Performance Diary
• In order to facilitate you, we enunciate in the
ensuing slides the following:
• Purpose of this system
• Meaning for the Performance diary
• How to go about when a critical incident occurs
• Operating procedure
• What is HR role
• Notable points and
• What to do if you need more information/data
PURPOSE OF THE
PERFORMANCE DIARY
• This performance diary is meant to serve as
a means of recording any “Critical incident”
involving an employee
What is a critical incident?
• A critical incident is an actual occurrence or
an event involving the appraise or done by
him/her which has/is affected the
performance either favorably or
unfavourably.
How to go about when a critical
incident occurs?
• Briefly note down the incident as well as its effects on the
individual performance
• This would become a verifiable data which would be used
during the appraisal / review
• Such recording should be done immediately – within 72
hours from the time of incident occurred. No observations
can be added after 72 hours
• Any observation to have a] date, time and example or the
actual occurrence – meaning it should not be an opened
ended statement or views etc.
Who can view this?
• This can be seen by the immediate superior and
the Reviwer only becoz • this is only a verifiable data for the Appraiser
while doing appraisal
• Informally, the immediate superior would have
communicated whatever he is observing to the
concerned employee on a daily basis – orally
• This is not a communication channel with the
employees
Operating procedure
• The entire system is appended “ON LINE” in
My.Cavinkare.com
• The observations to be keyed-in by the immediate superior
or the appraiser.
• Once the Appraiser press the button “Submit”; the sheet
would be sent to the Reviewer. A mail reminding the
Reviewer will be generated by the system automatically.
• If the Reviewer accepts the observation, the sheet would
remain in the master and conversely, if the observation is
rejected, a POP up message/mail would be sent to the HR
for taking it forward.
Operating procedure – How to
record the observation
GUIDELINES FOR THE SUPERIORS
• Log on to My cavinkare.com
• Change role as Superior
• You can see performance diary column and parallely
employee reporting list.
• Select the employee and press “GO”
• You will get the required sheet for making the observation
• After observation please press “Submit”
• To see the previous and other observations, Click the total
of no of observations provided in the first line
Operating Procedure – How to
record the observation?
• Guidelines for Reviwer
• A mail would be sent to you regarding observations
made
• Again log on to My.cavinkare.com and change role as
Reviewer
• You can see a list of performance diary for your comments.
• After comments, please press “submit”. [please press
Accept/reject before pressing submit].
Screen shot for pictorial understanding
Screen – 1 – Change role screen
Screen Shot 2 – Appraiser/
Immediate Superior’s screen
Screen shot – 3 Superior observation screen
Screen shot – 4 – Reviewers screen while opening
Screen Shot 5 – Reviewer’s screen indicating observation list for comments
Screen Short 6 – Reviewer’s comment recording screen
General points for consumption –
What HR would do with this?
• The entire observation would be part of the
appraisal for the year under review
• Initiate counseling activity
• Take a leaf out of the good
observation/favourable observations and
disseminate to all concerned
Other Notable points
• This document is mandatory / critical to take any
favourable or unfavourable action on the
employee – irrespective of cadre and level
• If there is no events/incident recorded in respect of
an employee, it would tantamount to that the
concerned employee does not have a favourable or
unfavourable points for observation
For clarification what to do?
• If you have any query, please contact
Mr V Ganesan, Senior Manager HR at
Corporate Office.
• Mobile No 97909 27356
• Ext 701