Managerial Appraisal

INSTRUCTIONS TO THE RATER

This form has six(6) parts, namely:

  1. 1. INDIVIDUAL OUTPUT PORTION
  2. 2. CO-WORKER EFFECTIVENESS PORTION
  3. 3. OTHER MANAGERIAL TRAITS
  4. 4. KEY RESULTS AREAS
  5. 5. EMPLOYEE DEVELOPMENT PLAN

Observe the following procedures in completing this form:

  1. In accomplishing the Rating Sheet read carefully Performance Appraisal Rating guidelines
  2. Indicate the numerical rating in the box provided
  3. Sign the form and put your comments in the "Signatures/Comments" portion. Complete the Employee Development Plan for the for the next six-month period.
  4. Discuss and review your rating and plan with your immediate superior
  5. Have your superior sign the form and write his/her comments in the space provided.
  6. Discuss your ratings and the Employee Development Plan with employee concerned.t
  7. After the discussion, have the employee sign the form and write in his/her comments in the space provided.
  8. Forward the form to your Group Manager, Human Resources not later than the designated date.

Part I: INDIVIDUAL OUTPUT PORTION

Part I: INDIVIDUAL OUTPUT PORTION (20%)

A. Planning *

[1] Poor[2] Needs Improvement[3] Satisfactory[4] Fully Statisfactory[5] Outstanding
Objectives/targets
Resources Utilization Plan
Work Programs/Operating Plans
Remarks

B. Organizing *

[1] Poor[2] Needs Improvement[3] Satisfactory[4] Fully Statisfactory[5] Outstanding
Manpower Deployment
Delegated Responsibilities
Remarks

C. Facilitating Subordinate Effectiveness *

[1] Poor[2] Needs Improvement[3] Satisfactory[4] Fully Statisfactory[5] Outstanding
Employee Motivation
Group Morale
Operating Systems and Processes
Remarks

D. Controlling *

[1] Poor[2] Needs Improvement[3] Satisfactory[4] Fully Statisfactory[5] Outstanding
Performance Standards
Work Performance Assessment
Action on Performance Assessment
Budget/Disbursement
Remarks

E. Communicating *

[1] Poor[2] Needs Improvement[3] Satisfactory[4] Fully Statisfactory[5] Outstanding
Written Communication
Oral Communication
Remarks

F. Problem Analysis and Decision Making *

[1] Poor[2] Needs Improvement[3] Satisfactory[4] Fully Statisfactory[5] Outstanding
Problem Analysis
Problem Solution
Decisions
Remarks

G. Customer Service *

[1] Poor[2] Needs Improvement[3] Satisfactory[4] Fully Statisfactory[5] Outstanding
Customer Handling
Handling Complaint
Service Delivery
Remarks

Part II: CO-WORKER EFFECTIVENESS PORTION

Part II: CO-WORKER EFFECTIVENESS PORTION (5%) *

[1] Poor[2] Needs Improvement[3] Satisfactory[4] Fully Statisfactory[5] Outstanding
Contribution/Support to Peers
Contribution/Support to Superiors
Availability on the Job
Remarks

Part III: OTHER MANAGERIAL TRAITS

Part III: OTHER MANAGERIAL TRAITS (15%) *

[1] Poor[2] Needs Improvement[3] Satisfactory[4] Fully Statisfactory[5] Outstanding
Consciousness in Developing Staff
Creativity/Innovation
Professionalism
Leadership
Assertiveness Skills
Ethics and Values
Remarks

Part IV: KEY RESULTS AREAS

LEVEL OF EVALUATION: JOB COMPETENCIES


INSTRUCTIONS

The purpose of this form is to measure the actual results produced by the individual employee and other additional assignment during the rating period.

The work rating factors are the principal job requirements of skills and knowledge that have been determined by the Manager or Supervisor as defined in the employee's job description and/or individual Action plan based on AIP/MAP of the immediate superior of the employee.

Rate by indicating the corresponding box,the numerical rating that corresponds to description below:

5. Meets all performance standards all the time

4. Meets all the performance standards most of the time. Some improvement possible.

3. Satisfactorily meets some of the performance standards most of the time. Requires some improvements.

2. Meets some of the performance standards some of the time. Major improvements needed.

1. Does not meet any of the performance standards. Improvement possibilities unlikely.

SPECIAL NOTE


The rating of the Key Area Result will be followed after the Part III has been evaluated.

You can rate as for the initial rating or you may skip this one for the meantime.

KEY RESULTS AREAS (KRA) (60%)

Performance Value: See performance rating guidelines for the Interpretations of scores.

PART V: EMPLOYEE DEVELOPMENT PLAN

1. List competencies where improvement is desired. *

2. Developmental activities that will be used to enhance competency. *

3. Expected outcomes or improvement you wish to see (Should relate achievement of goals). Indicate expected date of completion *