PERFORMANCE REVIEW AND FEEDBACK
EMPLOYEE NAME JOB TITLE DEPARTMENT / DIVISION
PERIOD COVERED BY THE REVIEW TYPE OF REVIEW
[ X] Periodic Review [ ] Promotion [ ] End of Probation Period [ ] others:____________
TAGUBILIN :
When using this tool, the reviewer should always bear in mind that Performance Review and Feedback is intended not only to evaluate
employe
es’ performance, but more importantly, to provide them with valuable feedback about their actual performance and help them plan to
further improve it. As such, the Reviewer should strictly observe the following when conducting the Performance Review and Feedback.
Sa paggamit ng tool na ito, ang tagasuri ay dapat laging tandaan na ang Performance Review and Feedback ay inilaan hindi lamang upang
suriin ang mga performance ng isang empleyado ngunit mas mahalaga, ay mas mapabuti ang mga ito na may mahalagang feedback ukol sa
kanilang aktuwal na pagganap at makatulong upang ito ay kanilang ma-improve. Dahil dito, ang reviewer ay dapat mahigpit na obserbahan
ang mga sumusunod sa pagsasagawa ng Performance Review and Feedback.
1. Fill out the tool, including all the required attachments, thoroughly and completely.
Punan ang tool na ito ng kumpletong detalye kabilang ang mga kinakailangan attachments.
2. Each Performance Dimension being rated should always be accompanied by a brief but adequate explanation that explains the
person’s areas of strength and weaknesses in the areas being assessed.
Bawat Performance Dimension na i-rirate ay dapat bigyan ng maikli ngunit sapat na paliwanag na nagbibigay liwanag sa kanilang
kakayahan at kahinaan.
3. Schedule a feedback session with the employee whereby you can discuss the results of the PRF and for both of you to agree on
the action steps needed to further improve performance.
Magschedule ng feedback session kasama ang empleyado na ini-evaluate upang i-discuss ang resulta ng Performance Review and
Feedback at upang ito pareho ninyong sang-ayunan ang mga hakbang na kinakailangan upang mapabuti ang kanilang pagganap.
4. Upon completion forward the rating sheet together with the questionnaire and all the required attachments to the HRD for fur -
ther action.
Kung ang Performance Review and Feedback ay tapos na, mangyaring ito ay i-submit kasama ng lahat ng attachments sa HRD para sa
kaukulang aksyon.
SCORING KEY:
Performance is constantly and substantially above all require-
FAR EXCEEDS EXPECTATION
5 ments / expectations
Ang pagganap ay patuloy at above sa mga requirement / expec-
Sobrang lampas sa inaasahan tation
Performance meets all job requirements / expectations and in
EXCEEDS EXPECTATION
4 many cases exceeds them
Ang pagganap ay nakatugon sa lahat ng job requirement / expec-
Lampas sa inaasahan tation at madalas ay nalalampasan pa.
MEETS EXPECTATION Performance consistenly meets minimum job requirement
3
Ang pagganap ay consistent na nakatugon sa minimum job re-
Nakatugon sa inaasahan quirement
Performance shows inconsistent achievement, improved results
2 NEEDS IMPROVEMENT are needed to meet standard requirement.
Ang pagganap ay nagpapakita ng hindi pantay-pantay na tagum-
Kailangan ng pagpapabuti pay, pinahusay na mga resulta ay kailangan upang matugunan
ang pamantayan na kinakailangan.
Performance is consistently below standard or minimum re-
1 POOR quirements
Mahina Ang pagganap ay patuloy na mababa sa minimum requirements
SKILLS & COMPETENCIES RATING
TECHNICAL CREDIBILITY
( extent to which employee knows and demonstrates all phases of assigned work )
(Lawak kung saan ang empleyado ay alam at nagpapakita ng karunungan sa lahat ng aspeto ng work assignment)
COMMUNICATION SKILLS
( extent to which employee effectively conveys and receives information and ideas; clarity of oral and written
communication )
(Lawak na kung saan ang empleyado epektibong nakapagbibigay at tumatanggap ng impormasyon at kaisipan;
kaliwanagan ng pagsasalita at galing sa pagsulat)
WORK ATTITUDE
( extent of self direction, responsiveness, resourcefulness and creativity in meeting job objectives and adopting to change
)
(Lawak ng sariling direksyon, pagtugon, kapamaraanan at pagkamalikhain sa pagtugon ng mga layunin ng trabaho at
gamitin ito sa mahusay na pagbabago)
TEAMWORK / INTERPERSONAL SKILLS
( ability to relate positively with superiors and peers, and contribute ideas and support towards the team's success )
(Kakayahan sa positibo na ugnayan sa mga superiors at kasama sa trabaho, at magbigay ng mga ideya at suporta patungo
sa tagumpay ng grupo)
LEADERSHIP ( if applicable )
( extent to which employee applies sound practices in executing one's leadership responsibilities )
(Lawak na kung saan empleyado ay maayos na naipapatupad at napapasunod ang mga polisiya, procedures at objective
ng kumpanya)
PROFESSIONALISM AND COMMITMENT
( compliance and championing of company policies and alignment of one's self with the company's vision and core
ideology )
(Pagsunod at pagsasabuhay ng mga patakaran ng kumpanya at ang pagkakahanay ng sarili sa company’s vision and core
ideology)
INTEGRITY
(possesses great sense of honesty with all dealings within and outside of the professional environment)
(mayroong matatag at mahusay na kahulugan ng katapatan sa lahat ng pakikitungo sa loob at sa labas ng propesyonal na
kapaligiran)
PROJECT MANAGEMENT
(met goals / targets 100% within the agreed timeline utilizing company resources efficiently)
(Natugunan ang mga layunin / target 100% sa loob ng napagkasunduang timeline at gumamit ng epektibong materyales)
CRITICAL THINKING
(ability to think through challenges and creatively provide solutions in order to deliver results)
(Kakayahang mag-isip sa pamamagitan ng mga hamon at magbigay ng mga solusyon upang maghatid ng mga resulta)
PRODUCTIVITY
(fully utilizes work hours to delivery results 100% of the time. Maximizes available resources such as time, money,
equipment, manpower, etc.)
(Mahusay na nagamit ang oras ng trabaho upang magbigay ng 100% na resulta. Mahusay na nagamit ang mapagkukunan
tulad ng oras, pera, kagamitan, tauhan, atbp.)
TOTAL
Based on the ratings that you have given in the above matrix, please identify area(s) of strength and area(s) for improvement for
each competency listed (attach additional sheet if necessary).
Batay sa rating na iyong ibinigay sa itaas matrix, mangyaring i-identify (mga) area ng lakas at
area para sa pagpapabuti para sa bawat kagalingan na nakalista (maglakip karagdagang sheet
kung kinakailangan).
AREAS OF STRENGTH AREAS FOR IMPROVEMENT
After a thorough evaluation of the employee’s performance and after identifying the employee’s areas(s) of strength and area(s)
for improvement, please indicated below your overall recommendation.
Matapos ang isang masinsinang pagsusuri ng pagganap ng empleyado at pagkatapos ng pagtukoy
sa mga area ng lakas at area para sa pagpapabuti, mangyaring ipahiwatig sa ibaba ang iyong
pangkalahatang rekomendasyon ...
REVIEWER'S RECOMMENDATION
`
DEPARTMENT HEAD’S COMMENT
Reviewer Department Head
___________________________________________ _____________________________________________
Signature over Printed Name Signature over Printed Name
_______________________________ _______________________________
Date Date
After a discussion with the Reviewer whose signature
appeared above regarding the result of the foregoing
Performance Review and Feedback (PRF) and the
status of my performance, I have hereunto affix my
signature to confirm having fully read and understood Employee Signature over Printed Name
the content of the foregoing. Date: ______________________________
