The Employee Attitude Evaluation Form serves as a crucial tool in Philippine workplace management, designed to assess and document employee behavioral competencies and professional conduct. This document is typically used during regular performance reviews, probationary evaluations, or specific behavioral assessments, complying with the Labor Code of the Philippines and DOLE regulations regarding fair employee evaluation practices. The form includes comprehensive evaluation criteria covering various aspects of workplace behavior, attitude towards work, interpersonal relationships, and professional conduct. It supports objective assessment while maintaining compliance with Philippine data privacy laws and anti-discrimination regulations. Organizations use this document to maintain consistent evaluation standards, support employee development, and create documented evidence of performance management processes.
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1. Employee Information: Basic details including employee name, ID number, department, position, and evaluation period
2. Purpose of Evaluation: Clear statement of the evaluation's objectives and how the results will be used
3. Core Attitude Competencies: Assessment of fundamental workplace attitudes including teamwork, initiative, and professionalism
4. Performance Rating Scale: Detailed explanation of the rating system (typically 1-5 or 1-10) and what each score represents
5. Evaluation Categories: Specific attitude and behavioral aspects being evaluated, with space for ratings and comments
6. Overall Assessment: Summary of evaluation results and final score calculation
7. Feedback and Comments: Space for evaluator's observations and recommendations
8. Acknowledgment: Signatures of evaluator, employee, and reviewing authority with dates
1. Development Plan: Used when the evaluation is linked to career development, including specific improvement goals and action plans
2. Previous Evaluation Summary: Include when comparing current performance against previous evaluations
3. Peer Review Section: Optional section for including peer feedback in the evaluation process
4. Self-Assessment: Employee's own assessment of their attitudes and behaviors, used in organizations promoting self-reflection
5. Cultural Fit Assessment: Used by organizations with strong emphasis on company culture and values alignment
1. Schedule A: Detailed Rating Criteria: Comprehensive guidelines for scoring each attitude component with specific behavioral examples
2. Schedule B: Competency Framework: Detailed description of each competency and expected behavioral indicators at different performance levels
3. Appendix 1: Review Meeting Guidelines: Protocol for conducting the evaluation discussion and providing feedback
4. Appendix 2: Appeal Process: Procedures for employees to contest evaluation results if they disagree
5. Appendix 3: Development Resources: List of available training and development resources for improving identified areas
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Financial Services
Information Technology
Healthcare
Education
Retail
Professional Services
Government
Hospitality
Construction
Telecommunications
Transportation and Logistics
Non-profit Organizations
Energy and Utilities
Agriculture
Mining and Resources
Relevant Teams
Human Resources
Performance Management
Training and Development
Employee Relations
Talent Management
Operations
Senior Management
Department Management
Quality Assurance
Compliance
Relevant Roles
HR Manager
HR Director
Performance Management Specialist
Department Manager
Team Leader
Supervisor
Line Manager
HR Business Partner
Training and Development Manager
Talent Management Specialist
Employee Relations Manager
HR Coordinator
Chief Human Resources Officer
Operations Manager
Branch Manager
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