The Mid Year Review Form is a crucial performance management tool used in Philippine organizations to conduct formal semi-annual employee evaluations. This document is designed in accordance with Philippine labor laws, particularly aligned with DOLE guidelines and data privacy requirements under RA 10173. It is typically implemented between May and July, serving as a checkpoint to assess progress toward annual goals, identify performance gaps, and make necessary adjustments to performance objectives. The form supports both private and public sector requirements, incorporating elements from the Strategic Performance Management System (SPMS) for government institutions while maintaining flexibility for private sector adaptations. It provides a structured framework for performance dialogue, ensuring fair evaluation practices and proper documentation of employee progress, challenges, and development needs.
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1. Employee Information: Basic details including employee name, ID, department, position, and length of service
2. Review Period: Specific timeframe covered by the mid-year review
3. Performance Objectives: List of key performance indicators (KPIs) and objectives set at the start of the year
4. Achievement Assessment: Evaluation of progress against each KPI/objective with specific examples and metrics
5. Core Competencies Evaluation: Assessment of standard competencies required for the role
6. Development Progress: Review of progress on development goals and training objectives set at the start of the year
7. Overall Performance Rating: Consolidated rating based on objective achievement and competency demonstration
8. Action Plan: Specific steps for improvement or maintaining performance for the remainder of the year
9. Comments Section: Space for both employee and manager comments on the review
10. Acknowledgment: Signatures of employee, reviewer, and next level manager with dates
1. Project-Specific Achievements: For employees involved in special projects during the review period
2. Leadership Assessment: For employees in management or supervisory positions
3. Client/Stakeholder Feedback: For customer-facing roles or positions requiring significant stakeholder interaction
4. Innovation and Initiatives: For roles where creativity and process improvement are key expectations
5. Team Collaboration Metrics: For positions heavily dependent on team performance
6. Technical Skills Assessment: For technical roles requiring specific skill evaluations
1. Performance Rating Scale: Detailed explanation of the rating system and criteria for each performance level
2. Core Competency Definitions: Detailed descriptions of each core competency and behavioral indicators
3. Development Plan Template: Structured template for documenting development actions and timelines
4. KPI Achievement Matrix: Detailed breakdown of metrics and calculation methods for KPI evaluation
5. Previous Review Summary: Summary of key points from the last performance review for reference
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Retail
Healthcare
Education
Government Services
Business Process Outsourcing
Telecommunications
Construction
Hospitality
Professional Services
Non-Profit Organizations
Energy and Utilities
Transportation and Logistics
Relevant Teams
Human Resources
Information Technology
Finance
Operations
Sales
Marketing
Customer Service
Research and Development
Legal
Administration
Quality Assurance
Production
Business Development
Corporate Communications
Compliance
Relevant Roles
Chief Executive Officer
Department Director
Senior Manager
Project Manager
Team Leader
Human Resources Manager
Software Developer
Financial Analyst
Customer Service Representative
Sales Executive
Operations Manager
Administrative Assistant
Research Analyst
Marketing Specialist
Technical Support Engineer
Quality Assurance Specialist
Business Development Manager
Account Executive
Production Supervisor
Legal Counsel
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