The Office Manager Performance Review document serves as a standardized tool for evaluating the performance of Office Managers within organizations operating in the Philippines. This document is designed to comply with the Labor Code of the Philippines and relevant DOLE regulations regarding employee evaluation and documentation. It is typically used during annual or semi-annual performance reviews, providing a structured framework for assessing an Office Manager's effectiveness in areas such as administrative oversight, team coordination, resource management, and leadership. The document incorporates both objective performance metrics and subjective assessments, ensuring a balanced evaluation approach while maintaining compliance with Philippine employment standards and data privacy requirements. It is particularly valuable for organizations seeking to maintain consistent and fair performance evaluation practices while developing their administrative leadership.
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1. Employee Information: Basic details including employee name, position, department, date of hire, and review period
2. Performance Rating Scale: Explanation of the rating system used in the evaluation (typically 1-5 or equivalent)
3. Key Performance Indicators (KPIs): Assessment of performance against predetermined KPIs specific to the Office Manager role
4. Core Competencies Evaluation: Assessment of essential skills including leadership, communication, organization, and problem-solving
5. Goals Achievement: Review of goals set in previous evaluation period and their completion status
6. Strengths and Achievements: Highlighting specific accomplishments and strong performance areas during the review period
7. Areas for Improvement: Identification of development needs and performance gaps
8. Action Plan: Specific steps and timeline for addressing improvement areas and professional development
9. Overall Performance Rating: Final evaluation score based on all assessment components
10. Signatures and Acknowledgment: Space for signatures of evaluator, employee, and HR representative, with date
1. Peer Feedback: Input from colleagues and team members, used when 360-degree feedback is part of the evaluation process
2. Project-Specific Evaluation: Assessment of special projects or initiatives led by the Office Manager during the review period
3. Training and Development Record: Review of completed training programs and certifications, included when professional development is a key focus
4. Customer/Stakeholder Feedback: Feedback from internal or external clients, included when service quality is a critical metric
5. Budget Management Review: Evaluation of financial management responsibilities, included when the role includes significant budget oversight
6. Team Management Assessment: Detailed evaluation of supervisory capabilities, included when the Office Manager has direct reports
1. Performance Metrics Dashboard: Detailed breakdown of quantitative performance indicators and their measurements
2. Goals and Objectives for Next Period: List of specific, measurable goals for the upcoming evaluation period
3. Professional Development Plan: Detailed training and development roadmap
4. Job Description Review: Current job description and any proposed updates based on role evolution
5. Performance Improvement Plan (if applicable): Detailed plan for addressing significant performance gaps, included only when necessary
Relevant legal definitions
Clauses
Relevant Industries
Corporate Services
Financial Services
Healthcare
Education
Technology
Manufacturing
Retail
Professional Services
Non-Profit Organizations
Government Agencies
Real Estate
Hospitality
Relevant Teams
Human Resources
Administration
Operations
Facilities Management
Executive Office
Corporate Services
Office Services
Business Support
Relevant Roles
Office Manager
Administrative Manager
Facilities Manager
Operations Coordinator
Administrative Services Manager
Office Services Supervisor
Business Support Manager
Executive Assistant
Office Administrator
Administrative Team Lead
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