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SSF Home Group · Performance Appraisal 2025 / 26

Your appraisal,
made simple.

A quick, friendly walk-through of our new digital appraisal. No stress, no jargon — just you, your work, and a few minutes.

Part 1 · For staff Part 2 · For managers
Move along with the buttons below, or your ← → keys.
The big picture

Three easy phases

That's the whole journey, start to finish. Here's how it flows.

✍️

1 · You reflect

Share your wins and give yourself a fair rating.

👀

2 · Your manager reviews

They add their view, usually within 7 days.

☕

3 · You chat

Sit down together, talk it over, and plan the year ahead.

Ready? Let's start with the staff steps. 👇

PART ONE

For staff

Your self-appraisal, one screen at a time. This is the part (almost) everyone does.

Managers — your bit comes in Part 2. Hang tight.
Step 01 · Log in

Getting in takes seconds

Open the link, type in your handphone number, and pick how you'd like your OTP — WhatsApp or SMS. Key in the code, tap Verify, and you're in.

hr.ssf.studio/appraisal
🔑No password to remember — the one-time code does all the work. We only use your number to log you in and find your record.
hr.ssf.studio/appraisal
Appraisal login screen where you enter your handphone number
Your OTPEnter the one-time code from WhatsApp or SMS
Step 02 · Your details

Check that it's really you

New here? Search for your record by name or handphone number. Been here before? Your number brings up your record automatically. Either way — take a quick look and tidy up anything that's out of date.

✅A minute spent checking now saves a headache later.
hr.ssf.studio/appraisal
Your staff details screen — check and update your information
Step 03 · Your appraiser

Pick your manager

Search for your appraiser (that's your manager) and choose the right person from the list. They're the one who'll review your appraisal — so double-check you've got the correct name.

🤔Not sure who your appraiser is? Ask HR before you pick.
hr.ssf.studio/appraisal
Search and select your appraiser or manager
Step 04 · Your KPIs (part 1)

Set your goals

KPIs are simply the goals you're working towards. For each one, pick the company goal it supports, then spell out your action, target, and deadline.

💰

Drive revenue growth & profitability

🤝

Strengthen engagement & productivity

⭐

Elevate customer experience

Example KPI
GoalDrive revenue growth & profitability
ActionIncrease my outlet sales
TargetRM100k → RM150k a month (+50%)
Deadline30 Mar 2026

First year only — you type these in full. Next year they carry over and you just add your results.

Step 04 · Your KPIs (part 2)

Show what you achieved

Now add what you actually did, attach any supporting documents, and give each KPI a fair score from 1 to 5. Got more KPIs? Just repeat the steps to add them.

📎Evidence helps. A screenshot, a report, a number — anything that backs up your result.
hr.ssf.studio/appraisal
Enter your achievements, attach documents, and self-rate each KPI from 1 to 5
The 1–5 scale

What the numbers mean

1Very UnsatisfactoryDoes not meet the required standards.
2UnsatisfactoryMeets some of the required standards.
3SatisfactoryMeets the required standards.
4GoodOccasionally goes beyond the required standards.
5Very GoodConsistently goes beyond the required standards.
💛Be honest with yourself — a fair score is far more useful than a generous one.
Step 06 · Next round

Look ahead

Set the KPIs you'll aim for in the next review period — same simple steps as before. Think of it as planting the goals you'll harvest next time. 🌱

🎯Pick goals that stretch you a little, but still feel doable.
hr.ssf.studio/appraisal
Enter your KPIs for the next review period
Step 07 · Competencies

Rate your competencies

Score your competencies on the same 1–5 scale. If your grade is managerial (M1–M5), you'll see a few extra managerial ones too.

🧩Competencies are the how — the skills and behaviours behind your results.
hr.ssf.studio/appraisal
Rate your competencies on the 1 to 5 scale
Step 08 · Strengths & growth

Your strengths & growth areas

Jot down what you're great at, and the areas you'd like to grow. No need to overthink it — a few honest lines are perfect.

💬This is your space. It guides the conversation you'll have with your manager.
hr.ssf.studio/appraisal
Enter your strengths and your main development areas
Step 09 · Submit

Hit submit 🎉

Happy with everything? Send it off for your manager to review. That's your part done — nice work!

Submit appraisal →

Your manager gets a WhatsApp nudge the moment you submit.

Step 10 · Sign-off (a little later)

The final step — your sign-off

After your manager finishes their review, you'll get a WhatsApp message. Log back in to read their feedback, say how much you agree, and add any comments of your own.

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

This one happens after your manager has done their bit in Part 2 — so keep an eye on WhatsApp.

PART TWO

For managers

Your turn to review. Quick, fair, and just a couple of screens.

Staff — you're all done above. This part's for the appraisers. 👔
Manager · Step 01

Open your team member's appraisal

Log in and you'll see your list — pick the staff member you want to appraise. You'll also get a WhatsApp message whenever someone submits; tap the link to jump straight to their record.

⚡The WhatsApp link is the fastest way in — no searching needed.
hr.ssf.studio/appraisal
Manager view — select the staff member you want to appraise
Manager · Step 02

Rate, review & comment

Assess your team member on the same 1–5 scale, then finish with your comments. Keep it fair, specific, and based on the full period — not one-off moments.

🔢

Rate 1–5

Score performance using the same five-point scale.

🚀

Review options

Consider the development & career options shown.

📝

Add comments

Say what went well and what could grow.

💡Helpful comments beat scores alone — a line or two of context goes a long way.
FOR SUPPORT TEAMS

Which goal do I pick?

Warehouse, Finance, Marketing, E‑Commerce and Purchasing — every role still ladders up to the same three company goals.

The trick: your KPI rarely hits the goal directly, it enables it. A few worked examples next. 📋
Support divisions · 1 of 5

Warehouse

📦
Warehouse
Goal 1Deliver designated stock to outlets by the due date, so outlets always have stock to sell — and hold inventory accuracy at ≥99% so shrinkage and write‑offs don't erode margin.
Goal 2Reach pick‑pack productivity of [XX] order lines per man‑hour with zero lost‑time injuries, and cross‑training coverage of ≥[XX]% so the team isn't exposed when someone's away.
Goal 3Complete 90% of deliveries within 7 working days or the specified date, at a damage‑free delivery rate of ≥98%.

Goal 2 = your team's own output & wellbeing — not an HR‑wide number. Replace every [XX] with your target.

Support divisions · 2 of 5

Finance

💵
Finance
Goal 1Close month‑end within [XX] working days with zero material audit adjustments, so management has accurate numbers to act on — and improve cash conversion by capturing early‑payment discounts.
Goal 2Cut close time by automating manual reconciliations, get [XX]% of the team certified on [new system], and keep peak‑period overtime below [XX] hours per head.
Goal 3Process customer refunds and credit notes, and issue LHDN‑compliant e‑invoices, within [XX] working days so customers and vendors aren't held up.

Goal 2 = your team's own output & wellbeing — not an HR‑wide number. Replace every [XX] with your target.

Support divisions · 3 of 5

Marketing

📣
Marketing
Goal 1Deliver campaign ROAS of [XX]:1 and keep marketing spend within [XX]% of revenue, driving measurable incremental sales and footfall per ringgit spent.
Goal 2Sustain output of [XX] content assets per head as AI tooling scales, and get 100% of the team trained and active on [AI design / production tools].
Goal 3Lift social engagement / brand sentiment to [XX]%, respond to customer queries on social within [XX] hours, and grow the loyalty database by [XX]%.

Goal 2 = your team's own output & wellbeing — not an HR‑wide number. Replace every [XX] with your target.

Support divisions · 4 of 5

E‑Commerce

🛒
E‑Commerce
Goal 1Grow online GMV by [XX]% at a [XX]% conversion rate and RM[XX] average order value, while protecting channel contribution margin.
Goal 2Process [XX] orders per head, automate catalogue / listing updates, and cross‑skill the team across ≥[XX] marketplaces so no channel relies on one person.
Goal 3Achieve online CSAT / review rating of ≥[XX], on‑time online delivery of ≥[XX]%, and reduce the return rate below [XX]%.

Goal 2 = your team's own output & wellbeing — not an HR‑wide number. Replace every [XX] with your target.

Support divisions · 5 of 5

Purchasing

🧾
Purchasing
Goal 1Deliver negotiated cost savings / avoidance of RM[XX] ([XX]%) against budget and improve supplier payment terms, lifting gross margin on key categories.
Goal 2Reduce PO cycle time to [XX] days and requisition‑to‑order turnaround to [XX] days, and upskill each buyer on their assigned categories.
Goal 3Keep core‑SKU availability at ≥[XX]% so customers find what they want, and hold the incoming‑goods defect rate below [XX]% with full product‑safety compliance.

Goal 2 = your team's own output & wellbeing — not an HR‑wide number. Replace every [XX] with your target.

That's a wrap

You've got this 🎉

That's the whole appraisal, start to finish. Take your time, be honest, and treat it as your moment to show what you've done — and where you want to go.

🙋 Need a hand? HR's got you

  • RRachel · Head of HR
    +60 12-692 4147
  • MMeiyi · HR team
    +60 16-492 9623
  • SSteven Tan · Business Transformation Officer
    +60 17-878 1291
…or just drop by the HR desk anytime.
Thank you for being part of SSF. 💜