OBJECTIVE:

• To establish a uniform system for assessing employee performance in a fair, consistent, and transparent manner, ensuring that all employees are evaluated against predefined criteria related to job responsibilities, GMP compliance, and organizational objectives.

SCOPE:

• This SOP applies to all permanent, and probationary employees of all departments within the organization.

RESPONSIBILITIES:

Human Resources (HR) Department:

• Develop and coordinate the performance appraisal process.
• Maintain appraisal forms, records, and summary reports.
• Compile appraisal results for management review and decision-making.

Department Head / Immediate Supervisor:

• Conduct fair and objective evaluations of subordinates.
• Review self-assessment forms and provide feedback.
• Recommend training, promotion, or corrective actions as needed.

 Employee:

• Complete self-assessment honestly and on time.
• Discuss performance feedback constructively.
• Set goals for personal and professional improvement.

Management Representative:

• Review and approve final appraisal outcomes.
• Authorize salary revisions, promotions, or disciplinary actions based on results.

 DEFINATIONS:

• Performance Appraisal: A structured evaluation of an employee’s work performance over a defined period.
•  KPI (Key Performance Indicator): Measurable parameter that reflects job performance effectiveness.
•  Competency: The skill, knowledge, and attitude required to perform assigned tasks effectively.

 PROCEDURE:

Appraisal Frequency:

• Performance appraisal shall be conducted once a year (Annual Appraisal) and after 6 months of joining (Probation Appraisal).
• Interim reviews may be conducted for poor performance or promotions.

 Appraisal Process Flow:

• HR shall issue Performance Appraisal Forms (Annexure-I) to Department Heads at the start of the appraisal cycle.
• Each employee shall complete the Self-Assessment section and submit it to the Department Head.
• Department Head shall evaluate employee performance based on:
• • Job knowledge
  • GMP compliance and documentation practices
  • Attendance and discipline
  • Teamwork and communication
  • Initiative and responsibility
  • Productivity and quality of work
• Scores and comments shall be filled by the appraiser and verified by QA for GMP compliance (if applicable).
• Final evaluation shall be reviewed by HR and approved by the Managing Director.
• HR shall conduct a Feedback Session with the employee to discuss performance rating and development plan.

 Rating System:

 Post-Appraisal Actions:

• Employees scoring 4 or 5 may be considered for promotion, reward, or recognition.
•  Employees scoring 2 or below shall undergo Performance Improvement Plan (PIP) and retraining.
•  HR shall update personnel files with appraisal results.

• Department Head shall plan relevant training to address performance gaps.

REFERENCES:

• WHO TRS 986, Annex 2 — Good Manufacturing Practices: Personnel and Training
• ISO 9001:2015 — Clause 7.2 Competence

 RECORDS:

 REVISION HISTORY.