BLK 4 LOT 7, LIVING ROCK HOMES, TELABASTAGAN, CITY OF SAN FERNANDO

PERFORMANCE REVIEW FORM

(NON-MANAGERIAL)

DATE OF REVIEW: REVIEW PERIOD

FROM: TO:
NAME: DEPARTMENT:

POSITION TITLE: DATE HIRED:

IMMEDIATE MANAGER: DATE STARTED IN MOST RECENT POSITION:

INSTRUCTIONS:

In completing this review, the following sequence should be followed:

1. Review the Job Description of the employee. Notify Human Resources Dept. of any
changes/additions to the Job Description.

2. Complete the following pages by circling the most appropriate numerical value in each section.

3. To determine the Overall Performance Rating:

 Add the numerical values together and divide by eight (8).

4. The Reviewer should discuss the evaluation with the Reviewee. After the discussion, both the
Reviewer and Reviewee will sign-off the evaluation form and the job description. If the Reviewer is
not the immediate manager of the Reviewee, the Reviewer should submit the evaluation form to
the immediate manager (Secondary Reviewer) for review and final approval.

5. Complete the Employee Action Record, if applicable, for any changes in the employee’s current
status (i.e. if there is salary change recommendations or job title changes, etc.).

6. Reviewer must also submit to the immediate manager of the employee and to the Human
Resources, Dept. a detailed plan to address areas rated as "needs improvement" and/or “marginal”
after the performance discussion. The detailed plan/s should be discussed with the Reviewee
during the performance discussion.

7. After the performance discussion and the sign offs, the Reviewer should provide a copy of the
Annual Performance Review form and the detailed plan, if applicable, to the Reviewee and submit
the original copies to the Human Resources Dept.

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1. JOB KNOWLEDGE - Knowledge of products, policies and procedures; OR

knowledge of techniques, skills, equipment, procedures, and materials.
5 Expert in job, has thorough grasp of all phases of job.
4 Very well informed, seldom requires assistance and instruction.
3 Satisfactory job knowledge; understands and performs most phases of job
well, occasionally requires assistance or instruction.
2 Limited knowledge of job, further training required, frequently requires
assistance or instruction.
1 Lacks knowledge to perform job properly.

2. QUALITY OF WORK - Freedom from errors and mistakes. Accuracy, quality of

work in general.
5 Highest quality possible, final job virtually perfect.
4 Quality above average with very few errors and mistakes.
3 Quality very satisfactory; usually produces error free work.
2 Room for improvement, frequent errors, work requires checking & re-doing.
1 Excessive errors and mistakes, very poor quality.

3. QUANTITY OF WORK - Work output of the employee.

5 High volume producer, always does more than is expected or required.
4 Produces more than most, above average.
3 Handles a satisfactory volume of work, occasionally does more than is
required.
2 Barely acceptable, low output, below average.
1 Extremely low output, not acceptable.

4. RELIABILITY - The extent to which the employee can be depended upon to be

available for work, do it properly, and complete it on time. The degree to which the
employee is reliable, trustworthy, and persistent.
5 Highly persistent, always gets the job done on time.
4 Very reliable, above average, usually persists in spite of difficulties.
3 Usually gets the job done on time, works well under pressure.
2 Sometimes unreliable, will avoid responsibility, satisfied to do the bare minimum.
1 Usually unreliable, does not accept responsibility, gives up easily.

5. INITIATIVE AND CREATIVITY - The ability to plan work and to go ahead with a task
without being told every detail and the ability to make constructive suggestions.
5 Displays unusual drive and perseverance, anticipates needed actions, frequently
suggests better ways of doing things.
4 Self starter; proceeds on own with little or no direction, progressive, makes some
suggestions for improvement.
3 Very good performance, shows initiative in completing tasks.

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2 Does not proceed on own, waits for direction, routine worker.

1 Lacks initiative, less than satisfactory performance.

6. JUDGEMENT - The extent to which the employee makes decisions which are sound.
Ability to base decisions on fact rather than emotion.
5 Uses exceptionally good judgment when analyzing facts and solving problems.
4 Above average judgment, thinking is very mature and sound.
3 Handles most situations very well and makes sound decisions under normal
circumstances.
2 Uses questionable judgment at times, room for improvement
1 Uses poor judgment when dealing with people and situations.

7. COOPERATION - Willingness to work harmoniously with others in getting a job done.

Readiness to respond positively to instructions and procedures
5 Extremely cooperative, stimulates teamwork and good attitude with others.
4 Goes out of the way to cooperate and get along.
3 Cooperative, gets along well with others.
2 Indifferent, makes little effort to cooperate or is disruptive to the overall group or
department.
1 Negative and difficult to get along with.

8. ATTENDANCE - Faithfulness in coming to work daily and conforming to scheduled work

hours.
5 Always regular and prompt, perfect attendance, absent only in rare
emergency.
4 Very prompt and regular in attendance, above average, pre-planned
absences.
3 Usually present and on time, normally pre-planned absences.
2 Lax in attendance and/or reporting on time, improvement needed to meet
required standards.
1 Often absent without sufficient reason and/or frequently reports to work late
or leaves early.

I. REVIEWER’S COMMENTS:

A. Noteworthy strong areas of present performance:

___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________

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B. Areas requiring improvement in job performance:

___________________________________________________________________________
___________________________________________________________________________
C. What has the employee done to improve performance from the previous review?:
___________________________________________________________________________
___________________________________________________________________________

II. 2024 Developmental Plans :

___________________________________________________________________________
___________________________________________________________________________
To what extent have previous plans been carried out?
___________________________________________________________________________
___________________________________________________________________________

III. Overall Performance Rating: _____

(Add all numerical values from each category then divide by 8 ).

PERFORMANCE RATING DEFINTIONS

DISTINGUISHED (5)
Outstanding performance that results in extraordinary and exceptional accomplishments
with significant contributions to objectives of the department, division, group or company.
COMMENDABLE (4)
Consistently generates results above those expected of the position. Contributes in an above
average manner to innovations both technical and functional.
FULLY SATISFACTORY (3)
Good performance with incumbent fulfilling all position requirements and may on occasion
generate results above those expected of the position.
NEEDS IMPROVEMENT (2)
Performance leaves room for improvement. This performance level may be the result of new
or inexperienced incumbent on the job or an incumbent not responding favorably to
instruction.
MARGINAL (1)
Lowest performance level which is clearly less than acceptable, and which is obviously well
below minimum position requirements. Situation requires immediate review and action.

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IV. EMPLOYEE COMMENTS:

___________________________________________________________________________
___________________________________________________________________________

V. EMPLOYEE ACTION RECORD:

Write something here if you recommend any changes in the employee’s current
status (i.e. if there is salary change recommendations or job title changes, etc.).
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________

VI. SIGNATURES:
Signatures acknowledge that this form was discussed and reviewed.

Employee’s Signature: Date:

Reviewer’s Signature: Date:

Approving Manager’s Signature: Date:

Received by HR:
Signature: Date:

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