Work Performance Evaluations are essential documents used in the Philippine workplace to systematically assess and document employee performance in accordance with local labor laws and DOLE regulations. These evaluations serve multiple purposes: they provide a formal record of employee performance, establish a basis for personnel decisions (such as promotions, salary adjustments, or corrective actions), and support employee development planning. The document is structured to ensure fair evaluation practices while complying with Philippine labor regulations, including the Labor Code and relevant DOLE guidelines. It is typically used during regular performance review cycles (annual, semi-annual, or quarterly) and includes detailed assessment criteria, performance metrics, and development planning components. The evaluation process requires input from both supervisors and employees, promoting transparency and dialogue in performance management.
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1. Employee Information: Basic details including employee name, position, department, employee ID, and evaluation period
2. Evaluation Parameters: Overview of the rating system, evaluation criteria, and scoring methodology
3. Key Performance Indicators (KPIs): Specific measurable targets and objectives set for the evaluation period
4. Performance Assessment: Detailed evaluation of performance against each KPI and competency requirement
5. Behavioral Competencies: Assessment of soft skills, work attitude, and behavioral attributes
6. Overall Rating: Consolidated score and performance category classification
7. Development Plan: Identified areas for improvement and proposed action steps
8. Acknowledgment and Signatures: Space for employee and evaluator signatures, dates, and comments
1. Attendance and Punctuality Record: Include when attendance is a significant factor in performance evaluation
2. Project-Specific Achievements: For employees involved in special projects during the evaluation period
3. Leadership Assessment: For employees in management or supervisory positions
4. Technical Skills Assessment: For roles requiring specific technical competencies
5. Client/Customer Feedback: For customer-facing roles or service-oriented positions
6. Performance Improvement Plan: For employees who need specific guidance for performance enhancement
7. Remote Work Performance: For employees working remotely or in hybrid arrangements
1. Schedule A - Performance Rating Scale: Detailed explanation of the rating system and performance categories
2. Schedule B - Job Description: Current job description and role responsibilities
3. Schedule C - KPI Measurement Criteria: Detailed metrics and calculation methods for each KPI
4. Schedule D - Competency Framework: Detailed description of required competencies and their assessment criteria
5. Appendix 1 - Performance Goals: Specific goals and targets set for the next evaluation period
6. Appendix 2 - Training Record: Record of training and development activities completed during the evaluation period
7. Appendix 3 - Previous Evaluation Summary: Summary of past performance evaluations for reference
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 and Tourism
Professional Services
Non-Profit Organizations
Energy and Utilities
Agriculture
Relevant Teams
Human Resources
People Operations
Performance Management
Training and Development
Employee Relations
Talent Management
Compensation and Benefits
Operations
Legal
Senior Management
Relevant Roles
Human Resources Manager
HR Business Partner
Performance Management Specialist
Department Manager
Team Leader
Supervisor
HR Director
Training and Development Manager
Compensation and Benefits Manager
Employee Relations Manager
HR Administrator
Operations Manager
Chief Human Resources Officer
Performance Review Committee Member
Talent Management Specialist
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