Performance and Appraisal

Objective

The objective of this policy is to ensure that every employee's performance is evaluated against clearly defined company standards, maintaining fairness and consistency in the assessment process across all levels. It aims to build trust and transparency in the organization’s performance evaluation system while creating awareness among employees about future growth opportunities within the company. Additionally, the policy seeks to foster a supportive environment where employees feel encouraged to discuss their career aspirations and development goals. 

Purpose

The purpose of this policy is to make employees aware of Simulanis’ performance appraisal system, the framework it follows, and the process for participation. It outlines how performance is assessed, discussed, and linked to growth and rewards.

Scope

The performance appraisal system applies to all current employees of Simulanis. It provides a structured method for evaluating, discussing, and planning individual performance. The company is committed to conducting performance reviews for every employee and ensuring that performance-based increments and benefits are fairly provided.

Employee Responsibilities

• Submit a self-assessment form by reflecting on achievements and progress against the set objectives.

• Actively participate in appraisal meetings scheduled during the review cycle.

• Commit to and follow the Personal Development Plan (PDP) recommended by the HR department.

• Share evidence of continuous learning and development efforts undertaken throughout the year.

• Complete all training programs or courses mentioned in the previous year’s PDP or those required post-joining.

Team Manager / Project Manager Responsibilities

Managers play a key role in implementing and driving the performance review process. Their responsibilities include:

• Conducting regular one-on-one and team meetings to discuss performance and development.

• Providing continuous feedback throughout the year on progress, outcomes, and achievements.

• Identifying high-potential employees and planning succession for critical roles.

• Supporting employees' personal well-being and promoting a healthy work-life balance.

• Ensuring open communication and a collaborative team culture.

• Conducting unbiased appraisals and assigning fair performance grades.

• Maintaining accurate records of all appraisal data in the Electronic Staff Record system.

P-Ops Department / Management Responsibilities

• Design and communicate a clear and easy-to-understand performance review policy.

• Collect self-assessment forms from employees and evaluation inputs from managers.

• Analyze the data to determine salary increments, bonuses, and performance-based rewards.

• Ensure that the review process is implemented uniformly and consistently across all teams.

Performance Appraisal Guidelines

All Simulanis employees must adhere to the following guidelines to ensure a fair and constructive review process:

• Employees must clearly understand the expectations of their role.

• Managers are responsible for enabling employee success through support and resources.

• The policy applies to all full-time employees.

• Employees are encouraged to seek feedback proactively.

• Reviews must be meaningful and developmental—not just procedural.

• Managers should identify talent and provide growth opportunities.

• Reviews should evaluate core job skills, contributions to the team, special achievements, teamwork, and behavior.

• Performance appraisals are conducted biannually, in the months of March and September.

• Specific dates for self-appraisal and team evaluations will be communicated by HR or management.

Performance Grading

Employee performance is graded based on a comprehensive score comprising:

1. Performance Score – Actual work outcomes compared to role expectations.

2. Behavioral Score – Workplace conduct, professionalism, and interpersonal behavior.

3. Essential Skills Compliance – Mastery and application of key skills required for the role.

These combined scores help determine decisions related to salary revisions, bonuses, and incentives.