The Performance Appraisal For Senior Management document serves as a crucial tool for evaluating and developing senior leadership talent within organizations operating in the Philippines. This document is typically implemented on an annual or semi-annual basis to assess senior managers' performance against predetermined objectives, leadership competencies, and strategic goals. It complies with Philippine labor laws, including the Labor Code of the Philippines and relevant DOLE guidelines, while incorporating best practices in performance management. The appraisal includes both quantitative and qualitative metrics, ensures fair evaluation practices, and provides a foundation for career development and succession planning. It is particularly important for organizations seeking to maintain strong governance practices and develop their senior leadership pipeline while adhering to local regulatory requirements.
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1. Employee and Position Information: Details of the senior manager being evaluated, including name, position, department, and duration in role
2. Evaluation Period: Specific time period covered by the performance appraisal
3. Performance Metrics and Objectives: Key performance indicators (KPIs), goals, and objectives against which the senior manager is evaluated
4. Core Competencies Assessment: Evaluation of leadership, strategic thinking, decision-making, and other essential senior management competencies
5. Achievement Review: Detailed assessment of accomplishments and performance against set objectives during the evaluation period
6. Development and Training Needs: Identification of areas for improvement and professional development requirements
7. Overall Performance Rating: Final performance rating based on established criteria and scoring system
8. Feedback and Comments: Section for both evaluator and employee comments
9. Action Plan: Specific steps and timeline for addressing development needs and improving performance
10. Acknowledgment and Signatures: Space for signatures of the employee, evaluator, and relevant authorities
1. 360-Degree Feedback Summary: Summary of feedback from peers, subordinates, and other stakeholders when 360-degree evaluation is implemented
2. Project-Specific Evaluation: Detailed evaluation of specific major projects led by the senior manager during the evaluation period
3. Innovation and Change Management: Assessment of contribution to organizational innovation and change management initiatives
4. Crisis Management Assessment: Evaluation of handling critical situations or crisis management when applicable
5. Performance-Based Compensation Review: Discussion of compensation adjustments based on performance, if organization links performance directly to compensation
1. Schedule A: Performance Rating Criteria: Detailed explanation of performance rating scales and criteria for each performance level
2. Schedule B: Core Competency Framework: Detailed description of core competencies and their assessment criteria
3. Schedule C: KPI Definitions and Metrics: Detailed definitions and calculation methods for each KPI
4. Schedule D: Development Resources: List of available training programs, mentoring opportunities, and development resources
5. Appendix 1: Performance Improvement Plan Template: Standard template for documenting performance improvement plans when needed
6. Appendix 2: Goal Setting Framework: Guidelines and templates for setting SMART goals for the next evaluation period
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Retail and Consumer Goods
Healthcare
Education
Telecommunications
Real Estate and Property Development
Energy and Utilities
Professional Services
Government and Public Sector
Non-Profit Organizations
Hospitality and Tourism
Mining and Natural Resources
Relevant Teams
Human Resources
Executive Management
Board of Directors
Operations
Finance
Legal
Corporate Governance
Compliance
Strategic Planning
Performance Management
Talent Development
Relevant Roles
Chief Executive Officer
Chief Financial Officer
Chief Operating Officer
Managing Director
Regional Director
Department Head
Division Manager
Senior Vice President
Vice President
Executive Director
Country Manager
General Manager
Senior Operations Manager
Head of Department
Director of Operations
Senior Project Manager
Branch Manager
Program Director
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