1. SLP-3
Date Prepared: 03 Mar 2010
Appraisal Period: 01 Jan 2009 - 31 Dec 2009
Name: Mohamed Badie Youssef
Position: DD Specialist
Location: D&M MWD & DD OM Muscat
Seniority Date (SLB): 26 Nov 2004
Date Assigned: 23 Jan 2012
Preparer: Oluwafemi Adewumi
D&M Operations Manager EMG
Performance Appraisal
And
Development Plan
Main Objectives Results Comments
1 HSE:
1.1 AAR & LTI = 0
1.2 2 SQ RIR and 4 HSE RIR per
Quarter with 95% closure through
QUEST complete with action plan
and closure. Install QUEST Wizard
on your OpsPack for offline data
entry.
1.3 HSEIP suggestions at least 1
suggestion/year through QUEST
complete with action plan and
closure
1.4 Minimum STC = 100% all year
1.5 Job Related Safety Training
Coefficient (JRSTC) > 90% by Q2
and maintain the same until year
end
1.6 To have a valid Med-Track
Q1
Q2
Q3
Q4
Employee
Done
Manager
2 2. Sales, Marketing & Operations
3 Success stories/best practices
validated in In touch by Q4
Presentation of key services /tools
to clients Sell a new technology to
clients EOWR/EOW logs submitted
Q1
Q2
Q3
Q4
Employee
Done
Manager
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2. to the client 7 days after the job
with zero mistakes.
3 Zero complain from client on quality
of work Implement Customer
Satisfaction program Anticollision
Training/Presentation for YHOC
and other clients. Implement 1 SQ
Initiative
Q1
Q2
Q3
Q4
Employee
Done
Manager
4 Finance- Ensure proper tracking of
job revenues while active as Cell
Manager.
Zero mistakes on cost sheets
Q1
Q2
Q3
Q4
Employee
Done
Manager
5 Attend DD2 seminar Q1
Q2
Q3
Q4
Employee
Done
Manager
6 Q1
Q2
Q3
Q4
Employee
Manager
7 Q1
Q2
Q3
Q4
Employee
Manager
8 Q1
Q2
Q3
Q4
Employee
Manager
Other Personal Objectives Results Comments
9 Q1
Q2
Q3
Q4
Employee
Manager
1
0
Q1
Q2
Q3
Q4
Employee
Manager
Check(s) significant strengths and development areas only. Do not check
items where “normal expectancy” or “not applicable” would apply.
S = Significant Strength
D = Development Area
Personal S D Managing the S D Working with S D
Assigned Task
(continued)
Subordinates
(continued)
1. Knowledge of Work X 12. Control of Quality 22. Training and Developing
2. Energy Level 13. Understanding of Product
or Service Technology
Working with
Others
S D
3. Ability to Work under
Pressure
14. Short Range Planning
(1-3 Years)
23. Peers
4. Decision-Making X 15. Long Range Planning
(3-10 Years)
24. Teamwork
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3. 5. Creativity 16. Implementation of Plans 25. Client & Others X
6. Oral and Written
Communication
Working with Subordinates S D 26. Knowledge Sharing
7. Risk Taking 17. Delegating Authority and
Responsibility
Health, Safety & Environment S D
8. Initiative 18. Listening 27. Health, Safety &
Environment Leadership
Managing the
Assigned Task
S D 19. Leadership 28. Effectiveness of Prevention
9. Performance Against
Objectives
20. Appraising Employee Diversity S D
10. Definition of
Objectives
29. Women & Under-represent-
ed Nationalities & Minorities
21. Selecting
11. Control of Costs 30. Diversity Action Plan
Overall Performance in Present Position
X
Outstanding Exceeds Expectations Meeting Expectations Development Needed
Signature
s:
Appraiser Person Appraised Date
Manager Comments (Last updated on 03 Mar 2010 by Oluwafemi Adewumi)
Mohamed is technically a solid DD and has demonstrated this even with complex projects with Total and SIPC
in Yemen in 2009. He has led various jobs successfully and has worked very hard at it for D & M Yemen. For
some unexplainable reasons, he has been misaligned by the clients largely for communication issues
bordering on technical matters where rightly Mohamed has been technically justified. Baring the complaints
from SIPC in 2009, Mohamed has worked hard enough to earn a technical rating of B, but the client concerns
present a position of development which has to be consolidated on in 2010 to earn your deserved rating of B.
Good luck in 2010.
Reviewing Manager Comments (Last updated on 22 Feb 2010 by Wadhah Ali)
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4. Agree with rating and comments
Best of luck in 2010
Wadhah
Functional Manager Comments
Additional Manager Comments
Job Preferences & Personal Considerations (Last updated 06 Mar 2012)
Job Preferences
Mobility
Worldwide; some restrictions
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5. extreme climate.
health issues.
Personal, Family or Dual Career Considerations
Not relevant, or no impact on mobility
Partner's Profession:
Education Requirements for Dependents
No Education Systems Required
Other Requirements for Immediate Family Members:
Temporary Considerations
No discussion requested or no temporary considerations specified.
Plan for Development
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6. Employee Comments
Agree, thnx.
Personal Working with Subordinates (continued)
1. Knowledge of Work - Familiarity with individual 19. Leadership - Ability to establish direction
task or tasks performed by business unit. (create a vision of the future), and align and
2. Energy Level - Energy exhibited above or below motivate people to produce a successful
“normal” to satisfy job demands. outcome.
3. Ability to Work Under Pressure - Keeps or 20. Appraising - Understands the reasons for
loses control when pressure is high. performance. Knows the strengths and
4. Decision-Making - Both willingness to make weaknesses.
decisions and the quality of decisions (judgement). 21. Selecting - Matches job requirements with skills
5. Creativity - Seeks innovative ways to solve and abilities.
problems. 22. Training & Developing - Works to upgrade
6. Oral & Written Communication - Makes skills and abilities.
accurate and thorough reports. Persuasive in
speaking and on paper. Working with Others
7. Risk Taking - Ability to take reasonable risk
in the pursuit of new methods and goals. 23. Peers - Respected by and can influence.
8. Initiative - Ability to think and act without being 24. Teamwork - Works effectively on teams by
directed. actively contributing to the accomplishment of
goals.
Managing the Assigned Task 25. Clients/Others - Works effectively and
successfully with clients and others -
9. Performance Against Objectives - Summary (e.g. Suppliers, government agencies, etc.)
of comments on page 2. 26. Knowledge Sharing - Shares own knowledge,
10. Definition of Objectives - Sets practical goals learns from others and applies knowledge in daily work.
for self and subordinates. Open to new ideas and continuous learning.
11. Control of Costs - Either for individual task or
organization unit. Health, Safety & Environment
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7. 12. Control of Quality - Either for individual task or
organization unit. 27. Health, Safety & Environment Leadership -
13. Understanding of Product or Service Acts as a role model and promotes prevention
Technology - Knowledge of engineering among others.
principles or field technology. 28. Effectiveness of Prevention - Achieves
14. Short-Range Planning - Markets, products, continuous improvement in accidental risk
facilities, people. reduction.
15. Long-Range Planning - Emphasis on the new -
markets, products, facilities. Employee Diversity
16. Implementation of Plans - Puts short and
long range plans to practical use. 29. Women & Under-Represented Nationalities
and Minorities - Creates an atmosphere which is
Working with Subordinates conducive to the recruitment and development of
women, under-represented nationalities, and
17. Delegating Authority and Responsibility - minorities.
Gets others to do as much as possible without 30. Diversity Action Plan - Actively supports
losing control. the establishment and accomplishment of
18. Listening - Ability to listen and process Diversity Action Plans.
information from others to make informed
decisions.
Definition of Appraisal Summary Section
Manager Comments
Plan for Development
The appraiser comments on overall performance, results The development plan identifies specific actions to
versus objectives, significant strengths and improvement develop a competency(ies) or to improve in an area
areas. of needed development.
Reviewing and/or Functional Manager Comments Employee Comments
The reviewing and/or functional manager makes The employee expresses his or her opinion
comments relative to the employee’s work, about the assessment, development plan or any
methods, etc. There should be agreement on the
rating of the employee.
other aspect of the work.
Career Considerations
Input made by Employee via Career Center; to be
reviewed as part of establishing Plan for Development.
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