The Quarterly Appraisal document is designed for use in organizations operating within the Philippines' legal framework, specifically adhering to DOLE regulations and the Labor Code of the Philippines. It serves as a crucial tool for regular performance monitoring, goal-setting, and employee development. This document should be used at the end of each quarter to evaluate employee performance, document achievements, identify areas for improvement, and set objectives for the upcoming quarter. The appraisal process helps maintain clear communication between employees and management while creating a documented history of performance that can be used for career development, compensation decisions, and compliance purposes. The document includes sections for objective assessment, subjective feedback, and future planning, making it suitable for organizations of all sizes and sectors operating in the Philippines.
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1. Employee Information: Basic details including employee name, ID, position, department, and reporting manager
2. Evaluation Period: Specific quarter and year covered by the appraisal
3. Performance Objectives Review: Assessment of previously set objectives and their achievement levels
4. Key Performance Indicators (KPIs): Quantitative and qualitative measurement of performance against predetermined metrics
5. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role
6. Manager's Comments: Detailed feedback from the immediate supervisor on overall performance
7. Employee's Comments: Space for employee to provide feedback and self-assessment
8. Performance Rating: Overall rating based on the company's performance rating scale
9. Acknowledgment and Signatures: Space for both evaluator and employee signatures, with date
1. Development Plan: Used when specific training or improvement areas are identified, outlining action plans for skill enhancement
2. Career Progression Discussion: Include when discussing potential promotions or career development opportunities
3. Compensation Review: Optional section for when the appraisal is linked to salary reviews or bonus discussions
4. Project-Specific Evaluation: Include for employees involved in specific projects during the evaluation period
5. Disciplinary Issues: Include only if there are specific conduct or performance issues that need to be addressed
1. Performance Metrics Schedule: Detailed breakdown of KPIs and their measurement criteria
2. Competency Framework: Detailed description of core competencies and their assessment criteria
3. Previous Quarter's Goals: List of objectives set in the previous quarter's appraisal
4. Performance Rating Scale: Detailed explanation of the rating system and criteria for each level
5. Development Resources: List of available training programs and development resources
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Retail
Healthcare
Education
Government and Public Sector
Business Process Outsourcing
Telecommunications
Construction
Hospitality
Professional Services
Non-Profit Organizations
Energy and Utilities
Agriculture
Relevant Teams
Human Resources
Performance Management
Talent Development
Operations
Management
Administration
Employee Relations
Organizational Development
Leadership
Personnel Development
Relevant Roles
Human Resources Manager
HR Business Partner
Performance Management Specialist
Department Manager
Team Leader
Supervisor
Division Head
CEO
Managing Director
Operations Manager
Project Manager
Line Manager
Department Director
Chief Human Resources Officer
Talent Development Manager
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