Sangat Foundation

Performance Management
System

Submitted To
Sir Major Nouman

Submitted By
Hafiz Mohammad Umer L1F11MCOM0149
Mohammad Umer L1F11BCMH2022
Usman Shahzad L1F11MCOM2175
Arslan Nawaz L1F11MCOM2165
Okasha Safdar L1F11BCMH2023
Aqsa Muzafar L1F11MCOM2169
Mohsin Khan L1F11MCOM0156
Qaiser Ayub L1F11MCOM2158

Table of Contents
About Sangat Foundation .............................................................. 4
Mission Statement ........................................................................ 4
Sangat Foundation aims & objectives: ........................................... 4
Core Value of Sangat Foundation ................................................... 5
HR Department & Human Capital in Sangat Foundation ................. 6
Performance Management System of Sangat Foundation .............. 6
Performance Appraisal Objectives.................................................................. 6
Who Conducts The Performance Appraisal? ................................................... 7
Timing of Performance Appraisal ................................................................... 7
General Study of Performance Appraisal Form ............................................... 7

Real Scenario of Performance Management System ...................... 7

Problems of PMS in Sangat Foundation ......................................... 8
Recommendations ......................................................................... 8
Appendix ....................................................................................... 9

About Sangat Foundation

Sangat foundation unofficially started its operation in 1993 as a labor union. It is founded
by Mr. Mohammad Yaqub Ch., who is also the Chief Organizer of Pakistan Workers
Confederation in Lahore, Pakistan. Later on in 1997 Sangat was registered under
Societies Registration Act 1886 with the Government of Punjab, Pakistan. Sangat
Foundation is affiliated with different NGOs on various programs. The major partners of
Sangat are Friedrich Ebert Stiftung (FES)1 and Free and Fair Election Network (FAFEN)2.
FES and FAFEN are one of the major financial assistors of Sangat.
Sangat observed general election of Pakistan held in 18 February 2008. And also going to
observe general election of 2013. Total numbers of members in different programs of
Sangat are approximately 6000.

Mission Statement
Sangat is determined to struggle jointly to achieve society in Pakistan; that would be
socially just, economically productive and equitable, genuinely democratic and
pluralistic, where there should not be any type of discrimination and exploitation on the
basis of Gender, Race, Faith, Class and Geography.

Sangat Foundation aims & objectives:

Organize the poor grass roots level into small groups and associations.
Launch campaigns for basic human rights, particularly for protecting core labor
standard.
Educate working class activists in political and civic areas.
Ensure the needs and wishes of women workers should be reflected in unions'
priorities.
Help in forming trade unions of unorganized and non-formal sectors.
Impart skill training to the workers and peasant activists in order to enhance their
personal capacities.
Mainstream working class into national and local politics.
Combat violence against women by mobilizing local communities.
1

Germany based political non-profit NGO which works for public-interest institution
committed to social democracy and the basic values of peace, democracy and social justice
2 The Free and Fair Election Network (FAFEN) was established in 2006 as a coalition of 30
non-governmental organizations to observe the general elections and mobilize voters.

 Establish working relationship between trade unions, peasant organizations and

like-minded CSOs (Civil Society Organizations).

Core Value of Sangat Foundation

Transparency: Transparency in affairs
Best Practices: Diversification and effective communication
Accountability: Accountability of stakeholder
Coherence, Clarity, Fairness: No discriminatory act and multi way communication
Working: Mutual goal setting
Respecting the dignity: Respecting individuals
Be open: Idea generation
Observe: Process improvement
Act truthfully: Ethical norms
Conform: Struck to law
Give due Consideration: social return
Never part of any sectarian: No involvement in unlawful, undemocratic & terrorist
supportive activities
Equality: No discrimination
Confidentiality: In case of discriminatory act inform to HOD.

HR Department & Human Capital in Sangat Foundation

There is officially established HR department in Sangat. HR department consists on 4
officers including HR head. The Title of HR head in Sangat is HRO Human Resource
Officer. The role of HR department in Sangat is below from Fire Fighting Role mean HR
department are just authorize to place ads for recruitment, short listing C.Vs,
documentation of HR related functions and giving recommendation in HR related
activities.
No of employee range in Sangat is 70-120. Employees are divided into different levels as
specified below.

Employee Levels
Employee
Categories
Senior
Management
Mid-Level
Management
Junior
Management
Support Staff

Level of Employees

Suggested Minimum Education and

Experience requirements
Executive Director Program Masters degree in relevant field with
Manager
10 years of experience
Senior-Program Officers
Masters degree in relevant field with 6
Accounts/Admin
years of experience,
Officer/HRO
Program Officers and
Fresh Masters in relevant field, or
Technical Staff
graduation with minimum of 2 years
experience in relevant field
Drivers, Support Staff
Preferably Matriculate with relevant
Security Guard/Office
experience, in case of drivers 5 years of
Attendants
experience

Performance Management System of Sangat Foundation

Performance Appraisal Objectives
To determine who should be promoted, transferred or terminated.
To motivate and improve performance.
For rewarding employees

Grades
G-4
G-3

G-2

G-1

Who Conducts The Performance Appraisal?

In Sangat Foundation Employee Performance Appraisal is conducted by line supervisor or
project manager. Executive director has authority to review appraisal if appraisee is not
satisfied with his/her performance appraisal.
Timing of Performance Appraisal
Sangat conducts performance appraisal on quarterly bases.
General Study of Performance Appraisal Form
Single performance appraisal form is used for evaluating grade 2nd, 3rd and 4th employees
either they are on probationary period or hired for job. Employee Performance Appraisal
is conducted by line supervisor or project manager. Executive director has authority to
review appraisal if appraisee is not satisfied with his/her performance appraisal.
Employee performance is evaluated against behavioral competencies as well as
goals/tasks/MBO, 70% weighted is assigned to MBO and 30% to behavioral
competencies. Sangat foundation is using Graphic Rating Scale in its form.

Real Scenario of Performance Management System

In performance appraisal form training areas are indicated but in reality no training
facility is provided to employees which result in bad performance of employee.
Performance appraisal is conducted by line supervisor, so there is very high chance of
performance appraisal errors like horn error, same to me error, leniency & strictness
error, and difference of levels of expectation between actual result and desired result
etc.
Like during the interview one of the program manager said
Sometimes I rate my subordinates below the average because their result is not
according to my expectations.
Employee performance appraisal result is used for promotion, termination, job rotation,
and rewarding purposes. Performance review is open reporting.

Problems of Performance Management Systems in Sangat Foundation

Single appraisal form is used for evaluating Grade 2nd, 3rd and 4th employees. Which is not
practically applicable because each and every grades employees required different set of
behaviors to complete their job requirements like HR department employees behavioral
competencies are quite different from Finance Department employees.
Due to non-availability of training facility not only employee performance is suffered but
it creates demotivation in employee.

Recommendations
It is recommended to HR department to provide training facility to employee according
to their weak areas indicated in performance appraisal. Develop different performance
appraisal forms accordingly to the different types of employees levels. To reduce the
chance of performance error second appraisal reviewing authority should be assigned.

Appendix A

Appendix

Performance Appraisal Form

Merit Criteria
Employment Form
Appointment Letter
Employment Acceptance Letter

Appendix

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