The Creation of a performance-Minded Culture

We consider performance management and development planning as shared responsibilities of all members of the Zamil Industrial family. Performance shall be the driver for innovation and growth; the system of merits and rewards to be distributed to employees shall therefore be anchored on performance.

The Company's Performance Evaluation and Development Plan (PEDP) is a results-based performance management system, reflective of business requirements vis-à-vis employee contributions.

While it increases involvement of line supervisors and managers in human resource management issues such as training, promotions, merit/rewards, and transfer of employees, it shall also provide information on individual progress and development of each employee, thus generating an objective basis for rewards and staffing issues.

A performance-minded culture is not only in keeping with our Core Values but also challenges our entire Company to achieve outstanding results.

Setting of Performance Indicators

During the beginning of the appraisal period, managers and employees discuss the Key Results Areas (KRAs) as defined by the employees’ job descriptions and establish Key Performance Indicators (KPIs), or the performance criteria for each KRA. From this process, targets and expected behavior shall be defined.

KPIs can be set through the following parameters:

  • Quality
  • Quantity
  • Timeliness
  • Expected behavior
  • Tolerable margin of error

At each stage of the process, the manager shall document his observations and periodically discuss performance based on KPIs with each of the employees under his supervision. Each employee should be responsible in communicating with his manager so that performance management becomes a dynamic process.

Performance Appraisal

The performance appraisal covers the entire calendar year. All employees regardless of length or type of contract shall be covered. The minimum length of service of the employee to be eligible for the PEDP is six months at the time of the appraisal period.

The performance appraisal discussion has the following objectives:

  • Motivate employees to seek the highest levels of performance within their abilities
  • Produce valid and consistent appraisals for management's use in personnel administration
  • Reinforce the role of the supervisor/manager in the development of people.

Based on the scoring system, a manager will be able to rate whether the employee Consistently Exceeds, Meets and Exceeds, Successfully Meets, Meets Some, or Falls Below expectations.

Developmental Plan

Based on the performance of the employee and potential growth areas identified by his manager, an employee may receive additional training or exposure as part of the program mapped out for his development. This is particularly important in creating a career path for certain employees in key positions.


Zamil Industrial believes in "promoting from within" in order to provide career growth for its employees while meeting its human resource requirements.

An employee shall be promoted without prejudice to his excellent performance in his present position or the absence of a suitable replacement in the event of a promotion. Promotion opportunities are made available regardless of race, nationality/ethnicity, or religion.

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