The Performance Appraisal Form is a crucial human resource management tool used in the Philippines for conducting systematic and objective evaluations of employee performance. This document is designed to comply with the Labor Code of the Philippines, DOLE regulations, and relevant data privacy laws, making it suitable for both private and public sector organizations. The form typically includes sections for performance metrics, competency assessments, goal achievement evaluation, and development planning. It serves multiple purposes: documenting employee performance, identifying training needs, supporting promotion decisions, and facilitating communication between employees and supervisors. The Performance Appraisal Form should be used during regular evaluation periods (typically semi-annually or annually) and must be maintained as part of the employee's official personnel file in accordance with Philippine employment record-keeping requirements.
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1. Employee Information: Basic details including employee name, ID, position, department, review period, and immediate supervisor
2. Performance Rating Scale: Explanation of the rating system used (typically 1-5 scale) with clear definitions for each rating level
3. Key Performance Indicators (KPIs): Specific, measurable objectives and targets set for the evaluation period
4. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role
5. Achievement of Goals: Assessment of previously set goals and objectives, including actual results versus targets
6. Strengths and Areas for Improvement: Detailed analysis of employee's strong points and areas needing development
7. Overall Performance Rating: Final calculation and summary of performance scores across all evaluated areas
8. Development Plan: Specific action items and development goals for the next period
9. Employee Comments: Space for employee feedback and comments on the evaluation
10. Acknowledgment and Signatures: Formal sign-off section for employee, supervisor, and HR representative with dates
1. Peer Review Input: Additional feedback from colleagues and team members, used when 360-degree feedback is part of the evaluation process
2. Project-Specific Evaluation: Detailed assessment of specific projects handled during the review period, relevant for project-based roles
3. Leadership Competencies: Additional evaluation criteria specifically for management positions
4. Sales Performance Metrics: Specific evaluation criteria for sales roles, including targets and achievements
5. Technical Skills Assessment: Detailed evaluation of specific technical skills, particularly relevant for technical positions
6. Attendance and Punctuality Record: Detailed attendance analysis, particularly relevant for positions where this is a critical factor
7. Language Proficiency Assessment: Evaluation of language skills, particularly relevant for customer-facing or multinational operations
1. Performance Rating Guidelines: Detailed explanation of rating criteria and scoring methodology
2. Competency Framework: Detailed breakdown of competencies and expected behaviors at different proficiency levels
3. Previous Period Goals: List of goals and objectives set in the previous evaluation period
4. Training Record: Summary of training and development activities completed during the review period
5. Job Description: Current job description against which performance is being evaluated
6. Performance Improvement Plan Template: Standard template for documenting specific improvement actions if needed
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