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38 views1 pageJob Title: Job Pre-Requisites
Name : _______________________________ Date of Appraisal : _________________
Position : _______________________________ Period Covered : _________________
Date Hired : _______________________________ Div./Sect. Head : _________________
Div./Sect : _______________________________ Date Regularized : _________________
I Guidelines of Evaluation:
As the employee’s performance is being reviewed, bear in mind only the position the employee is occupying presently. Be as objective as possible and do not let personal feelings govern your rating. Each factor should be rated independently. Maximum Check the rate provided that expresses your opinion of employee’s performance level on each factor during the period under review.
II Definition of Rating:
RELATED JOB LEADERSHIP ABILITY/
FACTORS ATTITUDE
Outstanding 7 5 Superior performance, far
exceeds all expectations;
highly productive;
positive work attitude and
displays interpersonal skills.
Above Average 5 - 6 4 Consistently efficient and
effective in all aspects of the
job. Can relate to people.
Average 4 3 Satisfactory performance.
Fair 3 2 Meets minimum requirements
of the job.
Poor 1 - 2 1 Unsatisfactory performance.
Does not meet minimum
requirements of the job.
A. RELATED JOB FACTORS:
Line Leaders Base Actual Rate
1. Job knowledge Knowledge of the job; skills applied effectively;
Setting of performance standards. 7
2. Quality of Work Accuracy and attention to details, acceptable work according to department standards. 7
3. Quantity of Work Timeliness of submission of work. Volume of work produced. 7
4. Comprehen-sion Effectiveness in carrying out instructions given as reflected in work submitted.
7
5. Judgement Analysis of situation and sound decision making in the absence of detailed instructions from superior. 7
6. Analysis Identification of problem and recommendation for solution. 7
7. Communi-cation Ideas presented orally or written.
7
B. LINE LEADER’S/STAFF ABILITY FACTORS
1. Planning Establishing objectives, reaction to changes and conditions, anticipating problems and ready solutions. 5
2. Judgment Analysis of situation, wisdom of judgment and effectiveness of decision. 5
3. Leadership Fairness and impartiality in dealing with subordinates; development and motivation; quality of participation. 5
4. Delegation & Control Capacity to delegate responsibility and authority; use of manpower effectively. 5
5. Objective Setting Ability to arrive at decisions and set priorities. 5
C. ATTITUDE AND INTER-PRESONAL SKILLS:
1. Initiative Willingness to learn new things and to do new tasks assigned. 4
2. Depend-ability Establishment of directions; carries out instructions effectively. 4
3. Versatility Performs new complex jobs, new assignments under new systems and procedures. 4
4. Cooperation Works harmoniously within department & other departments. 4
5. Job Attitude Interest towards job and responsibilities attached to it 4
6. Punctuality and Attendance Prompt and regular in reporting to work. 6
For Reference of Punctuality & Attendance:
Days ------------------------------------------------------
Hours ------------------------------------------------------
Minutes -----------------------------------------------------
Absences Tardiness Undertime
III Rating points
Uploaded by
Sreeharsha TanukuCopyright
© Attribution Non-Commercial (BY-NC)
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0% found this document useful (0 votes)
38 views1 pageJob Title: Job Pre-Requisites
Name : _______________________________ Date of Appraisal : _________________
Position : _______________________________ Period Covered : _________________
Date Hired : _______________________________ Div./Sect. Head : _________________
Div./Sect : _______________________________ Date Regularized : _________________
I Guidelines of Evaluation:
As the employee’s performance is being reviewed, bear in mind only the position the employee is occupying presently. Be as objective as possible and do not let personal feelings govern your rating. Each factor should be rated independently. Maximum Check the rate provided that expresses your opinion of employee’s performance level on each factor during the period under review.
II Definition of Rating:
RELATED JOB LEADERSHIP ABILITY/
FACTORS ATTITUDE
Outstanding 7 5 Superior performance, far
exceeds all expectations;
highly productive;
positive work attitude and
displays interpersonal skills.
Above Average 5 - 6 4 Consistently efficient and
effective in all aspects of the
job. Can relate to people.
Average 4 3 Satisfactory performance.
Fair 3 2 Meets minimum requirements
of the job.
Poor 1 - 2 1 Unsatisfactory performance.
Does not meet minimum
requirements of the job.
A. RELATED JOB FACTORS:
Line Leaders Base Actual Rate
1. Job knowledge Knowledge of the job; skills applied effectively;
Setting of performance standards. 7
2. Quality of Work Accuracy and attention to details, acceptable work according to department standards. 7
3. Quantity of Work Timeliness of submission of work. Volume of work produced. 7
4. Comprehen-sion Effectiveness in carrying out instructions given as reflected in work submitted.
7
5. Judgement Analysis of situation and sound decision making in the absence of detailed instructions from superior. 7
6. Analysis Identification of problem and recommendation for solution. 7
7. Communi-cation Ideas presented orally or written.
7
B. LINE LEADER’S/STAFF ABILITY FACTORS
1. Planning Establishing objectives, reaction to changes and conditions, anticipating problems and ready solutions. 5
2. Judgment Analysis of situation, wisdom of judgment and effectiveness of decision. 5
3. Leadership Fairness and impartiality in dealing with subordinates; development and motivation; quality of participation. 5
4. Delegation & Control Capacity to delegate responsibility and authority; use of manpower effectively. 5
5. Objective Setting Ability to arrive at decisions and set priorities. 5
C. ATTITUDE AND INTER-PRESONAL SKILLS:
1. Initiative Willingness to learn new things and to do new tasks assigned. 4
2. Depend-ability Establishment of directions; carries out instructions effectively. 4
3. Versatility Performs new complex jobs, new assignments under new systems and procedures. 4
4. Cooperation Works harmoniously within department & other departments. 4
5. Job Attitude Interest towards job and responsibilities attached to it 4
6. Punctuality and Attendance Prompt and regular in reporting to work. 6
For Reference of Punctuality & Attendance:
Days ------------------------------------------------------
Hours ------------------------------------------------------
Minutes -----------------------------------------------------
Absences Tardiness Undertime
III Rating points
Uploaded by
Sreeharsha TanukuCopyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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