This Performance Appraisal in HR and Management document serves as a critical tool for organizations operating within the Philippine jurisdiction, designed to establish a standardized and legally compliant approach to employee evaluation. It is essential for organizations seeking to implement fair and transparent performance assessment processes while adhering to the requirements of the Philippine Labor Code, Data Privacy Act of 2012, and relevant DOLE regulations. The document provides comprehensive guidelines for conducting performance reviews, setting objectives, providing feedback, and maintaining proper documentation. It addresses key aspects such as evaluation criteria, rating systems, and appeal procedures, while ensuring protection against discrimination and unfair labor practices as mandated by Philippine law. This template is particularly valuable for organizations establishing or updating their performance management systems to align with current legal requirements and HR best practices in the Philippines.
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1. Parties: Identifies the employer/organization and the employee being evaluated
2. Background: Establishes the context and purpose of the performance appraisal system
3. Definitions: Defines key terms used throughout the document including performance metrics, rating scales, and evaluation periods
4. Evaluation Period: Specifies the timeframe covered by the performance appraisal and frequency of evaluations
5. Performance Criteria: Outlines the core competencies, KPIs, and metrics used for evaluation
6. Rating System: Explains the scoring methodology and performance level definitions
7. Evaluation Process: Details the step-by-step procedure for conducting performance appraisals
8. Review and Feedback: Describes the feedback process and employee's right to respond to evaluations
9. Documentation Requirements: Specifies how performance reviews should be documented and stored
10. Confidentiality: Addresses the handling and protection of performance evaluation data
1. Performance Improvement Plans: Include when organization wants to formalize the process for addressing underperformance
2. Appeals Process: Include when organization wants to establish formal procedures for contesting evaluation results
3. Rewards and Recognition: Include when performance appraisal is directly linked to rewards or compensation
4. Remote Work Evaluation: Include when organization has remote or hybrid working arrangements
5. Probationary Period Evaluation: Include for organizations that want specific evaluation criteria for probationary employees
1. Schedule A - Performance Evaluation Form: Standard form template for documenting performance evaluations
2. Schedule B - Competency Framework: Detailed breakdown of competencies and their assessment criteria
3. Schedule C - KPI Metrics Guide: Specific measurable indicators and targets for different roles
4. Schedule D - Rating Scale Guidelines: Detailed explanations and examples for each rating level
5. Appendix 1 - Performance Improvement Plan Template: Standard template for documenting performance improvement plans
6. Appendix 2 - Self-Assessment Form: Template for employee self-evaluation prior to formal review
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Information Technology
Manufacturing
Healthcare
Education
Retail
Government and Public Sector
Business Process Outsourcing
Telecommunications
Construction
Hospitality and Tourism
Professional Services
Relevant Teams
Human Resources
People Operations
Talent Management
Learning and Development
Employee Relations
Legal and Compliance
Senior Management
Operations
Performance Management
Strategic Planning
Relevant Roles
HR Director
HR Manager
HR Business Partner
Performance Management Specialist
Talent Development Manager
Department Manager
Team Leader
Supervisor
Chief Human Resources Officer
Employee Relations Manager
Training and Development Manager
Compliance Officer
CEO
Managing Director
Operations Manager
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