Tiến trình thực hiện Đánh giá hiệu quả công việc/ Process of work efficiency evaluation

PROCESS OF WORK EFFICIENCY EVALUTION Target setting and assignment Before a new academic year, leaders of schools/departments set the targets/KPIs for their schools/departments, making sure that they are aligned with the Company’s targets/KPIs and challenging enough for the schools/departments to create their differences. After the targets/KPIs of the schools/departments are approved, leaders of the schools/departments shall establish the targets for each position Competent leaders approve the KPIs of the units/departments/individuals under their management. Evaluation implementation Evaluation cycle: Evaluation will be periodically carried out every six months, on December 31 and June 30. Managers/Leaders: 360o evaluation: will be carried out by Vingroup or the Human Resources Department, depending on the Managers’ levels Evaluation criteria: “Leadership Qualifications” and “Leadership Competencies” in the Requirements and Competency Evaluation for Managers. Persons evaluating the Managers will be their superiors, peers, and subordinates. The minimum number of persons evaluating a Manager in one cycle is three. The results of this 360 assessment will be notified to each employee for periodic performance evaluation. Work efficiency evaluation: Managers/Leaders shall make self-evaluation of their work efficiency in the “Requirements and competency evaluation for Managers” and will be evaluated by higher levels according to the evaluation process. Teachers: Subjects: Kindergarten teachers and Primary, Secondary, and High school teachers who have worked for more than 50% of the time of an evaluation cycle. Evaluation criteria will be established periodically to align with the work requirements in each school year based on the templates of Evaluation criteria for Kindergarten teachers and Evaluation criteria for Primary, Secondary and High school teachers. Employees: Subjects: individuals in positions that do not involve direct teaching, or teaching managers (Heads of Subjects/Heads of Grades) who have worked for more than 50% of the time of an evaluation cycle. Evaluation criteria will be established periodically based on the KPIs of each position as per the Employee evaluation template.