PMS Policy

This policy draft formalizes the existing PIS appraisal structure and integrates the proposed role-based progression system to create a performance-linked career framework optimized for PIS, focusing on skills, impact, and digital leadership.

1. Performance Appraisal Policy: 2025-26 Framework

1.1. Objectives of the Appraisal

The Performance Appraisal aims to establish clear, unambiguous, and transparent principles for:

• Career Growth: Providing a methodology for career advancement across hierarchical levels.

• Talent Identification: Systematically identifying employees with the potential for positions of greater organizational impact.

• Recognition of performance and potential: Recognizing employees based on their capability/potential, demonstrated performance, and organizational needs.

1.2. Eligibility and Applicability

• Employees who joined on or before 31 st March 2025 will undergo a full performance appraisal from April 2025 to March 2026.

• Employees who have joined on or after 1 st April 2025 until 31st December 2025 will undergo pro rata performance appraisal from their Date of Joining to March 2026. Employees who have joined on or after 1st January 2026 are not eligible for Appraisal in 2025-26.

• Employees on probation as of 31st March 2026 are not eligible for appraisal in 2026. Exceptions- R&D team & BOPTs are not included in this policy.

• Employees returning after approved LWP, or maternity leave will be eligible for prorated appraisal for the number of days of present.

• Employees who are on notice period at the time of salary increase disbursement will not be eligible for pay increase or arrears.

1.3. Appraisal Process and Score Computation

• For Year 2025-26 Performance Calendar will run from April 2025 to March 2026.

• For Year 2026-27 Performance Calendar will run from April 2026 to December 2026 (9 months)

• For Year 2027-28 and onwards Performance Calendar will run from January to December.

• For all the years, Compensation Calendar will run from April to March.

This is being done to delink Performance and Compensation Calendar. This will ensure performance calendar to run from Jan to Dec every year and compensation calendar to run from April-March every year.

Production

Performance reviews are done every quarter on the BPMS portal for all functions with the job description and work standards for the position providing a basis for the evaluation.

These scores measure Individual’s Contribution (measured through BPMS Score and Punctuality Score) and Individual Capability (measured through Average BIMSAT scores).

This will be followed by Managerial Moderation to allow for “Context of Performance” – like performance in a difficult / mega project vs other.

Non-Production

Non-production will have the goal setting for 2025/26 with the defined KRA/KPIs by mid-year which will be recorded in a separate KRA/KPI template.

For Production and Non-Production (both)

PDHs / Appraisers are responsible for

• Distribution of KPI Sheets to their respective Teams.

• Communicate and explain the KPI and the time frame for monitoring the performance. Maintain the overall performance and conduct of the Team.

• Report disciplinary instances of their respective Team Members to the HR Dept.

• Maintain records of employee accomplishments and behaviour to ensure the information incorporated into the appraisal is accurate and relevant to the entire appraisal period in a formal template shared by HR.

• Guide and provide feedback to their Team Members, by 1st month of the quarter for every previous quarter.

• Between Jan to March employee will get into Employee Dialogues for the performance year where the Manager and Employee meet and discuss individual performance, highlights and lowlights.

• Once the marks and overall rating are finalized, managerial intervention shall be minimal

The Reporting Manager may recommend a maximum adjustment of one rating level upward or downward, strictly within the defined rating band.

Any such adjustment must be supported by documented justification and shall be made only to address minor calibration differences, not to override the core evaluation outcome.

• In the case of an employee in OSD, the quarter performance will be recorded in the KPI score sheet and appraised by the OSD Manager & Reporting Manager.

1.4. Performance Score Distribution

The Functional Heads have the below appraisal guidelines Designation-wise distribution for team ranking employee per designation.

As an example, if a Functional Head has 530 employees of which 300 are Executive Engineers, 200 are Senior engineers and 30 Assistant Managers- then the functional head must ensure the below bell curve separately for Executive Engineer designation, Senior Engineer designation and Assistant Managers designation each.

2. Career Progression Policy

The new career progression policy introduces a two-track progression: Designation Promotion (linked to tenure/appraisal cycle) and Role Promotion (linked to competency & responsibility).

2.1 Career Path followed in BIM Production Team- Designations and roles will be linked to each other.

As an example, a team member role will exist from “Trainee” up to “AM”. To keep growing a team member must get himself selected onto a PC/ PM role to keep growing in designations.

The numbers in the table represent minimum time required in a designation to move to the next designation. If an employee is playing a role which starts at a higher designation as per above grid, but the employee is currently in a lower designation they will not be automatically promoted to the higher designation. They need to serve min tenure as per “Min Experience Range” indicated.

2.2 Technical career path (IPD Group)

2.3 Discipline Engineers Career Path

Please refer to career progression policy for more information.

2.4 Designation Promotions within a Role:

For designation promotions within a role, eligible employees will need to write Comms Test in addition to the other parameters such as BPMS, P Score and BIMSAT. This will require a minimum cutoff score decided by the management.

2.5 Promotion to next role

Selection to a higher role is based on merit and readiness and will be considered via Internal Job postings (IJP) which will be separate from the annual designation promotion cycle:

3. Policy Administration

3.1. Post-Appraisal Feedback and Grievance

• First Point of Contact: All concerns/clarifications related to increments and promotions must be raised via email to pmsfeedback@pinnacleinfotech.com

• Mandatory Copy: The email must copy the respective PDH/HOD and HR head.

• Resolution Timeline: The HR Head will discuss the grievance with the PDH/HOD and FH and communicate the final decision to the employee within 10 days of escalation.

• Escalation Protocol: No direct escalations/grievances are to be mailed to the CEO for quick resolution.

3.2. Salary Review and Increments

• Resignation Clause: Employees serving notice or resigning during/within 3 months from the declaration of the new salary will not be entitled to any increment. The final settlement will be considered on the earlier CTC. Increased Salary will also be recovered in the Full & Final.

3.3. Policy Amendment

The Management/HR reserves the right to change or discontinue any provision(s) of this directive, including but not limited to entitlement and procedure, at any point of time.