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A Performance Review Document captures and formalizes an employee's work assessment in Philippine companies, typically created during regular evaluation periods. It tracks job performance, achievements, areas for improvement, and development goals while following Department of Labor and Employment (DOLE) guidelines on fair employment practices.

This essential HR record helps managers and employees discuss career growth, salary adjustments, and promotion opportunities. It also serves as valuable documentation for personnel decisions and compliance with Philippine labor laws, especially when addressing performance-based actions or resolving workplace disputes.

Use a Performance Review Document during annual evaluations, mid-year assessments, or probationary period reviews to track employee progress in Philippine organizations. It's particularly important when considering promotions, salary adjustments, or performance-based decisions that need solid documentation under DOLE regulations.

This document becomes essential during major organizational changes, succession planning, or when addressing performance concerns. Having detailed performance records helps protect both employer and employee interests, especially if disputes arise later. Many Philippine companies schedule reviews quarterly or semi-annually to maintain consistent feedback and development tracking.

• Employee Evaluation Form: Basic template focusing on general job duties and core competencies, ideal for regular staff assessments
• Performance Appraisal Form: Comprehensive evaluation tool with detailed metrics and scoring systems for formal reviews
• Mid Year Review Form: Shorter format focused on progress tracking and goal adjustments halfway through evaluation cycles
• Staff Evaluation Report: Detailed narrative assessment format for documenting specific achievements and incidents
• Summary Of Performance Appraisal: Condensed overview highlighting key findings and recommendations for quick reference

• HR Managers: Lead the review process, prepare Performance Review Documents, and ensure compliance with DOLE guidelines
• Direct Supervisors: Complete evaluations, provide specific feedback, and document performance observations throughout the review period
• Employees: Participate in self-assessment, review feedback, set development goals, and sign off on final evaluations
• Department Heads: Validate assessments, ensure fair ratings across teams, and approve final recommendations
• Legal Department: Reviews documentation format and content to ensure alignment with Philippine labor laws and company policies

• Performance Data: Gather attendance records, project completion rates, customer feedback, and key performance indicators from the past review period
• Job Description: Review current role requirements and responsibilities to align evaluation criteria with expected duties
• Previous Reviews: Collect past performance documents to track progress and recurring themes
• Development Goals: Note completed training programs, certifications, and progress on previously set objectives
• Company Standards: Reference your organization's rating scales and evaluation metrics that comply with DOLE guidelines
• Documentation: Compile specific examples of performance successes and areas for improvement with dates and details

• Employee Information: Full name, position, department, and employment status as required by DOLE standards
• Performance Metrics: Clear evaluation criteria aligned with job description and company KPIs
• Rating System: Defined scoring scale with descriptions for each performance level
• Development Plan: Specific goals, timelines, and resources for improvement
• Acknowledgment Section: Spaces for employee, supervisor, and HR signatures with dates
• Review Period: Clearly stated evaluation timeframe and next review date
• Feedback Comments: Designated areas for both evaluator and employee remarks

While Performance Review Documents and Performance Improvement Plan may seem similar, they serve distinct purposes in Philippine workplace management. A Performance Review Document evaluates overall job performance regularly, while a Performance Improvement Plan specifically addresses performance deficiencies and outlines corrective actions.

• Timing and Duration: Performance Reviews occur at scheduled intervals for all employees, while PIPs are implemented as needed and typically run for 30-90 days
• Legal Implications: Performance Reviews document career development and compensation decisions, while PIPs often serve as formal documentation before potential disciplinary actions
• Content Focus: Reviews cover comprehensive performance metrics and achievements, while PIPs concentrate on specific areas needing improvement with detailed action steps
• Follow-up Process: Reviews lead to goal-setting and development plans, while PIPs require frequent monitoring and documented progress checks