The Interim Performance Appraisal document serves as a crucial tool in the Philippine workplace for conducting mid-cycle performance reviews, typically scheduled between annual evaluations. This document is designed to comply with Philippine labor laws, including DOLE guidelines and the Labor Code of the Philippines, while incorporating best practices in performance management. It is particularly valuable for tracking progress on established goals, identifying potential areas for improvement, and making necessary adjustments before the annual review. The document includes sections for objective performance measurement, competency assessment, and development planning, ensuring a comprehensive yet focused evaluation. Organizations typically use this interim appraisal to maintain ongoing dialogue about performance, document progress, and address any concerns proactively.
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1. Employee Information: Basic details including employee name, ID, position, department, and review period
2. Purpose of Review: Statement explaining the interim nature of the review and its objectives
3. Performance Rating Scale: Explanation of the rating system used in the evaluation
4. Key Performance Indicators (KPIs): Assessment of progress against predetermined KPIs and targets
5. Core Competencies Evaluation: Assessment of essential job-related competencies and behaviors
6. Achievement Highlights: Notable accomplishments during the review period
7. Areas for Improvement: Identification of skills or performance aspects requiring development
8. Action Plan: Specific steps and timeline for addressing improvement areas
9. Employee Comments: Space for employee feedback and comments on the evaluation
10. Acknowledgment and Signatures: Formal signing section for employee, evaluator, and HR representative
1. Project-Specific Evaluation: Used when employee is involved in specific projects requiring separate assessment
2. Training and Development Progress: Include when employee is undertaking specific training or development programs
3. Remote Work Performance: Added for employees working remotely to assess effectiveness of remote working arrangements
4. Leadership Competencies: Include for employees in or being groomed for management positions
5. Cultural Fit and Values: Optional section for organizations emphasizing cultural alignment
6. Client/Stakeholder Feedback: Include when employee has significant external stakeholder interaction
1. Schedule A: Performance Metrics Detail: Detailed breakdown of performance metrics and calculation methods
2. Schedule B: Competency Framework: Detailed description of each competency and its assessment criteria
3. Schedule C: Development Plan Template: Structured template for documenting development actions and timeline
4. Appendix 1: Rating Scale Guidelines: Detailed guidelines for applying the performance rating scale
5. Appendix 2: KPI Definitions: Detailed definitions and measurement criteria for each KPI
6. Appendix 3: Previous Review Summary: Summary of previous performance review for progress tracking
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Healthcare
Education
Retail
Public Sector
Professional Services
Telecommunications
Business Process Outsourcing
Construction
Hospitality
Non-Profit Organizations
Energy and Utilities
Relevant Teams
Human Resources
Operations
Finance
Information Technology
Sales
Marketing
Customer Service
Research and Development
Quality Assurance
Product Development
Legal
Administration
Training and Development
Business Development
Project Management Office
Relevant Roles
Chief Executive Officer
Department Manager
Team Leader
HR Manager
Software Developer
Financial Analyst
Sales Representative
Customer Service Representative
Project Manager
Operations Manager
Administrative Assistant
Marketing Specialist
Research Analyst
Quality Assurance Specialist
Business Development Manager
Account Executive
Technical Support Specialist
Production Supervisor
Human Resources Specialist
Training Coordinator
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