Rank and File and Staff Appraisal

PART I: ATTITUDE TOWARDS WORK

Use the following scale to rate the performance of the employee by selecting one of the given choices

RATING	POINT VALUE
Excellent	5
Fully Satisfactory	4
Satisfactory	3
Needs Improvement	2
Poor	1

A. KNOWLEDGE OF WORK *

The ability of knowing and understanding the nature and details of assigned tasks and applying the necessary skills

[5] An authority in the assigned job; can do next higher level job

[4] Possesses complete knowledge of the methods and duties and applies them on the job

[3] Has sufficient knowledge and can normally carry out jobs as directed or as required

[2] Has inadequate knowledge, needs reminders and checking

[1] Lacks a lot of information about the assigned task. Coaching and close monitoring is necessary

Remarks

B.1 Late (40%) *

The ability to be punctual and regular in reporting to work date covered

Late (40%)

[5] No LATE

[4] Incurred 1 or 2 LATES

[3] Incurred 3 or 4 LATES

[2] Incurred 5 or 6 LATES

[1] Incurred 7 or 9 LATES

B.2 Absence(30%) *

[5] No ABSENCE

[4] Incurred .25-1 day ABSENCE

[3] Incurred 1.25-2 days ABSENCE

[2] Incurred 2.25 days or more ABSENCE

[1] Incurred unauthorized ABSENCE

B.3 Undertime(30%) *

[5] No UNDERTIME OUT

[4] Incurred 1-2 UNDERTIME OUT

[3] Incurred 3-4 UNDERTIME OUT

[2] Incurred 5 or more UNDERTIME OUT

[1] Incurred unauthorized UNDERTIME OUT

C. HOUSEKEEPING *

The ability to practice the 5S of Good Housekeeping or to keep work areas clean and orderly

[5] Cleanliness and orderliness of the work area exceeds the 5S standards

[4] Cleanliness and orderliness of the work area is according to the 5S standards

[3] Work area is most of the time clean and orderly

[2] Work area is dirty and disorderly sometimes

[1] Work area is dirty and disorderly most of the time

Remarks

D. WORK ATTITUDE *

The ability to comply with the company as well as with in-house rules and regulations, follow instructions and carry out work assignments as directed or required

[5] Inspires others to abide with all company rules and regulations and encourages co-employees to finish work assignments in accordance with all the aspects of the requirements

[4] A model to fellow employees both in personal and work attitude

[3] Has not violated any company policy, rule or regulation and has no record of unaccomplished job and back job within the rating period

[2] Has one record of unaccomplished or back job and up to first offense of a minor violation

[1] Has two or more record of unaccomplished or back job and has a written warning on a minor offense

Remarks

E. COOPERATION *

The ability to relate well with superiors and peers and the willingness to work with the team for a common goal

[5] Always amiable, cooperative; encourages others and sets a good example

[4] Willingly cooperates and works well with others

[3] Offers the necessary cooperation required

[2] Offers cooperation with limitation and at times hard to work with

[1] Has a great problem in dealing and working with others

Remarks

F. INITIATIVE *

The ability to be a self-starter of resourceful thinking, planning and carrying out of the jobs

[5] Encourages others to initiate change for the betterment

[4] Always a self-starter and good model to fellow employees

[3] Normally adapts innovation

[2] Refuses to initiate changes and adapts innovation at times

[1] No open to innovation and is not a self starter

Remarks

G. PERSONALITY *

The ability to behave in a good-natured, courteous, safety-minded cautious manner and to carry oneself appropriately to held the position

[5] Personal disposition and behavior inspires others

[4] Always behaves in good-natured, courteous manner and carries oneself appropriately which can influence others

[3] Normally good-natured, courteous, safety-minded, and carries oneself acceptably

[2] At times careless, tactless and carries oneself unsuitable

[1] Often times careless,tactless and carries oneself inappropriately

Remarks

H. FEEDBACKING *

The ability to practice feedbacking in relation to carrying out assigned tasks, giving suggestions and recommendations for the betterment of a particular department/branch and of the company as a whole

[5] Generously gives excellent suggestions and recommendations and practices feed backing at all times

[4] Has a very good suggestions and recommendations and practices feed backing constantly

[3] Gives suggestions and recommendations and practices feed backing as required

[2] Sometimes shares ideas and rarely practices feed backing

[1] Hardly shares ideas and does not practice feed backing

Remarks

Additional Comment

Please write your additional comments here. Be as specific as possible.

PART II: GUIDE TO PERFORMANCE APPRAISAL

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 factors can be found in the form of the sent appraisal (smart buttons). * * *

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

Job Competencies Rating Factors (60%)

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

Rank and File and Staff Appraisal

PART I: ATTITUDE TOWARDS WORK

A. KNOWLEDGE OF WORK *

B.1 Late (40%) *

Late (40%)

B.2 Absence(30%) *

B.3 Undertime(30%) *

C. HOUSEKEEPING *

D. WORK ATTITUDE *

E. COOPERATION *

F. INITIATIVE *

G. PERSONALITY *

H. FEEDBACKING *

Additional Comment

PART II: GUIDE TO PERFORMANCE APPRAISAL

INSTRUCTIONS

SPECIAL NOTE

Job Competencies Rating Factors (60%)

PART III: 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 *