1. The TCS appraisal process is an annual process that begins in February and ends in March, and it involves creating a goal sheet, assessing performance, and determining the employee's banding.
The goal sheet is a critical component of the appraisal process, as it outlines specific goals and targets for the employee to achieve throughout the year.
Throughout the year, the employee's progress towards achieving their goals is tracked, and they receive regular feedback from their appraiser.
At the end of the year, the employee's performance is assessed based on their achievements, contribution to the team, and overall performance against the set goals.
The appraiser then assigns a performance rating on a scale of 1 to 5, with 5 being the best.
The performance rating determines the employee's banding, which ranges from A (the highest) to C (the lowest). Banding determines the salary increment that the employee will receive in the next fiscal year.
The TCS appraisal policy is designed to promote employee development and career growth, as well as to align individual goals with the company's overall objectives.
Regular feedback, open communication, and transparency make the TCS appraisal process fair. Employees must take ownership of their performance and career development to succeed in the process.
The rehire policy is subject to change at any time, and Accenture may modify or terminate the policy without notice.