How to use the attrition program template Copyright ©2003 CNET Networks, Inc. All rights reserved. To see more downloads and get your free TechRepublic membership, please visit www.techrepublic.com/downloads. How to use the attrition program template The purpose of the template is to differentiate a core group of employees who have excelled in past performance and who show signs of probable future excellence. This template is in an easy-to-use format that can be used for summarizing views on a particular employee’s 2 Ps (performance and potential). This template should be used by any manager in the middle or senior management group who has worked with the employee to be assessed for at least 12 months. Managers should use this to assess any employee who has completed at least 18 months of work experience. How to fill in the template: • The employee's Period Served In The Organization information can be obtained from the personnel or HR department of the company. You can devise a cut-off to limit the assessment to employees who can be assessed reliably, the reason being if one has not served at least 12 or 18 months, it would be difficult to judge the performance. • The data for the Section A, Quantitative Performance can also be obtained from the HR department. This should be something that has already been conveyed to the employee and is on record. Higher weightage is given to the later half of the year, to bring in the latest progress shown by employee. For example, if we are in July 2003, the following could be the case Quantitative Performance over last three Half Years (HY) (Performance Rating achieved on a 5-point scale) HY1 (Jan – June 2002) 4.25 (on a 5-point scale) Weightage 20% Wtd Score (4.25 x 20%) 0.85 HY2 (Jun – Dec 2002) 3.75 (on a 5-point scale) Weightage 30% Wtd Score (3.75 x 30%) 1.13 HY3 (Jan – Jun 2003) 4.00 (on a 5-point scale) Weightage 50% Wtd Score (4.00 x 50%) 2.00 Total Wtd Score 3.98 How to use the attrition program template Copyright ©2003 CNET Networks, Inc. All rights reserved. To see more downloads and get your free TechRepublic membership, please visit www.techrepublic.com/downloads. Then comes qualitative performance Qualitative Performance feedback (Rate on a 5-point scale—explain with remarks if rating given is more than 4 or less than 2.5) Work attitude exhibited beyond call of duty (50% weightage) Supporting peers 4 Remarks <remarks to justify the rating can come here> Supporting customers 3 Remarks Supporting managers 4 Remarks = average (4,3,4) * weightage = =11/3*50% = 1.83 Innovation exhibited (25% weight) Generating business 5 Remarks Executing deliveries 2 Remarks Setting up processes 2 Remarks =3*25% = 0.75 Leadership skills shown (25% weightage) On internal group tasks 3 Remarks On external task mgt. 5 Remarks =4*25%=1.00 SCORE 3.58 So, the total score on the Performance Assessment would be an average of the quantitative and qualitative scores (3.98 and 3.58, in this case). The average for the person in this example would be 3.78. • Section B: Potential Assessment These are ratings that will be given by the reporting manager. For example, he or she could rate as follows. (Ratings are in bold below.) How to use the attrition program template Copyright ©2003 CNET Networks, Inc. All rights reserved. To see more downloads and get your free TechRepublic membership, please visit www.techrepublic.com/downloads. SECTION B : POTENTIAL ASSESSMENT Comment on this employee’s next positions (next 2 years) He can lead sales in the South Asia region…xyz Potential of the employee in managing his team: (Cross the appropriate option) Staffing / Hiring 3 Exceptional Commendable Good Manageable Inadequate Delegating 4 Exceptional Commendable Good Manageable Inadequate Motivating 4 Exceptional Commendable Good Manageable Inadequate Resolving conflict 5 Exceptional Commendable Good Manageable Inadequate Development of staff 2 Exceptional Commendable Good Manageable Inadequate RATING SO FAR = AVERAGE of 3,4,4,5 and 2 = 18/5 = 3.6 Potential for personal drive & tenacity as seen from: (Cross the appropriate option) Initiative 5 Exceptional Commendable Good Manageable Inadequate Persistence 3 Exceptional Commendable Good Manageable Inadequate Creativity 3 Exceptional Commendable Good Manageable Inadequate Planning skills 3 Exceptional Commendable Good Manageable Inadequate Critical thinking 3 Exceptional Commendable Good Manageable Inadequate Restraint 4 Exceptional Commendable Good Manageable Inadequate Leadership 4 Exceptional Commendable Good Manageable Inadequate Influence skills 2 Exceptional Commendable Good Manageable Inadequate Self-confidence 2 Exceptional Commendable Good Manageable Inadequate Interpersonal relationship mgt 3 Exceptional Commendable Good Manageable Inadequate Responsiveness 3 Exceptional Commendable Good Manageable Inadequate RATING for this section = AVERAGE = 35/ 11 = 3.18 How to use the attrition program template Copyright ©2003 CNET Networks, Inc. All rights reserved. To see more downloads and get your free TechRepublic membership, please visit www.techrepublic.com/downloads. Total Potential Rating (assuming equal weight between the two sub parameters) Average of 3.6, 3.18 = 3.4 What is he or she personally doing to become more proficient for future assignments? - Listens well to feedback - Is undergoing a evening degree program at the local university - Is focused on sales as his career option and constantly attends seminars and is a great networker - x - y - z TOTAL SCORE ON POTENTIAL ASSESSMENT 3.4 Signature of Reviewer Signature of Moderator So, what we have as the coordinates are 3.78 on performance and 3.4 on potential. In our program, a cut off of 3.5 for performance and 3.25 on potential would qualify this employee for inclusion in our core program. . visit www.techrepublic.com/downloads. How to use the attrition program template The purpose of the template is to differentiate a core group of employees. 50%) 2.00 Total Wtd Score 3.98 How to use the attrition program template Copyright ©2003 CNET Networks, Inc. All rights reserved. To see more downloads