This document is a performance development form for İmren Aykut, an assistant at KPMG's audit department. The form outlines Aykut's key goals such as increasing client satisfaction, passing professional exams, and achieving targeted billable hours. It also describes the metrics that will be used to evaluate performance including client feedback, exam results, training attendance, and utilization rates. The form indicates it will be used for interim reviews of progress and an end-of-year performance review.

1. © 2011 KPMG International Cooperative (“KPMG International”), a Swiss entity. Member firms of the KPMG network of independent firms are affiliated with KPMG International. KPMG International provides no client
services. No member firm has any authority to obligate or bind KPMG International or any other member firm vis-à-vis third parties, nor does KPMG International have any such authority to obligate or bind any member firm.
All rights reserved.
Page 1
Global Performance Development Form – 2011/2012
Name: İmren Aykut
The Goal Setting & Developmentplanning diagram indicates the elements you should take
into consideration when completing this Global Performance DevelopmentForm
Job Title: E. Assistant
Function / Office: AUDIT
Performance Manager: Mustafa Ulaş Kazak
1. Context and Strategic Goals
What are the key strategic goals for my department, function, market, country or region?
 Increase audit profitability
 Increase net revenue
 Increase service penetration at audit clients
 Increase our brand awareness
 Increase our communication with regulatory bodies
GOAL ACTION KPI’s INTERIM REVIEW YEAR-END REVIEW
What are my key goals? Please explain your
action plan to achieve
your goal
How will I measure & assess
my achievement?
Achievements Achievements
Markets/Clients Key Actions KPI’s Interim Review Year-end Review
Ensure high level client satisfaction
(Build positive clientrelationships bybeing
able to demonstrate to the client/
engagementteam an understanding ofthe
client’s requirements and business (e.g.by
producing own work plans / task lists etc).
I will learn audit
procedures of the sign
accounts and I will
complete my workpapers
as expected. I will also
send erf for each project
of which hours are more
than 80 hours and collect
regarding feedback.
No negative feedback in Client
Satisfaction Survey about
myself & my engagements
about senior responsibilities
 Improve quality of core product audit
 Increase the DPP & QPR functionality
 Effective performance development
 Decrease turnover & keep talented
 Increase audit training hours

2. © 2011 KPMG International Cooperative (“KPMG International”), a Swiss entity. Member firms of the KPMG network of independent firms are affiliated with KPMG International. KPMG International provides no client
services. No member firm has any authority to obligate or bind KPMG International or any other member firm vis-à-vis third parties, nor does KPMG International have any such authority to obligate or bind any member firm.
All rights reserved.
Page 2
Global Performance Development Form – 2011/2012
Quality of Opinion/Service Actions KPI’s Year-end Review
Succeed in passing SMMM entrance
exam by the end of financial year
I entered the last exam ı
hope to pass ıt.
Passing entrance or
completion exam
Attend and complete all risk management
and Ethics and Independence Trainings
within the deadlines set.
Attend and complete all
risk management and
ethics and ındepence
trainings within the
deadlines set.
-first of all ı will attend the
ind. Training with
deadline of 30 november
2011.
No negative result in
Risk/Quality report
Attendance to trainings Attendance to IFRS
update trainings and fill in
regarding project in TA.
80 % Attendance followed by
Time Account reports and
attendance sheets
People Actions KPI’s Year-end Review
Complete your ERFs on time Complete your ERFs of
which project hours are
more than 80.
70% of your projects
Complete your goal setting, interim &
year-end review processes on Dialogue
on time
Complete your goal
setting (until 30
november) interim&year-
end review processes on
dialogue on time.
Dialogue completion rates
(90%)
Financial Contribution Actions KPI’s Year-end Review
Achieve average target chargeable
utilisation rate of my department. Aim to
do this by managing own diary and
actively seeking chargeable work
I will achieve average
target chargeable
utiilisation rate of my
department.
(Average 1,250 hours/financial
year for Assistants; average
1,600 hours/financial year for
Experienced Assistants)
(utilisation rate report)

3. © 2011 KPMG International Cooperative (“KPMG International”), a Swiss entity. Member firms of the KPMG network of independent firms are affiliated with KPMG International. KPMG International provides no client
services. No member firm has any authority to obligate or bind KPMG International or any other member firm vis-à-vis third parties, nor does KPMG International have any such authority to obligate or bind any member firm.
All rights reserved.
Page 3
Global Performance Development Form – 2011/2012
7. Interim Review
Guidance on assessing performance: You should consider both your performance against your goals (what you have achieved) and your demonstration of the
Global Behavioral Capabilities, Technical Capabilities, and Market Knowledge (how you achieved it) relative to your peers when assessing your performance.
What have I achieved and how have I achieved it?
Performance Manager(s) Summary
Select Rating
1. Outstanding Performance
2. Highly Effective Performance
3. Effective Performance
4. Inconsistent Performance
5. Unsatisfactory Performance

4. © 2011 KPMG International Cooperative (“KPMG International”), a Swiss entity. Member firms of the KPMG network of independent firms are affiliated with KPMG International. KPMG International provides no client
services. No member firm has any authority to obligate or bind KPMG International or any other member firm vis-à-vis third parties, nor does KPMG International have any such authority to obligate or bind any member firm.
All rights reserved.
Page 4
Global Performance Development Form – 2011/2012
8. End-of-Year Review
Guidance on assessing performance: You should consider both your performance against your goals (what you have achieved) and your demonstration of the
Global Behavioral Capabilities, Technical Capabilities, and Market Knowledge (how you achieved it) relative to your peers when assessing your performance.
What have I achieved and how have I achieved it? Self-rating/Personal appraisal of
performance:
Select Rating
1. Outstanding Performance
2. Highly Effective Performance
3. Effective Performance
4. Inconsistent Performance
5. Unsatisfactory Performance
Performance Manager(s) Summary (including promotion/potential commentary –) End-of-Year Rating:
Select Rating
1. Outstanding Performance
2. Highly Effective Performance
3. Effective Performance
4. Inconsistent Performance
5. Unsatisfactory Performance