Form: STAFF PERFORMANCE REVIEW Reference: <Record ID>

STAFF PERFORMANCE REVIEW

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Form: STAFF PERFORMANCE REVIEW Reference: SPR - <GCS1172>

STAFF PERFORMANCE REVIEW

Employee Name: Bui Quoc Anh Staff Level: Software Engineer GCS ID: GCS1172 End of hiring probation: Division/Department: EMB-ME Reviewer(s): HUYNH BA LUAN Review period From: 01/10/2009 To: 30/06/2010 Special:

Mid-year:

Annual:

PART A: ISSUES FOR PERFORMANCE REVIEW

1

List your main duties and responsibilities during the performance review period. -->Evaluation/Comments from Project Manager/De Project Nuance Mobile Care (NMC) Join team Nuance Working on Symbian and WM 1. Investigate programming on Symbian 2. Fix bug on Nuance Mobile Core 3. Working with the Application level

Anh Bui has been joining in Nuance Moblie Care t developer. His duties include porting NMC Client c platform, fixing bugs, investigating source code and documentation.

[[Nam: Anh has joined Nuance team for one year; b and become a key member in writing Nuance Appl well in porting Symbian and WM]]

Working on Android (NMC 2.7.2.7Android)

[[Nam: Anh become a key member for porting NM can't communicate with customer by himself becau improve work on Android as leader who can work/

1. Join the daily meeting 2. Checklist APIs Android support for NMC Project 3. Fix Android bugs on Jira 4. Write documents for NMC 2.7.2.7Android 5. Design the implementation for 2.7.2.7Android Working on Android (NMC 2.8Android) 1. Main developer for NMC 2.8 Android 2. Join the meeting 3. Sent the daily report to the Client 4. Implement the Porting Android on 2.8 5. Fix Android bugs on Jira 2 List and rate significant achievements you have made during the performance review (including TOEIC Score) Knowledge about programming on symbian Knowledge about Nuance Mobile Core project Knowledge about NMC Android Project Understand more Java, JNI, C++, API Android

-->Evaluation/Comments from Project Manager/De

He always finishes his assignments on time. He also presents a positive ability when working w platform. His skill of problem analysis and solving is quite go

PART B: CRITERIA FOR PERFORMANCE REVIEW

Evaluation Scale: 0.5 - 1 Unacceptable: Performance repeatedly falls below expectations

STAFF PERFORMANCE REVIEW

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Form: STAFF PERFORMANCE REVIEW Reference: SPR - <GCS1172>

1.5 - 2 Need improvement: Performance sometimes falls below expectations 2.5 - 3 Meet: Performance fully meets expectations 3.5 - 4 Good: Performance sometimes exceeds expectations 4.5 - 5 Excellent: Performance repeatedly exceeds expectations Note: Objectives in previous time need to be reviewed before assessment. Coefficients/weights E / IE

STAFF PERFORMANCE REVIEW

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Form: STAFF PERFORMANCE REVIEW Reference: SPR - <GCS1172>

I. FOR ALL STAFF LEVELS: Performance Criteria Employee Self-Rating Mutual Rating

1-

Quality of work Performing your work and completing your work products, taking
into consideration issues of safety, timeliness, cost-effectiveness and client satisfaction.

4.1

4.0

2-

Job knowledge Understanding your assigned duties and responsibilities, using the
correct methods, appropriate procedure, tools and materials for assigned tasks.

4.2

3.8

3-

Technical/Professional skills Having solid knowledge and skills related to your

scope of work.

4.3

3.6

456-

Organization and planning skills Establishing and managing your work

priorities effectively and handling multiple assignments or large work volume.

3.8 3.8 4.3

3.5 3.5 3.8

Understanding client needs Being able to understand clients' issue and

requirements.

Teamwork Cooperating with other members in a team effectively to achieve the

common goals/targets.

Judgment and problem solving Ability to adjust unexpected changes in work 7 - requirements to avoid or prevent problems, identify/analyze and provide an appropriate
and optimum solution for problems should they arise.

3.0

3.0

8 - Communication skills Responsibility/Accountability Ability to assume your share of workload, 9 - respond to problems, and accept accountability when appropriate in order to reach the
desired common objectives.

3.9 4.3

3.4 4.0

Initiative, resourcefulness and creativity Ability to work with minimal 10 - supervision, request additional assignments, and suggest new ideas or methods; willing
to change/try new approachs

3.8 3.8 3.5 4.0

3.5 3.5 3.5 3.6

11 - Compliance to policy and process 12 Development self-development and contribution to success of project/ department
business

AVERAGE II. FOR SENIOR OR MANAGER LEVELS

STAFF PERFORMANCE REVIEW

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Form: STAFF PERFORMANCE REVIEW Reference: SPR - <GCS1172>

Professional Performance Criteria Leadership/Management skills Effectively accomplishing work through others, 1 - providing clear instruction, communicating constructive feedback, recognizing and
resolving problems.

Employee Self-Rating

Mutual Rating

2-

Staff Development Recognizing a subordinates abilities and skills, giving clear

instructions and guidance in order to improve weaknesses.

AVERAGE

#DIV/0!

#DIV/0!

PART C: EMPLOYEES DEVELOPMENT PLAN

1-

Training and Development Goals Review last years training and list the training activities considered for the coming yea projects, job rotation, ect. to assist you in meeting your work objectives.

List all training programs, courses, or seminars attended during last performance period: team meeting Discuss in team about issues, troubles

List all the kinds of training that would benefit you in the performance of your duties for the coming year: team meeting Discuss in team about issues, troubles

2 - Objectives or Goals for the next time List any specific objectives for enhancing job knowledge and skills and for improving job next review period: Description of Last Objectives and gained results Learn English ->result: Normal Investigate Symbian ->result: Good Detailed Action Plans for Objectives Research documents and perform details Need to improve "listen and speak"

No.

Description of Next Objectives investigate and work on Android Learn English

Investigate Android ->result: Good Resolve Bug in NMC -> result: Good

Read code project, Fix bug on NMC project,Implement investigate problem of bug the porting Android on NMC 2.8 and resolve it learn XML

PART D: OVERALL PERFORMANCE RATING AND COMMENTS

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STAFF PERFORMANCE REVIEW

Form: STAFF PERFORMANCE REVIEW Reference: SPR - <GCS1172>

1. Overall Performance Rating: Consider the employees overall performance using the Criteria for Performance Review Evaluation Scale. Writing down "Score on the rating is based on performance in current job for the entire review period. The overall performance rating: Good (4.0)

0
Unacceptable 2. Overall Performance Comments:

1.5
Need improvement

2.5
Meet

3.5
Good

General comments: Managers comments on performance, goals and /or other issues, giving evidence to support the overall assessment rating, and staffs com review Staffs comments:

Managers comm

[[Nam: And should become master on Android pla again because he's working on Android. As we kno good for him to be familiar with Android. He can h for potential projects]]

[[Nam: And has worked well on Nuance project an Hope he will keep this performance to contribute to However, he should improve English skill so that h

Anh Bui's knowleges and experiences are quite goo The working attitude is serious He is also hard working and solve tasks quickly.

Employee Signature: Bui Quoc Anh (Upon Completion of Self-Appraisal Sections) Employee Signature: (Upon Completion of Managers Ratings and Comments) Team Leader / Project Manager Signature: .. Dept Manager Signature: .. Division Manager Signature: HR Signature:

Date: 23/11/2009

Date: .

Date: . Date: . Date: . Date: .

STAFF PERFORMANCE REVIEW

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NCE REVIEW

EMB-ME BA LUAN : 01/10/2009 To: 30/06/2010 al:

n/Comments from Project Manager/Department Manager/Division Manager:

been joining in Nuance Moblie Care team as Android is duties include porting NMC Client code into Android ing bugs, investigating source code and design on.

has joined Nuance team for one year; but he can learn technical skill quickly a key member in writing Nuance Application by using script. He also works ng Symbian and WM]]

become a key member for porting NMC on Android platform. However, he nicate with customer by himself because of English issue. He needs to k on Android as leader who can work/communicate with customer alone.]]

n/Comments from Project Manager/Department Manager/Division Manager:

nishes his assignments on time. ents a positive ability when working with Android

problem analysis and solving is quite good.

STAFF PERFORMANCE REVIEW

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Weights

Remarks always compliance with requirement of task [LH] his performance is quite good and brings client satisfaction. [Nam: Anh works well and have good ideas to fix bug. Customer has had some good comments for him.] understand myself assigned role and responsibility skill: design ,C++, Java, Android, knowledge about logical mathematics,,XML well [LH]: strong knowledge at Android, Symbian OS. [[Nam: Although he's joined EMB domain in one year, he can learn quickly and have good knowledge in EMB domain]]

2.0

1.0

2.0

1.0 1.0 1.5 always disscuss and share knowledge in team [LH] good cooperation in teamwork [[Nam: He resolved some bugs well that require to apply new technology in short time such as: APN issue on WM - smartphone and pocket]] [[Nam: English is obstacle for him in communication]] always try finished assigned taks by all means [LH] he is highly responsible for works. He's willing to stay late to handle works.

1.0

1.0 1.5

1.0 1.0 1.0

STAFF PERFORMANCE REVIEW

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Weights

Remarks

ivities considered for the coming year. This should include formal courses,

wledge and skills and for improving job performance for the last time and the

Managers comments

Need to improve English skill to be more confident in client communication.

STAFF PERFORMANCE REVIEW

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n Scale. Writing down "Score on the scale in the appropriate space. The

4.5
Excellent

erall assessment rating, and staffs comments regarding the performance Managers comments:

should become master on Android platform. So he should consider his plan e he's working on Android. As we know this platform will be popular and it's m to be familiar with Android. He can help other members to work on Android projects]]

has worked well on Nuance project and learn new technical skill quickly. keep this performance to contribute to success of project in the future. should improve English skill so that he can work with customer directly.]]

nowleges and experiences are quite good to handle all assigments attitude is serious rd working and solve tasks quickly.

STAFF PERFORMANCE REVIEW

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Performance review -Performance criteria

Category Question Productivity Ability to finish assigned tasks on time Ability to come up with the best possible solution for a problem Frequency of making mistakes Severity of mistakes Carefulness: check output before delivery Frequency of reworking: do the same thing more than one time to meet expectation Process compliance Average Knowledge on software development process Ability to understand assigned role and responsibility Ability to know how to use correct method and procedure to fulfill assigned task Ability to apply more tool/materials to workbench to boost efficiency and effectiveness? Ability to stay current with new technologies, methods, and processes in software development industry Average Level of FA/ICT/TS/ERP domain knowledge Requirement analysis skill Design skill Unit testing skill Programming skill Logical thinking and analysis skill Troubleshooting skill Average Ability to prioritize assigned tasks Ability to handle multi-tasking Ability to actively report status or raise issue on the assignment Ability to handle a huge task Average Ability to understand client's request and requirement Ability to understand client's bug report Ability to confirm/clarify unclear points Ability to actively propose feedback or solution on customer's requirement / request Average Ability to cooperate with other team members Ability to proactively share and improve knowledge with other colleagues Ability to actively raise issues, provide feedbacks when working in a team Ever try to pass the responsibility to someone else in the team when facing problems Frequency of causing conflict in the team Ability to actively participate in team meetings, brain storming and review sessions? Average Ability to adapt to unexpected changes Capable of foreseeing potential problems / issues Ability to know how to prevent problems / issues from occurring Quality of work Job knowledge Teamwork Technical skills Organization and planning skills Understanding client needs Judgment and problem solving Self-rating Quite high Often Often Occasionally Major & Minor Thoroughly Sometimes Always 4.1 Good Very good Often Often Often Good Good Often Sometimes Often Mutual-rating Quite high Often Often Occasionally Major & Minor Carefully Sometimes Always 4.0

4.2 Sufficient Very good Good Good Good Very good Good 4.3 Often Good Sometimes Good 3.8 Often Often Sometimes Often 3.8 Very good Always Often Occasionally Occasionally Often 4.3 Good Occasionally Sometimes Good Occasionally Sometimes Good Sometimes Often Occasionally Occasionally Often Often Often Sometimes Sometimes Often OK Sometimes Good Sufficient Good OK OK OK Good Good

3.8

3.6

3.5

3.5

3.8

Performance review - Professional performance criteria for senior staffs

Exhibit self-confidence Inspire trust and respect from others Ability to motivate people to perform well React well under critical situations Ability to influence other people Ability to make decisions Ability to "walk in someone else's shoes" Provide guidance / coaching to others when necessary Project planning skill Staff planning skill Ability to judge other unbiased Ability to control and coordinate Ability to resolve conflicts

Judgment and problem solving Communication skills Responsibility Initiative, Professional attitude, Resourcefulness Appearance and Creativity Development Leadership and Management skills

Problem solving skill Ability to come up with the best possible solution for a problem Average Ability to express ideas verbally Ability to express ideas in writing / email Ability to understand other people's ideas in verbal discussion Ability to understand other people's ideas written in documents Documentation skill Presentation skill English/foreign language level Average Ability to receive workload and respond to problems Willingness to work late or over weekend in order to complete the urgent tasks Ability to try finishing the assigned tasks by all means Average Ability to work with minimal or no supervision Actively request additional (or new) assignments when idle Ability to reuse the existing resources (source code, materials, tools, etc) to complete tasks Suggest new ideas or methods Average Follow company policy such as dress code, working time, security policy, Compliance to working process of company, division and department Go to meeting and other activities on time Compliance to company policy: no personal chat or web surfing during working time Average Ability to quickly absorb new concepts, know-how and new techniques Capability to learn from mistakes Contribute to the success of project/ department business Capability and willingness to help others to overcome their weaknesses Average

OK Sometimes 3.0 Good Good Good OK Good OK Advanced 3.9 Good Very good Often 4.3 Good Good OK Often 3.8 OK Often Always Sometimes 3.8 Good OK Good OK 3.5

OK Sometimes 3.0 Good Good Good OK OK OK Intermediate 3.4 Good Good Often 4.0 Good Good OK Sometimes 3.5 OK Often Often Sometimes 3.5 Good OK Good OK 3.5

Overall review - Average score

For junior staff For senior staff:
3.9 3.6

gement skills Staff Development

Ability to communicate in public Ability to delegate (assign) appropriate tasks to members Average Ability to recognize subordinates' strengths and weaknesses Ability to instruct and guide subordinates to improve themselves. Ability to instruct and guide subordinates to further develop their strong points. Average

0.0

0.0

0.0

0.0

N/A

N/A

Self

Mutual

Weight

1
Very low Never Never Always Mostly critical Carelessly Always Never Very bad Very bad Never Never Never Low

2
Occasionally Occasionally Often Roughly Often Occasionally Bad Bad Occasionally Occasionally Occasionally

3
Average Sometimes Sometimes Sometimes Just enough Sometimes Sometimes OK OK Sometimes Sometimes Sometimes Often Often

4
Quite high High Always Always

4 4 4 4 4 5 3 5 4 5 4 4 4

4 4 4 4 4 4 3 5 4 4 4 3 4

1 1 1 1 1 1 1 1 1 1 1 1 1

Occasionally Major & Minor Carefully Occasionally Often Good Good Often Often Often

Major & Critical Mostly major

Never Mostly minor Thoroughly Never Always Very good Very good Always Always Always

4 5 4 4 4 5 4 4 4 3 4 4 4 3 4

4 4 3 3 3 4 4 4 3 3 4 4 4 3 3

1 1 1 1 1 1 1 1 1 1 1 1 1 1 1

Beginner Very bad Very bad Very bad Very bad Very bad Very bad Never Very bad Never Very bad Never Never Never Never

Limited Bad Bad Bad Bad Bad Bad Occasionally Bad Occasionally Bad Occasionally Occasionally Occasionally Occasionally

Needs improvement Sufficient OK OK OK OK OK OK Sometimes OK Sometimes OK Sometimes Sometimes Sometimes Sometimes Good Good Good Good Good Good Often Good Often Good Often Often Often Often

Deep Very good Very good Very good Very good Very good Very good Always Very good Always Very good Always Always Always Always

5 5 4 4 4 4

4 3 4 4 4 4

1 1 1 1 1 1

Very bad Never Never Always Always Never

Bad Occasionally Occasionally Often Often Occasionally

OK Sometimes Sometimes Sometimes Sometimes Sometimes

Good Often Often Occasionally Occasionally Often

Very good Always Always Never Never Always

4 2 3

4 2 3

1 1 1

Very bad Never Never

Bad Occasionally Occasionally

OK Sometimes Sometimes

Good Often Often

Very good Always Always

3 3

3 3

1 1

Very bad Never

Bad Occasionally

OK Sometimes

Good Often

Very good Always

4 4 4 3 4 3 5 4 5 4

4 4 4 3 3 3 3 4 4 4

1 1 1 1 1 1 1 1 1 1

Very bad Very bad Very bad Very bad Very bad Very bad Beginner Very bad Very bad Never

Bad Bad Bad Bad Bad Bad Basic Bad Bad Occasionally

OK OK OK OK OK OK Intermediate OK OK Sometimes

Good Good Good Good Good Good

Very good Very good Very good Very good Very good Very good

Upper intermediate Advanced Good Good Often Very good Very good Always

4 4 3 4 3 4 5 3

4 4 3 3 3 4 4 3

1 1 1 1 1 1 1 1

Very bad Very bad Very bad Never Very bad Never Never Never

Bad Bad Bad Occasionally Bad Occasionally Occasionally Occasionally

OK OK OK Sometimes OK Sometimes Sometimes Sometimes

Good Good Good Often Good Often Often Often

Very good Very good Very good Always Fully compliance Always Always Always

4 3 4 3

4 3 4 3

1 1 1 1

Very bad Very bad Very bad Very bad

Bad Bad Bad Bad

OK OK OK OK

Good Good Good Good

Very good Very good Very good Very good

0 0 0 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0 0 0 0

1 1 1 1 1 1 1 1 1 1 1 1 1

Very low Very low Very bad Very badly Very bad Very bad Very bad Never Very bad Very bad Very bad Very bad Very bad

Low Low Bad Badly Bad Bad Bad Occasionally Bad Bad Bad Bad Bad

Average Average OK OK OK OK OK Sometimes OK OK OK OK OK

Quite high Quite high Good Well Good Good Good Often Good Good Good Good Good

High High Very good Very well Very good Very good Very good Always Very good Very good Very good Very good Very good

0 0

0 0

1 1

Very bad Very bad

Bad Bad

OK OK

Good Good

Very good Very good

0 0 0

0 0 0

1 1 1

Very bad Very bad Very bad

Bad Bad Bad

OK OK OK

Good Good Good

Very good Very good Very good

Coefficients/weights Deputy Manager / Manager /Senior Manager 2 1.5 1.5 2 1.5 1.5 2 2 2 1.5 1.5 1 20 2 2 4

No.

Performance Dimension

E / IE

LE / Lead IE

SE / Senior IE / CE

PM

1 2 3 4 5 6 7 8 9 10 11 12

Quality of work Job knowledge Technical skill Organization and planning skill Understanding client needs Teamwork Judgment and problem solving Communication skill Responsibility Initiative, resourcefulness, creative Code of conduct compliance Development (self), contribution total Management skill Staff development total

2 1 2 1 1 1.5 1 1 1.5 1 1 1 15

2 1 2 1 1 1.5 1.5 1 1.5 1.5 1 1 16

13 14

For all staff level 2 2 1.5 1.5 2 1.5 1 2 1.5 2 1.5 1.5 1.5 1.5 1.5 2 2 2 1.5 1 1.5 1.5 1.5 1 19 19.5 For senior level 1 2 1 1.5 2 3.5

Supporting staff

Supporting Senior

Supporting Manager

2 1 1 1 1.5 1 1 1 1.5 1 1.5 1 14.5

2 1.5 1.5 1.5 2 1 1.5 1.5 2 1.5 1.5 1.5 19 1.5 1 2.5

2 1.5 1.5 2 2 1 1.5 1.5 2 1.5 1.5 1 19 1.5 1.5 3