K-Electric's performance management system involves a 10-step process including goal setting, mid-year reviews, calibration, feedback, and development planning. Employees set goals in three areas: safety, people, and business. Mid-year reviews assess progress and realign goals if needed. Managers provide feedback and rate performance which is then calibrated across departments. Development plans focus on strategic goals and improving employee skills through measures like performance improvement plans. The system uses Success Factors software and aims to create a healthy, safe workplace with grievance procedures to resolve issues.

1. PERFORMANCE MANAGEMENT
SYSTEM
K-Electric

2. ABOUT

3. VISION,MISSION & CORE VALUES
Our Vision
To restore and maintain pride in KE, Karachi and Pakistan.
Our Mission
Brightening lives by building the capacity to deliver uninterrupted, safe and affordable power to
Karachiites.
Our Values
At K-Electric, our employees are the key driver of our success. This ethos is reflected in our values –
CARES – which define our corporate culture.

4. 5. Development Plan
4. Final
Feedback &
Assessment
2. Mid-Year
Review
1. Goal Setting
4. Measure 3. Calibration
3. Set objectives and
gain agreement
2. Define
expectations
Performance Plan
1. Develop a
performance
5.Review
performance
6. Provide
feedback
performance
7. Assess
8. Rate
performance
performance
improvement plan
9. Develop
performance results
and action plans
10. Document
Performance Management System

5. 1.Goal Setting
SAFETY
PEOPLE
BUSINESS

6. 2.Mid-Year Review
 Mid year review starts through the Email announcement.
 All Managers & supervisors do secessions with their subordinates.
 Discussion on already defined objectives and their outcomes.
 Performance review on the basis on set criteria.
 Re-alignment of Goals.
 “ Success Factor “ formal way of systematic review at management level.
 “Sequential formal form “ at other employees levels.
 Identify opportunity and performance at mid for improvement & skills development of each employee.
 Leads to employee personal growth in the organization.

7. Calibration Dialogue
 Dialogue starts with subordinates.
 Performance and other measurement locked by the supervisor.
 Supervisor Reviews & Rating share with the functional managers.
 Departmentalize Calibration subsequent to HR department review.
 Justify rating in a meeting with HR & CEO of all department H.O.D’s.
 CEO & HR mutual consents rating decide and lock as per open dialogue & fair assessment.

8. Final Feedback and Assessment
 Calibration extract performance evaluation of employees.
 Performance assessment and review resulting performance appraisal starts as per org policy.
 Mangers disclose the rating in front of employees with their feed back.
 Feedback also required by the employee side for self review.
 Any conflict raise comments to the HR mangers through AWAZ portal.
 HR directly involve and resolve the grievances with mutual consents
 HR identify the area of strength and development for the future formal feedback..

9. Development Plan
 Include Future strategic goals of the organization.
 Development process improvement plan for further growth and development.
 “SMART” goals are fixed for performance improving employees for next six month.
 Need Improvement employees deal with PIP (Performance Improvement Plan).
 Provide every support to improve performance need according to the requirement.
 HR monitor and control whole development plan process under their supervision closely.

10. Market Best Practices
K-Electric
Using Software
System “ Success
Factor” for
performance
management.
K-Electric
Performance “PIP
”goals are linked with
strategic goals,
logically cascade
down the individual
level.
K-Electric
Goals setting
individually and as a
whole organization
with measurement
rating scale.
K-Electric
Making Healthy &
Safeist work place
a key objective for
all.
K-Electric
A grievance policy
and procedure
exists as
employee last
resort when still
unhappy.
Shanghai Electric
Using software system
“Thales Software
Systems” for
performance
management in all
levels.
Dubai electric & water
authority
Mentoring Program
guidance to employees
on their professional
development to
promote their skills and
personal and
professional goals.
General Electric
“MBO” program and
Rating scale Method is
used for performance
management.
Dubai Electric &
water Authority
Safeist & healthy
environment with
the help of
employee part.
Siemens Power
Employees self
evaluation process
make them calm
and cool about
their attitudes and
behaviors.

11. Gaps and Limitations

12. RECOMENDATIONS

13. Prepared by
1. Sahzia
2. Sharukh
3. Fasahat
4. Atiq
Consultation by
Shahbaz Islam