Performance Management

At CavinKare, a Corporate Balanced Scorecard (BSC) aligns the long-term vision of the company with its annual plan and strategy. Each department draws its plan for the year from BSC. And the exercise also extends to plans at individual levels. This process helps the company and its employees to move in tandem and achieve organizational goals effectively.

At the time of joining, each employee is provided with a Role Clarification Document (RCD). The document clearly states the objective, responsibility and operating network of the employee’s position, apart from providing an accurate job description. In addition, all executives and senior officials of the company are equipped with a Competency Dictionary. The manual lists all the competences that are applicable to the managerial cadre of the company.

CavinKare has a fair and employee development-oriented appraisal system. A quarterly and annual performance review system, tailored to assess and improve the performance of the employees, is implemented with transparency. The system is built around Key Result Areas (KRAs)- set out by the employee himself in consultation with his superior. And the employees are allowed to have multiple approaches and measures for individual KRAs.

Quarterly reviews are carried out through a process of close interaction between the employees and their superiors. The quarterly review provides scope for every employee to spell out his or her improvement goals and seek support measures for bettering the performance. The annual appraisal draws heavily from the quarterly reviews and a competency assessment system (for senior management cadre). Still, the annual review has a self-appraisal component. The performance of each employee is objectively rated in the annual appraisal. Based on the ratings, the employees are rewarded with suitable incentives and placements. As a part of the exercise, each reviewer along with the employee also draws a development plan for the next year.

CavinKare has an elaborate competency mapping system to ensure that the employees posses all necessary competencies. Under the system, the core, threshold and differentiating competencies of the employees are mapped. Core competencies of ethical behaviour,achievement orientation and customer responsiveness are considered to be essential for all employees . The competency mapping exercise is carried out by seeking feedback from superiors, peers and subordinates. And based on the feedback, suitable training is provided to the employees.