The Job Evaluation Form serves as a critical tool in Philippine organizations for conducting systematic and objective employee performance assessments. This document is essential for compliance with the Labor Code of the Philippines and related employment regulations, including DOLE Department Order No. 147-15 regarding worker performance evaluation standards. The form is typically used during regular performance review cycles (annually, semi-annually, or quarterly) to evaluate employee performance, set development goals, and make informed decisions about promotions, compensation adjustments, and training needs. It includes sections for quantitative and qualitative assessment, ensuring comprehensive evaluation while maintaining documentation required for legal and administrative purposes. The structure accommodates both private sector requirements and Civil Service Commission guidelines for government institutions, making it adaptable across various organizational contexts while maintaining compliance with Philippine employment laws.
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1. Employee Information: Basic details including employee name, ID, position, department, and length of service
2. Evaluation Period: Time period covered by the evaluation and date of assessment
3. Performance Criteria: Core competencies and key performance indicators being evaluated
4. Rating Scale: Explanation of the rating system used (typically 1-5 or 1-10 scale with descriptions)
5. Key Accomplishments: Major achievements and contributions during the evaluation period
6. Core Competency Assessment: Evaluation of fundamental job-related skills and behaviors
7. Goals Achievement: Assessment of previously set goals and objectives
8. Areas for Improvement: Identification of skills or performance aspects requiring development
9. Development Plan: Specific actions and timeline for addressing improvement areas
10. Overall Rating: Final performance score and summary evaluation
11. Comments Section: Space for evaluator and employee remarks
12. Acknowledgment: Signatures of evaluator, employee, and reviewing authority
1. Project-Specific Evaluation: Used when employee is involved in special projects requiring separate assessment
2. Leadership Competencies: Include for management positions to evaluate leadership capabilities
3. Technical Skills Assessment: For technical positions requiring specific skill evaluation
4. Client/Customer Feedback: For customer-facing roles where service quality is crucial
5. Safety and Compliance: For roles involving safety-critical operations or regulatory compliance
6. Team Collaboration Metrics: For roles heavily dependent on team performance
7. Innovation and Creativity: For positions where creative problem-solving is essential
8. Remote Work Performance: For employees working remotely or in hybrid arrangements
1. Rating Scale Guide: Detailed descriptions of each rating level with examples
2. Competency Framework: Detailed breakdown of each competency and its behavioral indicators
3. Performance Standards: Department or role-specific performance expectations
4. KPI Definitions: Detailed explanations of how each KPI is measured
5. Development Resources: List of available training and development opportunities
6. Previous Evaluation Summary: Summary of last evaluation period's results and action items
7. Job Description: Current job description against which performance is evaluated
8. Appeal Process: Guidelines for challenging evaluation results
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Information Technology
Manufacturing
Healthcare
Education
Government and Public Service
Retail and Commerce
Business Process Outsourcing
Construction and Real Estate
Telecommunications
Transportation and Logistics
Hospitality and Tourism
Mining and Natural Resources
Agriculture and Farming
Non-Profit Organizations
Relevant Teams
Human Resources
Performance Management
Training and Development
Employee Relations
Talent Management
Operations
Senior Management
Quality Assurance
Compliance
Legal
Administrative Services
Relevant Roles
HR Manager
Department Director
Team Leader
Supervisor
Performance Management Specialist
Training and Development Manager
Compensation and Benefits Manager
Employee Relations Manager
HR Business Partner
Chief Human Resources Officer
Talent Management Director
Operations Manager
Line Manager
Division Head
Branch Manager
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