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EMPLOYEE PERFORMANCE APPRAISAL FORM

(Rank and File Position)

EMPLOYEE NAME: POSITION/STATUS:

__________________________________________ ________________________________

IMMEDIATE SUPERIOR: DATE HIRED:

__________________________________________ ________________________________

APPRAISAL CODE IS AS FOLLOWS:

10 - Outstanding ( 93- 100% ) - Consistently exceeds job requirements
8 – Very Satisfactory ( 82- 92% ) - Often exceeds job requirements.
6 – Satisfactory ( 75 – 81% ) - Consistently meets job requirements.
4 – Unsatisfactory ( 55 - 74% ) - Does not consistently meet job requirements.
2 – Poor ( 54% and below ) - Rarely meets minimum job requirements.

APPRAISE THE ELEMENTS OF PERFORMANCE. Appraise those factors important to effective

performance in the responsibilities of this position using the appraisal code. Encircle the appropriate
rating. "Suriin ang mga mahahalaga at epektibong pagganap sa mga responsibilidad sa posisyon o
trabaho, gamit ang appraisal code. Bilugan ang naaangkop na rating."

APPRAISAL CODE IS AS FOLLOWS: RATING:

1. WHAT HE/SHE ACCOMPLISHES (35%)

Quality of work – extent of accuracy, completeness, 10 8 6 4 2

orderliness and neatness of work performed as compared
with what may be reasonably expected. "Lawak ng
kaalaman at kung Tama ba ito, kompleto, kaayusan at
kalinisan sa trabaho na sayang inaasahan sa kanyang
pagtatrabaho bilang empleyado"

Productivity – Consider employee’s abilty to prioritize and 10 8 6 4 2

Organize work effectively to meet assigned deadlines. Were
Assignments timely completed and appropriate follow-up
Implemented? Is the employee a self-starter? "Isinasaalng-
alang matapos na mabilis pero tama ginawang trabaho.
Kinikusa at hindi na kailangan ang pagpapa-alala"

Cost Objectives – consider the degree to which the employee 10 8 6 4 2

Efficiently utilizes all resources for optimum productivity at
Minimum cost. "Mahusay na ginagamit ang mga pwedeng
gamitin at tinitingnan ang pwedeng pagkunan para kung
sakali ay hindi na kinakailangang gumastos."

Profit Objectives – effectiveness in meeting profit objectives 10 8 6 4 2

And generating money ideas. "Mahusay sa pera at
pagkakaperahan at magaling umisip ng pagkakakitaan."

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2. HOW HE/SHE WORKS (25%) - Consider the degree to which he applies the basic fundamentals
to good organization, work planning and analysis, his ability to delegate, communicate and work
with others in getting the job done. "Isaalang-alang ang mga pangunahing batayan sa
mabuting organisasyon, pagpaplano ng trabaho at pagsusuri, ang kanyang kakayahang
magtalaga, makipag-usap at makipagtulungan sa iba pagkuha ng trabaho"

Planning – Effectiveness in anticipating needs, forecasting 10 8 6 4 2

conditions, setting goals and standards planning and
scheduling work measuring results. "Ang pagiging epektibo
sa pagbibigay ng pag-asa sa mga pangangailangan, pagtataya
ng mga kondisyon, pagtatakda ng mga layunin at pamantayan
sa pagpaplano at pag-iskedyul ng trabaho sa pagsukat ng
makita agad ang resulta."

Organizing – Effectiveness in dividing the total work to be 10 8 6 4 2

done into clear-out and manageable jobs and integrating all
components into a harmonious smoothly working whole.
“Ang pagiging epektibo sa paghahati ng kabuuang gawain
sa mga tamang tao upang mapabilis at maisa-ayos ang
trabaho na bawat ng kalahatan.”

Delegating – Effectiveness in delegating work and assigning 10 8 6 4 2

responsibilities to subordinate associates and in establishing
appropriate controls. "Ang pagiging epektibo sa pagtatalaga
ng trabaho at pagtatalaga ng mga responsibilidad sa mga
sinasakupan na kasama at sa pagtatatag ng naaangkop na
mga control o solusyon"

Working with others – effectiveness of relationship with 10 8 6 4 2

subordinates, associates and superior while upholding
common goals and priorities. "Pagiging epektibo sa
pakikipag-relasyon sa mga nasasakupan, kasama at nakatataas
habang itinataguyod karaniwang layunin at priyoridad."

Communicating – effectiveness in expressing one’s idea and 10 8 6 4 2

clearly presenting the results of his work in a concise and
convincing manner, in keeping subordinates, associates and
superiors timely and adequate informed. "Pagiging epektibo sa
pagpapahayag ng ideya ng isang tao at malinaw na paglalahad
ng mga resulta ng kanyang gawain sa isang maigsi at nakakumbinsi
na paraan, sa pagpapanatili ng mga nasasakupan, kasama at
nakatataas sa oras at sapat na kaalaman."

Analysis – effectiveness in sizing up and examining a situation 10 8 6 4 2

and coming up good ideas in gathering, interpreting and
weighing all pertinent facts in arriving at sound and reliable
decisions. "Pagiging epektibo sa pagsukat at pagsusuri sa isang
sitwasyon at pagbuo ng magagandang ideya sa pangangalap,

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pagbibigay-kahulugan at tinitimbang ang lahat ng mahahalagang

katotohanan sa pagdating sa maayos at maaasahan mga desisyon."

Judgment – Effectiveness to pick out facts and arrive at very 10 8 6 4 2

sound decisions quickly and accurately even under pressure.
"Ang pagiging epektibo upang pumili ng mga katotohanan at
makarating sa napakahusay na mga desisyon nang mabilis at
tumpak kahit na nasa ilalim ng mahirap na sitwasyon."

3. WHAT HE/SHE KNOWS (25%) – Consider his knowledge in his functional and related fields, his
understanding of environmental matters necessary to effective performance. "Isaalang-alang
ang kanyang kaalaman, natutunan, pag-unawa sa mga bagay sa kapaligiran na kinakailangan
para sa epektibong pagganap sa trabaho"

Assigned work – Knowledge of methods, techniques and skills 10 8 6 4 2

in his functional field which are necessary in the performance
of his responsibility. "Kaalaman sa mga pamamaraan at
kasanayan sa kanyang trabaho na kinakailangan sa pagganap
ng kanyang responsibilidad"

Related work –knowledge of related functions, the 10 8 6 4 2

understanding of which the necessary in the performance
of his responsibility. "Kaalaman sa mga kaugnay na trabaho,
pag-unawa sa kung saan ang kinakailangan sa pagganap ng
kanyang responsibilidad.”

Developments in profession or field – effort, initiative toward 10 8 6 4 2

self-improvement, in getting acquainted with new ideas,
trends, techniques pertinent to his work. "Pagsisikap,
inisyatiba o pag-kukusa tungo sa pagpapabuti ng sarili, sa
pagkilala sa mga bagong ideya, mga uso, mga pamamaraan
na nauugnay sa kanyang trabaho."

Company philosophy and objectives – knowledge of the 10 8 6 4 2

company and its objectives, organizational structure and
managing philosophy and its rules and regulations. "Kaalaman
sa kumpanya at mga layunin nito, istraktura ng organisasyon
at pamamahala ng pilosopiya at mga tuntunin at regulasyon nito."

4. PERSONAL ATTITUDE, RELATIONS WITH OTHERS, COMPLIANCE WITH RULES AND

REGULATIONS (15%) – Consider employee’s abilities to maintain a positive and harmonious
attitude in the work environment. How well does the employee relate to the supervisors, co-
workers and the broader community and adherence to existing policies. "Isinasaalang-alang
ang mga kakayahan ng empleyado na mapanatili ang isang positibo at maayos na saloobin sa
kapaligiran ng trabaho. Kung gaano kahusay ang empleyado ay nauugnay sa mga superbisor,
katrabaho at sa mas malawak na komunidad at pagsunod sa mga umiiral na patakaran."

Dependability – Employee needs little or no direction. To 10 8 6 4 2

what extent can the employee relied upon to carry out
instructions; and the degree to which the employee can work
with limited supervision? "Hindi masyado kailangan ng gabay

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sa trabaho Pero nagagawa pa rin ng maayos at tama ang gawain"

Initiative – Extent of making effort and creative ideas on how 10 8 6 4 2

to effectively and efficiently accomplish the assigned task.
work Attitude – Shows and demonstrates pleasant attitude
towards work, co-employees, superiors and customers in the
workplace. "Marunong mag-abot ng kamay sa iba o tumulong
sa gawin ng iba pag-meron siyang libreng oras o pag-nararamdaman
niyang kailangan ng ka-trabaho niya ang tulong niya at nagagawa
pa rin ng maayos ang kaniyang trabaho. Nagpapakita ng Magandang
pag-uugali sa trabaho, ka-trabaho, mas nakakataas na posisyon at sa
mga ibang miyembro ng kooperatiba sa loob at sinasakupan ng trabaho"

Teamwork – Effectiveness in dealing and working cohesively 10 8 6 4 2

to subordinates, co-employees and superiors in achieving the
team’s goal. "Ang pagiging epektibo sa pakikitungo at
pakikipagtulungan sa mga subordinates, katrabaho at superiors
sa pagkamit ng layunin ng kumpanya o kooperatiba."

Passion – Shows enthusiasm in achieving challenging goals 10 8 6 4 2

and the will to win in everything he/she does. "Nagpapakita
na interesado siya na mapagtagumpayang magawa ng maayos
ang lahat ng kanyang ginagawa."

Speed – Demonstrates quick response to accomplish the 10 8 6 4 2

Assigned task, projects and priorities. "Nagpapakita ng
mabilisang aksyon sa binigay na trabaho"

Attendance and Punctuality – is the employee absent or tardy 10 8 6 4 2

frequently? Are the absences affecting his/her performance?
does this pattern constitute a hardship on the work
environment? "Ang empleyado ba ay madalas lumiliban sa
trabaho o madalas nahu-huli sa oras ng pasok base sa opisyal
na oras ng kanyang trabaho? Nakaka-apekto ba ito sa kanyang
mga gawain? Ito ba ay nakaka-apekto rin sa lugar ng kanyang
pinagta-tabahuhan?

Policy Compliance – Extent on religious observance and 10 8 6 4 2

adherence to company policies, Rules and Regulations. Is the
employee commits or deviates from the company SOP?
should he/she receives sanction/s because of committing an
offense? “Lawak sa pagsunod sa mga patakaran ng kumpanya,
mga panuntunan at regulasyon. Ang empleyado ay
gumawa o lumihis sa SOP ng kumpanya? Dapat siyang
makatanggap ng parusa dahil sa paggawa ng isang pagkakasala
o kakulangan sapag-sunod?

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COMPUTATION
PERFOMANCE FACTOR WEIGHT SCORE WEIGHTED RATING
( Score X weight )

What He/She accomplishes 35%

What He/She works. 20%

What he/She knows. 20%

Personal Attitudes, Relations with Others,

25%
Compliance with Rules and Regulations

OVER-ALL RATING:___________
(Passing Grade: 78%)

COMMENTS, OBSERVATIONS AND RECOMMENDATIONS:

1. STATEMENT OF WORK ACCOMPLISHMENTS: Write down job accomplishment exceptionally done
well during the appraisal period.
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
2. PROBLEMS: Summarize problems encountered, if any, on the performance of duties and
responsibilities.
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
3. SUGGESTED ACTIONS: State actions that the employee must take to resolve problems discussed.
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
4. GOAL SETTING: State the work targets, projects or trainings for the employee to accomplish for the
next period of review.
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
5. PROMOTABILITY: Based on his/her present performance, discuss his potential for higher
responsibilities.
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________

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RATER’S OVERALL COMMENTS:

RECOMMENDATION:
____ Extend Probationary Period
____ End of Contract (Probationary)
____ Regularization/Permanent
____ Retain in the current position and salary. (For Regular/Permanen Employee)
____ Demote - Transfer to ________ Department as ______________ effective ___________.
____ Promotion - Promote as to ________ Department as ______________ effective ___________.
____ Increase Salary from ₱________ to ₱________ effective ___________.

EMPLOYEE’S SIGNATURE : ______________________________ DATE: ________________

RATER’S NAME : ______________________________________

RATER’S SIGNATURE: __________________________________ DATE: ________________

EMPLOYEE’S REFUSAL TO SIGN: I certify that this performance was discussed with the employee who
refused to sign.
RATER’S CERTIFICATION: _______________________________ DATE: ________________

*Please deliver form to the Department of Human Resources.

Distribution:
Original – Human Resources Copy – Supervisor Copy – Employee

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