutory

APPRAISER’S FEEDBACK:
CLEARLY DEFINED RATINGS
Rating points shall be clearly defined to ensure accuracy of assessment. The rating scale used in
MGM Healthcare is
WEIGHTAGE TABLE MARKS
AVERAGE 60-70
GOOD 71-80
VERY GOOD 81-90
OUTSTANDING 91 & >

DEVELOPMENT ORIENTED
During the appraisal, the appraisee shall be helped to identify his/her own strengths and
weakness. The appraiser act as a counselor and a facilitator, to improve the performance of the

Prepared by
Approved by
Chief people officer Chief
Executive officer
 Doc. No. HRM/PO/ MGM
Issue No. 01
POLICY ON PERFORMANCE
Rev. No 00
EVALUATION
Date April’2019
Page 4 of 5

appraisee by providing performance based feedback.

PROCEDURE
ASSESSMENT DURING INTERVIEW
Every staff member who is appointed in the Hospital shall be evaluated by an interview
mechanism by the concerned Departmental Head / HR -Head to initially assess the suitability of
the candidate with respect to the requirements of a particular job as per the Job Specifications/
Job Description manual. The HR department supports the process of identification.
PROCESS
 The HR department shall send the Appraisal Form to the Respective HOD after fill-
ing the necessary details.
 Appraiser (HOD) assesses the performance of the appraisee.
 Appraiser is required to appraise the performance of the employee based on the traits
mentioned in the Appraisal form and the same to be made transparent with the ap-
praisee during feedback session.
 The Appraiser will sign in the Appraisal Form.
 Appraiser then makes his / her recommendations regarding the performance and per-
ceived training needs for the employee and forward the appraisal to the HR depart-
ment.
 The Hospital Administrator in consultation with the Management (wherever applica-
ble) obtains his / her comments / recommendations for further promotions (if neces -
sary).
APPRAISAL PERIOD
For all departments appraisal is done once in a year.
ELIGIBILITY
All employees on a yearly basis.
PROMOTION
Promotion of an employee will be purely based on the existence of a vacancy and suitability of

Prepared by
Approved by
Chief people officer Chief
Executive officer
 Doc. No. HRM/PO/ MGM
Issue No. 01
POLICY ON PERFORMANCE
Rev. No 00
EVALUATION
Date April’2019
Page 5 of 5

the employee for the higher-grade position and responsibilities thereof.

 The suitability of employee for promotion will be solely decided by the Management
based on their performance.
 In the entire issue of promotion, the management decision will be final.
ASSOCIATED DOCUMENTS
 Performance Appraisal Form

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Chief people officer Chief
Executive officer