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1. JD of [Position] (Example) Template
1. JD of [Position] (Example)
2. (If promoted to new title, paste new JD)
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1.4. Monthly Review Result

2023 October

Key KPI (From manager perspective) 2
Ultimate Target to achieve by Q4
Related Tasks to check if Progress on point!
Oct
Nov
Dec
1
Matching Rate 85%
Setup SOP and Guidelines to the team on how to improve matching
Ensure the team fully aware of the policy and the rules - do not accept case by case handling
Ensure App pick up rate up to standard requirement up to 60%, and manual matching team is on point (communicate with BA team)
Ensure matching and acquisition team stability by placing enough manpower and setting up sensible KPI
80%
82%
84-85%
2
Monthly Ratings up to 4.8or above
Setup SOP and Guidelines to the team on how to reward qualified CLs and punish bad behaviour CL
Ensure the team has always followed the policy, including acquisition Team, VC team
Ensure external mateirals up to date, and guidelines are easily accessible by CLs
4.5
4.7
4.8
3
Improve before HO Ebitda at $300K
Draft Budget planning for expenses
Ensure budget is in use to boost perforamance of CL
100K
200K
250K
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Monthly Review
Item
綜合Grade
Comment
1
Manager’s Comment
​
How to comment better?
Please comment the progress the employee has done first. Approve their effort.
Then next review KPI, so some might have done irrelevant work to intervene their time, or quality of work would impact. Explain clearly how the person can improve.
For the first month, try to give advice on how to ensure progress and targets are closely related
If the staff is smart and self-discipline, and close to KPI as reference to the progress on point, then Grade A, otherwise if KPI not close but progress on point then Grade B; progress is not quality that impact KPI then Grade C; very slow progress and attitude has issues leading to KPI then Grade D; Lastly if attitude and KPI and progress all sluggish, then FAIL (F)
2
個人回應 (員工)
不適用
Points to jot Down: (filled in by Appraiser only_note need to gain staff approval)
How do they feel about the feedback process?
If not agree to the progress comment and result, any evidence to prove back? If yes, then would that change the Grading? And if has changed the grading then need to clearly specify the original grading and then the latest one. (Please be careful when conduct the commenting process)
After sharing managers comment, do the staff has any opinions ? and next steps to imrpove or keep going?
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Performance Review Date:
Appraiser (Name) Signature:
Appraisee (Name) Signature:







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