standard evaluare model

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Performance Management Process PolicyGUIDELINES

Drafted Verified Approved

Title OD Director VP Director

Name

Signature

Date

1 ObjectiveThe objective of this Policy is:

to create common rules regarding the ay to conduct Performance management

process of the employees ithin the !ompetrol group and to establish the periodduring hich such evaluations should ta"e place#

2 Scope of Applicability and ResponsibilitiesThis procedure applies to all $ompanies% subsidiaries and or"ing points ithin !ompetrol&roup and must be respected by all &roup employees'

All (anagers)Supervisors at all organi*ational levels are responsible for implementing thisprocedure' +uman !esources Department% through +! Director of ,-s and +!( in eachentity are responsible for monitoring and supervising the process'

3 Terms and Used Abbreviations

Performance Appraisal the periodical process determining the e.tent to hich themembers of the organi*ation efficiently perform all tas"s specific to their position according tothe established criteria and objectives% the evaluation standards and the used methods'

Performance Management Process !PMP" consists of all actions that ta"e place priorto% during% and after the performance appraisal meeting and includes: communication%coaching% motivation% evaluation and development of all direct subordinates'

Mid#year revie$ the meeting beteen the appraised employee and his)her DirectSupervisor hich ta"es place in order to establish the e.tent to hich the objectives for thefirst / months have been achieved' 0t applies to all (anagers on the N12 level 3here N 4&roup $OO5'

&uidelines of the Performance(anagement Process

0n force since:6dition: 7

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% &ontent

%'1 (mportance of )mployee*s Performance Management Process!PMP" Responsibilities regarding t+is Process

%'1'1 ,eneralities regarding t+e (mportance of PMP and its* Str-ct-re

The main steps of the Performance (anagement Process are:7' 6stablishing the performance objectives and criteria and communicating them to

6mployee#8' (onitoring and evaluating 6mployee performance% according to established objectives

and criteria#2' $ontinuous communication regarding the performance through:

7' mid1year revie 3only for (anagers ith objectives5#8' yearly evaluation#

9' Developing the 0ndividual Development and $areer Plans 3only ithin the yearlyevaluation5

ithin !ompetrol &roup e use the yearly and mid1year revie system for evaluating6mployees; performance% since:

This is the direct lin" beteen performance and compensation and benefits system#

0t helps to identify 6mployees; strengths and areas here they need to develop#

0t provides all the information the 6mployee needs for his)her on development % but italso gives the opportunity of discussing about performance and performancestandards ith his)her Direct Supervisor#

The evaluation ma"es available to the +uman !esources Department and to theDirect Supervisor and $ompany (anagement the necessary documentation for:6mployee;s career plan% the compensation and benefits plan% promotion but also for

other +uman !esources decisions#

%'1'2 Roles and Responsibilities $it+in PMP

.eaders+ip Team +as t+e follo$ing responsibilities/

1' .ead t+e c+ange2' Provide program direction and strategy3' S-pport program implementation and development%' 0old direct reports acco-ntable for managing performance of t+eir $or gro-ps

direct reports' Model instit-tional val-es

T+e employee3appraised person5 < is responsible for: 1 his)her participation ithin the performance appraisal meeting3s5 ' +e)she actively getsinvolved in the discussion bringing arguments% comments% conclusions'1 prepares for the appraisal meeting and fills in the =(ndivid-al Self#Assessment 4orm5!Anne6 1>5'1 signs the final evaluation paper on the =Performance )val-ation 4orm7 !Anne6 3 or %8according to t+e occ-pied position"1 agrees together ith his)her Direct Supervisor on the development actions and career plan'1 performing accordingly to mutual agreed standards of performance '

T+e 9irect S-pervisor : is responsible for/



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1 provides support for ,- +!D% entities; +!(% Training (anager and $ompany (anagementin drafting Succession Plans %identifying the Talent Pool 3after the end of the yearlyevaluation5 and for delivering Training Programs according to 0ndivid' Development Plans'

%'2 Organi !Anne6 1"and (anagers; Assessment @orm

!Anne6 2"are the documents based on hich the appraisal shall be made and thePerformance Appraisal @orm !Anne6 3 or %" shall be finali*ed only by mutualagreement' The final rating obtained and mentioned ithin the Performance Appraisal@orm shall reflect the performance of the employee for the period that elapsed fromhis)her latest evaluation'

During yearly appraisal meetings% the employee shall be evaluated for the periodelapsed from the latest evaluation and the e.pectations for the ne.t 78 months shallbe set up' Also% on this occasion% the development plan ith specific actions and thecareer plan shall be agreed upon% and% potentially% the job description of the 6mployeeshall be up1dated 3if applicable5'



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@or 6mployees appraised also on yearly objectives : During the yearly appraisalmeeting% the performance for the period elapsed from the latest evaluation shall beevaluated 3the last 78 months5 and the objectives and e.pectations for the ne.t 78months shall be set up' Also% on this occasion% the development plan ith specificactions and the career plan shall be agreed upon'

>OT): 0f the 6mployee and the Direct Supervisor fail to reach an agreement regarding toyearly evaluation% Direct Supervisor;s (anager is authori*ed to ma"e the final decision'

%'2'3 Mid#year Revie$

The mid1year revie shall ta"e place prior to August 27 each year' 3see the 6valuation$alendar% Anne. B5

Only the employees that are evaluated based on their individual objectives are subjectto this revie' 3don to N12 level1including this level 5

The purpose of this meeting is to:1 0dentify the degree of achieving the objectives for the first / months#1 0dentify the needs in order to achieve objectives#1 !evie of the Action Plan% if necessary

Organi*ing and conducting the mid year revie should respect the same rules of theyearly appraisal meeting 3the e.ception is that is shorter than the yearly one5'

Anne. / =(id1year !evie @orm> shall be used

%'2'% 4inali' !earding strategy must be defined ithinthe $ompany strategy'

All employees ho obtained during the yearly evaluation the folloing ratings:=Sometimes belo$ job e6pectations5 7Us-ally belo$ ?ob e6pectations> MUSTnot be promoted ne.t year% and ill not benefit from potential reards% but they illreceive an =0mproving Performance Plan>

%'3 A&&)SS(>, PMP 9O&UM)>TS

Access to documents related to 6mployees; Performance shall be alloed only to: the

6mployee% Direct Supervisor% Director of the Department the employee is part of 3andmember of the 6ntity;s ,oard5% ,- VP and to all employees of the +uman !esources



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Department ith responsibilities regarding the administration% development andcompensation of employees; performance'

All yearly Appraisal @orms shall be "ept in original 3in the personal file of theemployee5 during the period of his)her employment ithin a company belonging to

!ompetrol &roup' !esults of the latest to yearly evaluations shall be "ept in originalby the +uman !esources Department for ma.imum 8 years since the cessation of theemployee;s individual employment agreement'

9istrib-tion .ist

Eeadership Team,- Department DirectorsDepartment (anagers

@ &+anges made to previo-s editions

Not applicable'

Anne6esBPMP Proced-reAnne. 7: 7(ndivid-al Self Assessment 4orm5Anne. 8 # =Managers* Assessment 4orm5Anne. 2 # =Performance Appraisal 4orm #17

Anne. 9#=Performance Appraisal 4orm B>on#Managerial positions # 27

Anne. B# 7Performance Appraisal &alendar5Anne. /: 7Mid#=ear Revie$ 4orm5



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