The Numerical Scale Performance Review Form is a critical human resource management tool designed for organizations operating in the Philippines, ensuring compliance with local labor laws while providing a structured approach to employee evaluation. This document is typically used during regular performance review cycles (annual, semi-annual, or quarterly) to assess employee performance against predetermined criteria using a numerical rating system. It serves as an official record of performance evaluation, incorporating both quantitative and qualitative assessments of an employee's work performance, competencies, and achievement of goals. The form is structured to comply with Philippine Labor Code requirements and the Data Privacy Act of 2012, making it suitable for both private and public sector organizations while providing a fair, transparent, and objective basis for performance-related decisions including promotions, compensation adjustments, and development planning.
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1. Employee Information: Basic details including employee name, ID, position, department, review period, and date of review
2. Performance Rating Scale: Clear explanation of the numerical rating scale (e.g., 1-5) with detailed descriptions for each rating level
3. Core Competencies: Evaluation of fundamental skills and behaviors required across all positions
4. Job-Specific Performance Metrics: Assessment of key performance indicators specific to the employee's role
5. Goal Achievement: Evaluation of performance against previously set objectives and targets
6. Overall Performance Score: Calculation and summary of total performance rating
7. Comments and Feedback: Space for detailed feedback from evaluator and employee responses
8. Development Plan: Identification of areas for improvement and specific action steps
9. Acknowledgment: Signatures of evaluator, employee, and reviewing authority with dates
1. Behavioral Competencies: Additional section for evaluating specific behavioral traits, recommended for management positions
2. Project Evaluation: Section for reviewing specific project contributions, useful for project-based roles
3. 360-Degree Feedback Summary: Integration of peer and subordinate feedback, recommended for leadership positions
4. Sales Performance Metrics: Specific metrics for sales roles including targets and achievements
5. Technical Skills Assessment: Detailed evaluation of technical competencies, important for technical positions
6. Customer Service Metrics: Specific evaluation criteria for customer-facing roles
7. Safety and Compliance: Additional section for roles requiring strict adherence to safety protocols
1. Performance Rating Guidelines: Detailed guidelines explaining each rating level with examples
2. KPI Definitions: Detailed definitions and calculation methods for each performance indicator
3. Competency Framework: Detailed breakdown of competencies and expected behaviors at each level
4. Development Resources: List of available training and development resources
5. Previous Period Goals: Record of goals and objectives set in the previous review period
6. Performance Improvement Plan Template: Standard template for documenting improvement requirements if needed
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Telecommunications
Real Estate
Hospitality
Government Services
Construction
Energy
Transportation and Logistics
Business Process Outsourcing
Relevant Teams
Human Resources
Performance Management
Learning and Development
Compensation and Benefits
Employee Relations
Talent Management
Organization Development
HR Operations
HR Analytics
HR Administration
Relevant Roles
HR Manager
Department Director
Performance Management Specialist
Compensation and Benefits Manager
Training and Development Manager
Line Manager
Team Leader
Supervisor
Department Head
Chief Human Resources Officer
Employment Relations Manager
Talent Management Specialist
HR Business Partner
HR Coordinator
Organization Development Manager
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