The One On One Performance Review document serves as a critical tool in employee performance management within the Philippine business context. It is designed to be used during formal performance evaluation meetings, typically conducted quarterly or annually, between an employee and their immediate supervisor. The document ensures compliance with Philippine labor laws while facilitating objective performance assessment, goal setting, and professional development planning. It includes sections for performance metrics, competency evaluation, development needs, and action planning, all structured to meet local documentation requirements and best practices. This document is particularly important in the Philippine context, where formal performance documentation is often required for employment decisions and must adhere to specific labor code provisions regarding fair evaluation practices and employee rights.
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1. Employee Information: Basic details including employee name, position, department, employee ID, and review period
2. Performance Metrics Overview: Summary of key performance indicators (KPIs) and objectives set for the review period
3. Achievement Assessment: Detailed evaluation of goals achieved during the review period, including quantitative and qualitative measures
4. Core Competencies Evaluation: Assessment of essential job-related skills and behavioral competencies
5. Areas for Improvement: Identification of skills gaps and development needs
6. Action Plan: Specific steps and timeline for addressing development needs and improving performance
7. Employee Self-Assessment: Section for employee's own evaluation of their performance and achievements
8. Manager's Comments: Supervisor's overall assessment and specific feedback
9. Acknowledgment and Signatures: Space for both parties to sign and date the review, confirming discussion and receipt
1. Career Development Goals: Used when discussing long-term career progression and advancement opportunities
2. Project-Specific Evaluation: Include when employee has been involved in significant projects during the review period
3. Training Recommendations: Added when specific training or development programs are being proposed
4. Performance Improvement Plan: Include when employee requires structured guidance for improvement
5. Compensation Review: Optional section for discussing salary adjustments or bonus recommendations
6. 360-Degree Feedback Summary: Include when feedback from multiple stakeholders has been collected
1. Performance Rating Scale Guide: Detailed explanation of the rating system used in the evaluation
2. KPI Achievement Matrix: Detailed breakdown of KPIs and measurement criteria
3. Competency Framework: Detailed description of core competencies and their assessment criteria
4. Development Resource Guide: List of available training and development resources
5. Previous Review Summary: Summary of last performance review for progress tracking
6. Goal Setting Template: Standardized format for setting new performance goals
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Information Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Government
Telecommunications
Business Process Outsourcing
Construction
Hospitality
Relevant Teams
Human Resources
Operations
Finance
Sales
Marketing
Information Technology
Customer Service
Research and Development
Quality Assurance
Production
Administration
Legal
Supply Chain
Business Development
Relevant Roles
Chief Executive Officer
Department Manager
Team Leader
Human Resources Manager
Project Manager
Software Developer
Financial Analyst
Sales Representative
Customer Service Representative
Operations Manager
Administrative Assistant
Marketing Specialist
Quality Assurance Engineer
Research Analyst
Production Supervisor
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