PERFORMANCE EVALUATION-RANK & FILE

NAME : ROBERTO L. PEREZ JR.

POSITION : BRANCH OIC
BRANCH : GUD BADIAN
IMMEDIATE SUPERVISOR: GERRY LAHAYLAHAY
FOR THE PERIOD : MARCH TO MAY 2019
DATE HIRED : MARCH 20, 2019
EMPLOYMENT STATUS : PROBATIONARY
YEARS/MOS. IN POSITION: 2 MONTHS

Listed below are the dimensions to be used in evaluating the performance of an employee. The
rating scale for evaluation is as follows:

5 – Excellent -Performance is well beyond the requirements of job.

4 – Superior -Performance sometimes exceeds the expectations of job.
3 – Satisfactory - Performance meets demands of job; major objective are achieved.
2 – Fair -Performance occasionally deficient; key responsibilities are wholly achieved.
1 – Poor -Performance frequently below standards of job; job requirements generally carried
out in an incompetent manner.

I. PERFORMANCE ASSESSMENT
WEIGHT
A. PERFORMANCE RATING WEIGHT
RATING
1. QUANTITY OF WORK
Volume of output, speed in completing 8
assignments at agreed deadlines.
2. QUALITY OF WORK
Degree by w/c work mess standards; thoroughness, 8
accuracy and neatness of work.
3. JOB KNOWLEDGE AND SKILLS
Extent of theoretical, skills and practical know- 8
how of present.
4. ANALYTICAL/INTELLECTUAL ABILITY
Ability to identify problems, grasp work situations 8
or new ideas, develops solutions and determines
the effects and consequences of planned actions.
5. PLANNING AND ORGANIZING ABILITY
Effectiveness in establishing priorities or 5
objectives; organizing work and maintaining
effective control in their implementation.
6. INTERPERSONAL AND PUBLIC RALATIONS.
Effectiveness in securing proper degree of respect 6
attention and co-operation for the interest of the
company.
7. ATTITUDE TO WORK
Enthusiasm in performing functions and
assignments; commitments to company as shown 6
in dedication to work and adherence to company
policies and rule.
8. ATTENDANCE AND PUNCTUALITY
Extent to which the employee reports for work
promptly and regularly and makes optimum use of 6
working time.
9. COST CONSIOUSNESS
Use of resources effectively and efficiently; ability
to operate at budgeted cost. Minimizes or 6
eliminates expenditures while maintaining efficient
work methods.
10. COMUNICATIONS
Effective expression of ideas in oral/or written 5
form.

B. PERSONAL ATTRIBUTES
1. INITIATIVE
Self-motivation; alertness, resourcefulness and 5
originally in performing the job.
2. DEPENDABILITY
Ability to complete assignments/targets on time 5
without close supervision or frequent follow-up
3. INTEGRITY
Consistency of behavior with high standards of 5
performance and work ethics.
4. COOPERATION
Predisposition to go out of the way to assist others 5
5. EFFORT AND PERSISTENCE
Willingness to accept challenging assignments and 3
added responsibility without easily giving up.
6. RELIABILITY
Ability to handle and carry on confidential matters. 3
7. ADAPTABILITY
Flexibility in dealing with new situation, functions 3
and methods.
8. EMPHATY
Ability to feel/sense reactions in work situations 3
and adjust to this reaction.

TOTAL WEIGHTED RATING _______________

SCORING GUIDE

STEP ONE : For each dimension, multiply the rating by the weight. This results in a weighted
rating.
STEP TWO : Compute total weighted rating by adding all weighted ratings.

STEP THREE: Determine the equivalent rating by referring to the following:

TOTAL WEIGHTED RATING EQUIVALENT ADJECTIVAL RATING

416-495 Excellent
337-415 Superior
258-336 Satisfactory
179-257 Fair
98-178 Poor

II. DEVELOPMENTAL PROFILE AND PLANS OF ACTION

1. What are the employee’s perceivable strong points, including potentials?

2. What are the employee’s significant limitations?

3. What can the employee’s do to improve his/her overall performance?

4. What action steps/courses/training can be recommended for the employee?

Rater’s Signature: __________________ Date: ________________

III. EMPLOYEE REVIEW

I had the opportunity to review this performance appraisal.

Employee Signature: ________________ Date: ________________

IV. RECOMMENDATION

EMPLOYMENT STATUS:

___________ Confirm present appointment

___________ Issue permanent appointment
___________ Promotion / Transfer
___________ Extend probationary appointment
___________ Terminate before expiration of probationary appointment
___________ Terminate

A. APPRAISED BY:

________________________ _______________________
BRANCH MANAGER/OIC DATE

B. REVIEWED BY:

_________________________ ______________________
AREA MANAGER DATE

C. RECOMMENDING APPROVAL:

_________________________ ________________________
VP-OPERATION DATE

D. APPROVED BY:

_________________________ ________________________
PRESIDENT DATE