The document outlines Accenture's performance appraisal process, which includes an introduction to performance appraisal, methods used, and the company's core values. It details the annual performance review system involving objective setting, mid-year assessments, and final evaluations based on specific performance factors. Additionally, it emphasizes the importance of a supportive work environment, employee development, and the role of career counselors in guiding employees through their career paths.

1. Accenture Performance Appraisal
M.Pavithra Sai

2. Agenda
Topic one: Introduction of Performance
appraisal.
Topic two: Methods of Performance appraisal
Topic three: Introduction about Accenture
Topic four: Methods used in Accenture
Topic five: Conclusion.
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3. Topic One:
Introduction of Performance appraisal.

4. Introduction
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The term performance appraisal refers to the regular review of an
employee's job performance and overall contribution to a company.
Also known as an annual review, performance review or evaluation,
or employee appraisal, a performance appraisal evaluates an
employee's skills, achievements, and growth, or lack thereof.

5. Topic Two: Methods of Performance
Appraisal
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6. Topic three: Company Description
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• Accenture is a global professional services company with leading capabilities in digital,
cloud and security. Combining unmatched experience and specialized skills across
more than 40 industries, we offer Strategy and Consulting, Interactive, Technology and
Operations services—all powered by the world’s largest network of Advanced
Technology and Intelligent Operations centers. Our 674,000 people deliver on the
promise of technology and human ingenuity every day, serving clients in more than 120
countries. We embrace the power of change to create value and shared success for our
clients, people, shareholders, partners and communities.

7. Accenture – Core Values:
• Since its inception, Accenture has been governed by its core values. They shape the culture and define the character of
the company. They guide on how to behave and make decisions. The core values are
• Stewardship: Fulfilling our obligation of building a better, stronger and more durable company for future generations,
protecting the Accenture brand, meeting our commitments to stakeholders, acting with an owner mentality, developing
our people and helping improve communities and the global environment.
• Best People: Attracting, developing and retaining the best talent for our business, challenging our people, demonstrating
a “can-do” attitude and fostering a collaborative and mutually supportive environment.
• Client Value Creation: Enabling clients to become high-performance businesses and creating long-term relationships by
being responsive and relevant and by consistently delivering value.
• One Global Network: Leveraging the power of global insight, relationships, collaboration and learning to deliver
exceptional service to clients wherever they do business.
• Respect for the Individual: Valuing diversity and unique contributions, fostering a trusting, open and inclusive environment
and treating each person in a manner that reflects Accenture’s values.
• Integrity: Being ethically unyielding and honest and inspiring trust by saying what we mean, matching our behavior's to
our words and taking responsibility for our actions.
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8. HR Policy at Accenture:
•Accenture has got a comprehensive HR policy in each of the following segments
•Absences, Leaves, Work Arrangements.
•Benefits, Rewards, Compensation.
•Career/Performance Management & Training.
•Personal Responsibilities & Behavior.
•Recruiting & Hiring.
•Resignations, Terminations, Retirement.
•Time/Expense Reporting & Travel.
•Work Assignments, Relocation, Transfers & Immigration.
•Accenture offers a working environment which is diverse, stimulating, supportive and professional. They give a lot of emphasis on striking a balance
between the work and personal lives of employees by offering flexible work, flexible work arrangements, working away from home locations and video
conferencing. They also give a lot of emphasis on maintaining a diverse workforce and attracting, retaining and promoting women employees.
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9. Topic four: Performance
appraisal methods used in
Accenture:
Walt Disney
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10. Performance Factors:
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•Accenture uses various performance factors to measure whether an individual has the skills and behaviours required to effectively respond to the
typical demands of the job. These factors help in providing each employee with targeted feedback. The various career levels in Accenture is as
shown below:
•Career Levels in Accenture:
•Programmer / Junior Software Engineer
•Senior Programmer / Software Engineer
•Analyst Programmer / Senior Software Engineer
•Systems Analyst / Team Lead
•Senior Systems Analyst / Senior Team Lead
•Manager / Program Manager
•Senior Manager
•Accenture uses the following parameters as performance factors to measure the performance of each employee in the organization.

11. Performance Factors:
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•Organizes and Directs Quality Work Efforts
•Drives for Value Added Results
•Anticipates and Handles Critical Situations
•Builds Technical Capabilities
• Demonstrates Professionalism and
Confidence
• Maximizes Team’s Performance
• Communicates and Influences Effectively
Although the basic framework remains the
same, each employee’s performance is
analyzed and rated according to the level in
the organization.

12. Performance Appraisal System-
Annual Calendar at Accenture:
• The Accenture performance period starts from June to May of every year. All employees
of the organization, no matter what designation they hold, need to set the objectives &
targets at the beginning of every performance period. Employees set the objectives &
targets according to their role and project using an online tool called “My Performance
Tool”. The objectives are divided into 3 Leadership Contribution Areas.
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13. 3 Leadership Contribution Areas:
B U S I N E S S
O P E R ATO R :
• This relates to the
employee’s performance in
project-related activities. It
measures how much the
employee has contributed
in his project and how
critically he/she has
performed that role.
VA LU E C R E ATO R :
• This indicates how much
value the employee has
created for the organization, in
addition to working in his
project-capacity. This shows
whether the employee has
gone out of his role to play a
crucial factor in his team, how
much technical contribution he
has done to the various
technical communities, etc.
P E O P L E D E V E LO P E R :
•This indicates how much
the employee has
contributed towards his
own all round development,
as well as the subordinates
working under him/her.
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14. Objectives:
Every employee need to fill in midyear self input in the month
of December wherein they have to specify how far they have
been successful in fulfilling their objectives and meeting their
targets. This is a kind of self assessment and it is done twice
a year. After the employee submits the self input in the My
Performance tool, a copy of that is sent to his supervisor. He
gives a midyear feedback to the employee on the basis of his
performance in the first half of the year. In the midyear
feedback supervisor gives his reviews and also tell about the
employee’s strengths and areas of development. The
employee need to work on the areas of improvement
mentioned in the feedback.
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15. Mid-year Review:
•The Mid-year review gives an important chance to the employee and the supervisor to
review the progress at the middle of the year, to ensure that everything is on track and the
modifications needed to ensure effective performance on the part of the employee. It
ensures that the employee & the supervisor have the same idea about the employee’s
performance and remove any misunderstandings.
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16. The final self input:
• The final self input has to be filled by the employee in the month of March /April and the supervisor gives the
annual feedback after evaluating the performance of the employee against his objectives & targets. The
supervisor uses the 7 performance factors for evaluating the performance of the employee. Each parameter
in the performance factor is given a 4 point Rating Scale:
• Exceeded expectation
• Met expectation
• Partially met expectation
• Did not meet expectation
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17. After the Final of Input:
• If the employee is satisfied with the feedback then he can accept it by clicking on the
accept button in the tool. If he is not satisfied with the feedback then he can request for
a one on one meeting with his supervisor to raise his concerns.
• After the feedback for all employees are given, each employee would be given a relative
rating based on his/her performance in the performance period and whether targets
have been met and objectives fulfilled. The ratings and promotions if any are
communicated to the employee in the month of August. The appraisal of each
employee depends on the rating he gets. The appraisal happens in the beginning of the
Accenture financial year i.e. September.
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18. Focused Plan:
• Based on feedbacks from last year, each and every employee has to create a focused
plan for performance enhancement, performance improvement and career
development. The employee has to consult his/her career counselor and the supervisor
(optional), before deciding on the future career-development plan.
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19. Career-Counsellor:
• The Career-Counselor Framework is very unique to Accenture. Usually, a person who is
at least two career-levels above the employee and working in the same technology or
business-domain is appointed as the Career-counselor to the employee and remains so
throughout the employee’s duration at Accenture. The Career-Counselor acts as the
employee’s voice during meetings with the supervisor or during moderation meetings
and tries to ensure that the employee is not discriminated against. He also plays a
critical role in guiding the employee regarding how to achieve his/her career goals and
advises him based on experience. It is in the employee’s own need to maintain a regular
and close contact with the career-counselor in order to make full utilization of this
system.
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20. Topic five: Conclusion:
S E T
O B J E C T I V E S :
A S S E S S
O U TC O M E S :
• Outcomes: Structured
feedbacks on the results
achieved and how they were
achieved. First self-assessment,
then supervisor and senior
assessment. This is done twice a
year.
C O M PA R E A N D
R AT E :
• Final relative ratings based
on outcomes according to
the objectives.
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•Top down approach with
senior management deciding
the organizational objectives,
then at various levels below.
Finally individuals set
objectives according to role
and project. Objectives are
set according to SMART
(Small, Measurable,
Attainable, Realistic and
Timely) principle. The
Objectives are reviewed by
Supervisor and finally fixed by
both employee and supervisor
Based on feedbacks from last
year, each and every employee
has to create a focused plan for
performance enhancement,
performance improvement and
career development. The
employee has to consult his/her
career counselor and the
supervisor (optional), before
deciding on the future career-
development plan
P L A N
D E V E L O P M E N T

21. Thank You
Presenter Name: M. Pavithra Sai
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