The Executive Performance Review document serves as a critical tool for organizations operating in the Philippines to formally evaluate and document the performance of their executive-level employees. This document becomes necessary when conducting annual or semi-annual reviews of executive performance, typically involving C-suite executives, managing directors, and other senior leadership positions. It must comply with Philippine labor laws, including the Labor Code, Data Privacy Act, and anti-discrimination legislation. The document typically includes performance metrics, evaluation procedures, rating systems, and outcome implications while considering local corporate governance requirements and business customs. It's particularly important for ensuring transparent, fair, and legally-sound executive assessment processes, especially in cases where performance reviews are linked to compensation decisions or organizational changes.
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1. Parties: Identification of the reviewing organization and the executive being reviewed
2. Background: Context of the review, including executive's role, review period, and purpose of the evaluation
3. Definitions: Key terms used throughout the document, including performance metrics, rating scales, and evaluation criteria
4. Performance Criteria: Detailed outline of the core areas being evaluated, including leadership, strategic planning, financial management, and operational excellence
5. Evaluation Process: Step-by-step description of how the review will be conducted, including timing, participants, and methodology
6. Rating System: Explanation of the scoring or rating system used for evaluation
7. Review Outcomes: Description of how review results will be used, including impact on compensation, development plans, or corrective actions
8. Confidentiality: Provisions regarding the confidential nature of the review and its findings
9. Documentation: Requirements for recording and maintaining review documentation
10. Signatures: Space for formal acknowledgment of the review by all parties
1. Performance Improvement Provisions: Include when there's a need to outline specific steps for addressing performance gaps
2. Bonus and Incentive Criteria: Include when performance review is directly tied to variable compensation
3. Appeal Process: Include when organization size or policy requires formal appeal mechanisms
4. Multi-rater Feedback Process: Include when 360-degree feedback or multiple evaluator input is part of the review
5. International Operations Assessment: Include for executives with multi-country responsibilities
6. Succession Planning Integration: Include when review process feeds into succession planning
1. Schedule A - Performance Metrics Template: Detailed scorecard template with specific KPIs and measurement criteria
2. Schedule B - Self-Assessment Form: Template for executive's self-evaluation prior to formal review
3. Schedule C - Development Plan Template: Format for documenting agreed-upon development actions and timeline
4. Appendix 1 - Rating Scale Guidelines: Detailed descriptions and examples for each rating level
5. Appendix 2 - Competency Framework: Detailed description of leadership competencies being evaluated
6. Appendix 3 - Previous Year's Objectives: Reference document showing prior year's goals and achievements
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Manufacturing
Technology
Retail
Healthcare
Energy
Telecommunications
Real Estate
Professional Services
Consumer Goods
Mining and Natural Resources
Transportation and Logistics
Education
Construction
Hospitality
Relevant Teams
Human Resources
Legal
Board Secretariat
Compensation and Benefits
Corporate Governance
Executive Office
Internal Audit
Talent Management
Corporate Strategy
Risk Management
Relevant Roles
Chief Executive Officer
Chief Financial Officer
Chief Operating Officer
Managing Director
Executive Director
Country Manager
Regional Director
Vice President
Senior Vice President
Division Head
Executive Vice President
General Manager
Branch Director
Department Head
Senior Manager
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