PERFORMANCE APPRAISAL FOR RANK FM-ACS-009

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Rev. 0
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NAME: Dony Y. Villaruel DATE
PA PERIOD: From
CAREER BAND CAREER ZONE
To
POSITION: Maintenance Technician LAST REVIEW DATE: N/A
BUSINESS UNIT/ GROUP: New Business & CPE IMMEDIATE SUPERIOR: Raymond
Group Casas

Encircle the appropriate number using the following legends. Please see
WS3 for Performance Parameters.
5 OUTSTANDING 4 EXCEEDS EXPECTATION 3 MEETS EXPECTATION
2 NEEDS IMPROVEMENT 1 UNACCEPTABLE

1. Regularity and Punctuality (10%)

1.1. Rarely absent for work if not for very valid reason 1 2 3 4 5
1.2. Exceptionally punctual 1 2 3 4 5
1.3. Willing to go beyond the normal working hours to complete urgent
1 2 3 4 5
tasks
1.4. Adheres to time and attendance policy 1 2 3 4 5
1.5. Always completes work hours and seldom applies for under time 1 2 3 4 5
1.6. Avoids idle chat and loitering during work hours 1 2 3 4 5
TOTAL
2. Work Methods (15%)
2.1. Routinely volunteers for extra work/responsibility while
1 2 3 4 5
maintaining strong job performance
2.2. Effectively manages time and meet deadlines while ensuring
1 2 3 4 5
accuracy and integrity of the work product
2.3. Finds ways and methods to simplify work process without
1 2 3 4 5
compromising quality output
2.4. Effectively juggles multiple priorities, tasks, and/or user requests 1 2 3 4 5
2.5. Work is organized where priorities are set and has the ability to
1 2 3 4 5
manage time effectively
TOTAL
3. Job Knowledge (20%)
3.1. Has thorough and complete knowledge of the job 1 2 3 4 5
3.2. Can work independently; virtually needs no instruction 1 2 3 4 5
3.3. Outputs always result in almost zero error 1 2 3 4 5
3.4. Job knowledge contributes to innovation in work processes 1 2 3 4 5
3.5. Maintains up-to-date knowledge of relevant procedures and
1 2 3 4 5
functions
TOTAL
4. Communication (10%)
4.1. Comprehends written and oral information and direction and takes
1 2 3 4 5
appropriate action.
4.2. Consistently delivers accurate, clear and concise messages orally
1 2 3 4 5
and/or in writing to effectively inform an audience.
4.3. Learns and understands from what other people say. 1 2 3 4 5
4.4. Encourages open exchanges of ideas and different points of view. 1 2 3 4 5
4.5. Adapts to the needs of audience to ensure that his/her message is
1 2 3 4 5
understood.
TOTAL

5. Teamwork (20%)

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PERFORMANCE APPRAISAL FOR RANK FM-ACS-009
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5.1. Balances team and individual responsibilities 1 2 3 4 5
5.2. Exhibits objectivities and openness to other views 1 2 3 4 5
5.3. Contributes to building a positive team spirit 1 2 3 4 5
5.4. Readily accepts a change once the team decides to move in a
1 2 3 4 5
direction
5.5. Prioritizes team success over own interest 1 2 3 4 5
TOTAL
6. Interpersonal Relationship (15%)
6.1. Avoids abrasive and offensive words in dealing with others 1 2 3 4 5
6.2. Exhibits objectivities and openness to other views 1 2 3 4 5
6.3. Exercises prudence and integrity; adheres to business ethics in
1 2 3 4 5
dealing with business partners, clients and suppliers
6.4. Effectively manages conflict leading to resolution of issues 1 2 3 4 5
6.5. Effectively manages relationship with superior by establishing a
regular open communication, transparency, issue escalation, 1 2 3 4 5
seeks clarification of objectives and directions
TOTAL
7. Work Area Tidiness (10%)
7.1. Organizes files and folders in a neatly manner 1 2 3 4 5
7.2. Avoids unnecessary clutters on work tables 1 2 3 4 5
7.3. Minimizes personal items (e.g., stuff toys, memorabilia, decors,
1 2 3 4 5
photo frame, etc.) that destruct concentration on current tasks
7.4. Maintains tidiness and takes responsibility of own area cleanliness 1 2 3 4 5
TOTAL
OVERALL TOTAL

RATIN
KEY RESULT AREAS DIMENSION CRITERIA ACTUAL RESULTS
G
Timeliness
Areas of Responsibilities
Turnaround Time (ex., completed project
Special Projects
Volume Cost ahead of time.)
Department Goals
Quality of Output

TOTAL
Consideration: Minimum of 3, maximum of 5 KRAs (use extra sheet if necessary)

Overall Strengths:

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PERFORMANCE APPRAISAL FOR RANK FM-ACS-009
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Summarizes the employee's key attributes as demonstrated for the review period:

Development Goals:
Define goals for employees based on this appraisal:

Skills Attained:
Summarizes key functional, technical, and behavioral skills developed:

Summary:
Comments on assignments, performance targets, and other issues:

RATING
Competencies
(Signature over Printed Name) KRAs
EVALUATOR TOTAL SCORE
Date

This Performance Appraisal was discussed with me by my Immediate Superior/Person

who made the evaluation. I hereby agree that this Performance Review was done in
accurate and objective manner.

RECEIVED BY

(Signature over Printed Name)

(Signature over Printed Name)
EMPLOYEE HUMAN RESOURCES DEPARTMENT

Date Date

PERFORMANCE PARAMETERS

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PERFORMANCE APPRAISAL FOR RANK FM-ACS-009
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Unquestionably outstanding performance. Clearly exceeds
OUTSTANDIN performance requirements. This category is also reserved for
5
G employees who exceed expectations in most areas with an outstanding
additional contribution that deserves special recognition.
The employees performance regularly exceeds the work
requirements. The employee demonstrates a desire and ability to
EXCEEDS
4 excel in performance. Employees rated at this level should
EXPECTATION
demonstrate most of the characteristics described in performance
criteria.
A rating at this level indicates that the employee is a competent,
productive, and valued member of the team. A fully successful
MEETS employee consistently meets expectations within specified time and
3
EXPECTATION cost limits, understands and supports company-wide goals and
priorities, contributes innovative and creative approaches to meeting
and furthering achievement of company's goals and objectives.
The employee has demonstrated some willingness or ability to improve
NEEDS
performance and resolve deficiencies that are less than satisfactory
2 IMPROVEMEN
and which require that steps be taken to improve performance. When
T performance is at this level, corrective action is warranted.
Employee at this level clearly and consistently fails to meet all or most
UNACCEPTAB significant job expectations. The employee shows either unwillingness
1
LE or an inability to improve. When performance is at this level,
disciplinary action will be taken.

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