Sipping coffee in the canteen, I overhear some interesting remarks about the appraisal of a member. This takes me back to the IRD ’99 contest we had announced last year. The objective of the contest was to invite participation of C-DACians to evolve an improved appraisal system. The response to the contest was encouraging and the suggestions put forth were well researched –combining contemporary HR practices and the personality of C-DAC as an organization.

C-DAC is a little more than a decade old- twelve years to be precise. Being an IT organization, we face the same dilemma as other similar organizations, that of retaining manpower. It is a fact that for most corporate citizens, career plans are intert wined with their growth prospects within their organization. Typically, of an IT driven company, the need and desire of the members to keep abreast of the latest developments in the field, places the onus on the organization to ensure that this need is fulfilled. Additionally, motivation and rewards go hand in hand and these are issues that are addressed with serious thought by the management.

A Performance Appraisal system that is properly researched, taking into consideration the corporate environment, the profile of the organization and its peoples, can play a crucial role in fulfilling personal and organizational goals. It is therefore an integral and important aspect that must be considered, when charting the blueprint of the organization and the goals to be achieved by members, to climb the corporate ladder.

Most of the participants of the IRD ’99 contest suggested the 360 degrees appraisal system, wherein the superior, juniors and peers appraise the member, as ideal for C-DAC. Theoretically, this is perhaps an ideal and fair method of appraisal. However, for the system to succeed practically, all concerned should look at appraisals positively and objectively. Suggestions and opinions should be merit based and appreciation should be translated into reward.

Here are some tips on how to make your appraisal a useful and worthy exercise:

Plan your appraisal very meticulously. Fill up the appraisal form with due care and observe the timeframes indicated. Follow up with your appraiser, if need be, to ensure that the timeframe indicated for the first level appraiser is adhered to. Use your communication skills to ensure that time frames do not lapse.

Page two of the appraisal form requires you to list out your assignments in the six-month period following the last appraisal. Think carefully and list out your major achievements. Make sure you have not forgotten any.

Should you feel that other colleagues could share the credit in the achievement of your KRAs (Key Result Areas), do not hesitate to give credit where it is due. For this, use the lower smaller table. It would help you notch up some points as, you can be regarded as a good team player and potential manager.

On page 3, your activities for the next six months may be indicated. Analyse your work in the previous six months and the problem areas. Identify training programmes that could directly or indirectly enhance your efficiency and output. Training is an investment, which reaps benefits for the member and the organization and C-DAC is keen to invest in training that will help achieve these objectives.

The performance appraisal is also an opportunity for a member to list out and justify resource and infrastructure needs. These should therefore be looked at seriously and given due thought and mentioned on page 3.

Page 4 of the report lists out ten attributes against which a member will be appraised. A range of parameters against each attribute is intended to describe you. Tick the parameter that you feel best describes you. Having done so, you can sign and handover the form to the first level appraiser.

The first and second level appraisal having been completed, the appraisal form is now ready for review by the review board. A detailed and timely completion of assignments, to the satisfaction of the appraiser, is bound to ensure a head start for the review.

The management views the appraisal of each member of C-DAC as a serious activity and a precious investment in time and resource that should enhance the efficiency of the member and thereby benefit the organization.

Members are strongly advised to view the appraisal process as an opportunity to highlight their achievements, outline their career plans for the next six months, such that personal goals synchronise with organizational goals and strive towards achieving them within the set deadlines. Appraisals, also provide an opportunity to pause and reflect on one's own strengths and weaknesses and how best these can be addressed.

As the Registrar and IRD Coordinator Gp. Capt. Patwardhan was over-seeing the administrative and HR activities of C-DAC. Presently, he is in charge of Infrastructure Management of C-DAC and is Centre Co-ordinator for C-DAC, Pune.

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