The Appraisal Form is a critical human resource management tool used in the Philippines for conducting formal employee performance evaluations. It is designed to comply with Philippine labor laws, including the Labor Code and DOLE regulations, while incorporating best practices in performance management. This document is typically used during regular performance review cycles (annual, semi-annual, or quarterly) to assess employee achievements, competencies, and areas for development. The form ensures standardized evaluation criteria, promotes objective assessment, and creates a documented history of employee performance, which is essential for career development decisions, compensation adjustments, and compliance with local employment regulations. It serves as both a performance measurement tool and a development planning instrument, facilitating constructive dialogue between employees and their supervisors.
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1. Employee Information: Basic details including employee name, ID, department, position, and period under review
2. Performance Evaluation Metrics: Key performance indicators (KPIs) and assessment criteria aligned with job responsibilities
3. Rating Scale: Clear explanation of the rating system used (e.g., 1-5 scale with definitions)
4. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role
5. Goals Achievement: Assessment of performance against previously set objectives
6. Strengths and Areas for Improvement: Detailed analysis of employee's strong points and development needs
7. Development Plan: Specific actions and recommendations for skill enhancement and career growth
8. Overall Performance Rating: Summary evaluation combining all assessment components
9. Comments Section: Space for additional remarks from evaluator and employee
10. Acknowledgment and Signatures: Section for signatures of employee, evaluator, and reviewing authority
1. Project-Specific Achievements: For employees involved in special projects during the review period
2. Leadership Competencies: For management positions or employees being groomed for leadership roles
3. Sales Performance Metrics: Specific section for sales roles including targets and achievements
4. Technical Skills Assessment: Detailed evaluation of technical competencies for specialized roles
5. Behavioral Indicators: Specific behavioral examples demonstrating performance levels
6. 360-Degree Feedback Summary: When multi-source feedback is part of the evaluation process
7. Remote Work Performance: For employees working remotely or in hybrid arrangements
1. Appendix A - Competency Framework: Detailed descriptions of each competency and their assessment criteria
2. Appendix B - Rating Guidelines: Comprehensive guide on how to apply the rating scale with examples
3. Appendix C - KPI Definitions: Detailed explanations of each KPI and calculation methods
4. Appendix D - Development Resources: List of available training programs and development opportunities
5. Schedule 1 - Department-Specific Metrics: Customized performance indicators for different departments
6. Schedule 2 - Goal Setting Template: Template for setting SMART goals for the next review period
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Information Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Government and Public Sector
Telecommunications
Business Process Outsourcing
Construction
Hospitality and Tourism
Energy and Utilities
Agriculture
Non-Profit Organizations
Relevant Teams
Human Resources
Performance Management
Training and Development
Employee Relations
Talent Management
Compensation and Benefits
Operations
Quality Assurance
Legal and Compliance
Organization Development
Relevant Roles
Human Resources Manager
HR Business Partner
Performance Management Specialist
Department Manager
Team Leader
Supervisor
Division Head
Training and Development Manager
Compensation and Benefits Manager
Chief Human Resources Officer
Operations Manager
Line Manager
Project Manager
Employee Relations Manager
Talent Management Specialist
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