The Competency Based Performance Review document serves as a crucial tool for organizations operating in the Philippines to systematically evaluate employee performance and development. This document becomes necessary when organizations need to implement or update their performance management systems in alignment with Philippine labor laws and DOLE regulations. It provides a structured framework for assessing employee capabilities, setting performance standards, and planning career development while ensuring compliance with local employment regulations. The document typically includes detailed competency matrices, evaluation procedures, rating systems, and development planning tools, making it essential for organizations seeking to maintain objective and fair performance assessment practices. The implementation of this system helps organizations make informed decisions about promotions, training needs, and compensation adjustments while maintaining legal compliance in the Philippine jurisdiction.
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1. Introduction: Overview of the performance review system and its objectives
2. Purpose and Scope: Detailed explanation of the review's purpose and who it applies to within the organization
3. Review Period: Specification of the evaluation timeframe and frequency of assessments
4. Core Competencies: Detailed listing and description of the core competencies being evaluated
5. Rating Scale: Description of the rating system and what each level represents
6. Performance Metrics: Specific measurable indicators and standards for each competency
7. Evaluation Process: Step-by-step procedure for conducting the performance review
8. Documentation Requirements: Required forms, evidence, and documentation needed for the review
9. Review Discussion: Guidelines for conducting the performance review meeting
10. Action Planning: Process for creating development plans based on review results
11. Appeals Process: Procedure for employees to challenge or appeal review results
12. Confidentiality: Guidelines on handling and protecting performance review data
1. Peer Review Component: Optional section for including peer feedback in the review process
2. Project-Specific Competencies: Additional competencies specific to certain projects or roles
3. Remote Work Performance Metrics: Specific metrics for evaluating remote work performance
4. Cultural Competency Assessment: For organizations with significant cross-cultural operations
5. Leadership Development Tracking: For employees in or being groomed for leadership positions
6. Technical Skills Assessment: Detailed technical competency evaluation for specialized roles
7. Customer Feedback Integration: For customer-facing roles where client feedback is relevant
1. Competency Framework Matrix: Detailed breakdown of all competencies and their indicators
2. Performance Rating Guidelines: Detailed guidelines for applying ratings consistently
3. Review Timeline Template: Annual calendar of review-related activities and deadlines
4. Performance Improvement Plan Template: Standard template for documenting improvement plans
5. Self-Assessment Form: Template for employee self-evaluation
6. Review Form Template: Standard form for documenting the performance review
7. Development Plan Template: Template for creating personal development plans
8. Competency Dictionary: Detailed definitions and examples of each competency
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Healthcare
Education
Retail
Business Process Outsourcing
Telecommunications
Government and Public Sector
Professional Services
Hospitality and Tourism
Construction and Engineering
Non-Profit Organizations
Energy and Utilities
Relevant Teams
Human Resources
People and Culture
Learning and Development
Performance Management
Employee Relations
Talent Management
Operations
Senior Leadership
Legal
Compliance
Relevant Roles
Human Resources Director
HR Manager
Performance Management Specialist
Training and Development Manager
Department Manager
Team Leader
Supervisor
Line Manager
Chief Human Resources Officer
Talent Development Manager
Employee Relations Manager
HR Business Partner
Operations Manager
Division Head
Chief Executive Officer
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