The Monthly Performance Appraisal Form serves as a crucial tool for organizations operating in the Philippines to conduct regular performance evaluations of their employees. This document is designed in accordance with Philippine labor laws, including the Labor Code of the Philippines and relevant Department of Labor and Employment (DOLE) guidelines. It enables organizations to maintain structured performance records, track employee progress, and facilitate productive feedback discussions between supervisors and employees. The form includes sections for objective assessment of key performance indicators, behavioral competencies, and development planning, while ensuring compliance with local regulatory requirements. Regular use of this document helps organizations maintain fair and transparent evaluation practices, support employee development, and create a documented history of performance that can be used for various HR decisions including promotions, training needs assessment, and compensation adjustments.
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1. Employee Information: Basic details including employee name, ID, department, position, and reporting manager
2. Evaluation Period: Specific month and year covered by the performance review
3. Performance Metrics: Key performance indicators (KPIs) and objectives being evaluated for the month
4. Rating Scale: Clear explanation of the rating system used (e.g., 1-5 scale with definitions)
5. Core Competencies Assessment: Evaluation of fundamental job-related skills and behaviors
6. Achievement of Targets: Assessment of specific goals and targets set for the month
7. Comments and Feedback: Detailed observations and feedback from the evaluator
8. Employee Self-Assessment: Space for employee to provide their own performance assessment
9. Action Plan: Specific steps for improvement or development in the coming month
10. Acknowledgment: Signatures of both evaluator and employee confirming review completion
1. Attendance and Punctuality Record: Include when tracking attendance is part of performance evaluation
2. Project-Specific Evaluation: Add for employees involved in specific projects during the review period
3. Training Needs Assessment: Include when identifying training requirements is part of monthly review
4. Peer Review Input: Add for roles requiring 360-degree feedback or team-based evaluation
5. Client/Customer Feedback: Include for customer-facing roles where client feedback is relevant
6. Safety and Compliance Review: Add for roles where safety protocols and regulatory compliance are critical
1. Performance Rating Matrix: Detailed breakdown of rating criteria and scoring guidelines
2. KPI Definitions: Detailed descriptions and calculations for each KPI being measured
3. Competency Framework: Detailed descriptions of expected behaviors and skills for each competency
4. Previous Month's Action Plan: Review of action items from previous month's appraisal
5. Supporting Documentation: Templates for additional evidence or documentation of performance
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Retail
Healthcare
Education
Government Services
Business Process Outsourcing
Telecommunications
Construction
Hospitality
Professional Services
Mining and Natural Resources
Transportation and Logistics
Agriculture
Relevant Teams
Human Resources
Operations
Performance Management
Training and Development
Compliance
Employee Relations
Talent Management
Organizational Development
Personnel Administration
Learning and Development
Relevant Roles
Human Resources Manager
Department Manager
Team Leader
Supervisor
HR Business Partner
Performance Management Specialist
Training and Development Manager
Compliance Officer
Operations Manager
Department Head
Division Chief
Executive Director
Project Manager
Line Manager
Unit Head
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