How do I activate Import / Export?
How do I login to TVSSCORES?
How do I extend the Sale Contract Validity Period?
From the VPN :
Live Server : 192.168.250.88/rvw
Training Server : 192.168.250.51/rvw
Validation Server : 192.168.250.99/rvw
When Prompted for : Enter Login and Password
If you do not have a Login or Password please get in touch with callcentre at email@example.com
Sale Contract Amendment
Login as Customer Interfacer
1.Switch Context :
Role : Customer Interfacer
Business Process: Sales and Shipping
Component : TVS-Sales Contract
Activity : Maintain Sales Contract
3.Select the Sale Contract No and press Enter
4.Click Amend task button (Message:Sale contract no amended sucessfully)
5.Change the Effective to date and click Maintain task button
(Message: Sale contract no Modified Successfully).
For Authorizing the Sale Contract
Login as Customer Account Incharge
1.Enter the Sale contract Number and press ENTER.
2.Check the contract status is in Under Amendment.
3.Click Authorise task Button
(Message : Sale contract Authorised Sucessfully).
What should I do when I get a System Error?
1) Refresh and Retry.
2) Please logout of TVS Scores and Re-login and try doing the activity.
3) if you continue to get system error post a ticket to firstname.lastname@example.org giving
a) The menu path and button on clicking of which the error occured.
b) Location at which you tried to carry out the activity
How to solve
"Capacity Of BLPO - ITEM Code - TMID should not be greater than the capacity of VCV vehicle"?
To find the Capcity of BLPO -ITEMCODE- TMID:
1.Find the BLPO NO for the particular VCV NO.
2.Find the ITEMCODE for the BLPO NO.
3.Find the TMID for the ITEM CODE
4.Find the Capacity of the TMID.
To find the Capacity of Vehicle TMID.
5.Find the TMID of Vehicle.
6.Find the Capacity of TMID.
7.Step 4 and Step 6 should be same if not this error occurs.
Please find below the details of VCV
VCV No : VCV00005816/041011 is having BLPO NO : BPO00000116/010910 in which Item Code : TATHAR15.4TFCAT is available.
This Item Code is having TMID as 171B for which the capacity is 15435.000
VCV Vehicle NO : CG04JB3622 is having TMID as 160C for which the capacity is 14000.000
How do I add Global Address Book to Outlook?
You can select email address and refer details of individual using the Address Book facility within Outlook email interface.
Please follow the instruction in this file Global Address Book Configuration Guide.
Resource Sharing Using Web Email Calendar:- Booking & Viewing
Using the Email Server Calendar we can share the resources which are common in our offices. Please follow the document link to know the procedure Resource Sharing.
How do I Get sent items from Blackberry to Outlook ?
The BB users send many emails to others from the device. This could be either new, reply or forwards.
Usually what is send from BB never appears in the Outlook on your Laptop. Please follow the link BB to Outlook
How do I Edit my Outlook Address Book?
Please follow the link to know how to edit Address Book in Outlook
Edit Outlook Adress Book
Which period does this appraisal cover?
This appraisal is for the performance period of April 2013 to March 2014.
Who are the target Executives to be appraised?
The appraisal is for all the Executives who have joined on or before 30th Sept. 2013.
What happens to those Executives who joined on or after 1st Oct. 2013?
These Executives salary must have been fixed keeping this salary revision cycle in mind and hence they will be eligible for the salary revision only in Oct.2015.
Is there a specific form for writing the appraisal?
Yes. We have a standard form which can be collected from OC Team or downloaded from intranet site under FAQ.Appraisal Format.
I dont have the target set for some of the Executive last year
While these are supposed to be available with both the employee as well as the Line Manager to whom the employee reports, to help you have this, you can contact HR OC for getting this from their records.
What happens if the targets are changed during the year?
If there is any change in the target, the same should have been approved by the Departmental Head and communicated to HR for updating the records. Otherwise, such cases, need to be taken up with the Departmental Heads and approved before sending to OC.
Is it essential that all the KRAs need to be rated for their achievement?
Yes. This is important to do the overall rating of the employee. Each KRA has to be measured against the milestone set at the beginning of the year and rated accordingly (E/F/P/N).
What is CTA?
Comprehensive Task Assessment (CTA) is a set of tasks/initiatives/achievement which an employee would have carried out during this performance year which is outside the KRAs agreed during the beginning of the year. This is to ensure that all key contributions of the Executive is captured to do a fair assessment of his overall performance.
How is the overall rating given?
Overall rating indicates the performance level of the Executive during the appraisal period. As mentioned above, this takes into account the performance against the KRA, achievements beyond the KRA (as captured in the CTA) together forms the basis for the overall performance rating which is O/V/G+/G/R/U.
How do we measure the TVS Way?
TVS Way tenets will be measured using the demonstrated behavior of the Executives during the appraisal period with examples of the behavior being shared during the discussion. This is rated as 1 (Needs Improvement), 2 (Meets standards) and 3 (Commendable).
How is the 9-box rating given?
9 box rating is based on two inputs. One from the performance rating given for KRAs for the last 2-3 years to understand the consistency of the performance. This is WHAT of the performance. The other input is the TVS Way rating and it is HOW of the performance. It is essential to capture this so that the Executives are identified for their potential and development needs.
Who should do the appraisal?
Every Executive should ideally fill his own self-appraisal and indicate his rating, 9-box rating, career aspirations, etc., and send it to the Line Manager for review and completion. Basis this document, the Line Manager should have discussion and finalize the appraisal and incorporate all the comments on the discussion.
Who will do the appraisal if any Executive has been transferred to the new location/project/department?
The current Line Manager is responsible for the appraisal of all his Executives even though he would have worked in other project/function part of his appraisal period. He needs to take input from his past Line Manager and input the same for doing the appraisal.
How the appraisal is done if somebody got promoted during this period?
The appraisal should consider the KRAs of both the period and do the appraisal basis these input.
What is the status of the resigned employees?
If any Executive has resigned and is on notice period during the appraisal time, we need not have to do the appraisal and he should not be considered for the rating normalization.
Can we share the ratings to the Executives?
Appraisal discussion will cover all the KRA achievement, milestone against the KRA, CTA, TVS Way rating and career development needs. But the performance rating and 9-box rating will not be shared to the Executives till the same is normalized and approved at the
At what level the normalization to be done?
Normalisation should be done at each vertical/function level. This has to be strictly followed to avoid back & forth communication and delay.
Where can we get the past performance data for the purpose of deciding the promotion or 9-box rating?
You can contact OC Team for the same giving sufficient time for them to respond.
Is it mandatory that we need to give 9-box rating as per the normalization targets?
All the ratings need to be normalized as per the targets given in the PMS process note. This policy gives a maximum % that can be given for each rating. However, you are free to put lesser % of Executives in any rating scale without exceeding the cap given for the higher ratings.Eg. You can rate less than 25% Executives in Green if you think that is the fair assessment at the same time you cannot have >50% in white category, but can have more than 25% in Red/Amber.
What happens if we rate an Executive in Red?
Rating any Executive in Red is not mandatory. However, if you find any Executive to be a poor performer and you do not find scope for his development/raising up to meeting our expectation, you may rate them Red. Such Executives need to be indicated at the time of appraisal and after the rating is confirmed, you need to work on separating him
When will the final communication given on the rating and salary revision?
The salary revision will be effective 1st October. The communication on this and individual letters will be given to the respective Functional/vertical heads before 15th of Oct so that the same can be handed over to the employees before the salary credit.