Performance Eval For OFFICE

PERFORMANCE EVALUATION
Printwell, Inc.
Name: Date of Evaluation:

Department/Section: Employment/Service Status:
Length of Service:
Period Covered by Evaluation: Current Position:
Length of Stay in Current Position:
DIRECTION:
1. Rate the performance of the evaluatee concerned during the period under review only. His
work performance during other periods should not influence this rating.
2. Evaluation Method shall be:

a. Observation of Actual Work performance
b. Interview with the evaluatee
3. RATING SCALES/MODEL/WEIGHT/EQUIVALENT:
For each performance factor, the Evaluator shall select the performance level (5 being the
highest, 4, 3, 2, 1) which best describes or most nearly describes the evaluatee during the
period under review. Read the Table below for the meaning of rating.
SCORE ADJECTIVAL RATING DESCRIPTION

Performance during appraisal period was consistently superior and
5 Superior
significantly exceeded expectations for the position.
Performance during appraisal period frequently exceeded
4 Highly Effective
expectations for the position.
Performance during appraisal period met expectations for the
3 Satisfactory/Acceptable
position.
Performance during appraisal period met some, but not all
2 Inconsistent/Unacceptable expectations for the position. Performance improvement process
should be initiated.
Performance during appraisal period consistently failed to meet
Unsatisfactory/ minimum expectations for the position. Individual lacks or did not
1
Below Standard apply knowledge, skills, or behavior expected for the position.
Performance improvement process should be initiated.
FACTOR WEIGHT: PERFORMANCE RATING EQUIVALENT:
WEIGHT (%) RATING SCORE DESCRIPTION

FACTORS
DISTRIBUTION
A 100 – 90 Superior
1) Job Knowledge 27
2) Quality of Work 13 B 89 – 80 Highly Effective
3) Quantity of Work 13 C.1 79 – 75 Acceptable
4) Initiative/Motivation 13 Acceptable but needs
5) Communication Skills 8 C.2 74 – 60
Improvement
6) Relationship with Superiors 8 D 59 – 40 Inconsistent/Unacceptable
7) Relationship with Colleagues 8
8) Attendance 5 E 39 – 20 Below Standard
9) Punctuality 5
4. The space for REMARKS / COMMENT explains why the evaluatee deserves to get the
grade. Incidents of NCRs or Number of jobs/TARGETS wherein he missed the REQUIRED
NUMBER are some of the things that can be listed here as proof of good or failed
performance.
5. COMPUTATION:
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Printwell, Inc.
The sum of the weighted scores is a possible maximum of 100. The formula to calculate the score is the
following:
(Item Rating) / (Maximum Numeric Rating From Rating Model) x (Weight Distribution per Factor)
= Weighted Score
The Sum of the Weighted Scores per Factor is the TOTAL PERFORMANCE RATING OF THE
EVALUATEE.
(This portion is for HRMA)
MAX.
NUMERIC WEIGHT WEIGHTED
ITEM RATING DECIMAL DISTRIBUTION SCORE
FACTORS
RATING FROM SCORE
RATING
(%) (%)
MODEL
1) Job Knowledge 5 27
2) Quality of Work 5 13
3) Quantity of Work 5 13
4) Initiative/Motivation 5 13
5) Communication Skills 5 8
6) Relationship with Superiors 5 8
7) Relationship with Colleagues 5 8
8) Attendance 5 5
9) Punctuality 5 5
TOTAL PERFORMANCE RATING %
Evaluation begins hereinbelow: Scoring, 5 being the highest, 4, 3, 2, 1.
APTITUDE F A C T O R S REMARKS/COMMENTS SCORE

Job Knowledge (See Attached Form)
(Knowledge and abilities needed to accomplish specific
tasks.) Note: Please get the average of the Job Knowledge.
Quality of Work
(The extent of accuracy, completeness and orderliness of
job performed.)
Quantity of Work
(The amount of acceptable work accomplished, and the
ability to complete work within time schedule.)
Communication Skills
(The ability to express and communicate well with
superiors and peers.)
Initiative/Motivation
 Able to work with minimum supervision
 Makes sound judgment
Has initiative (proactive)
ATTITUDE F A C T O R S REMARKS/COMMENTS SCORE
Relationship with Superiors
(Can work well with his/her immediate superior/s towards
achieving department’s objectives.)
Relationship with Colleagues
(Extent of evaluatee’s cooperation with his co-workers.)
Attendance (c/o HRMA)
Punctuality (c/o HRMA)
DISCIPLINARY RECORDS (c/o HRMA): Incidents of Violations of Company Rules & Policies
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Printwell, Inc.
DATE
OFFENSE(S) COMMITTED SANCTION(S)
COMMITTED
DEMERIT (c/o HRMA):

Note: The evaluatee who has been imposed the penalty prescribed by company rules and
policies, within the period of evaluation, shall incur a corresponding deduction from the total
performance rating as shown in the table below:
DEMERIT
KARAMPATANG PARUSA
POINTS
Sinulat o Sinabing WARNING 2
3 – 6 DAYS SUSPENSION 4
15 DAYS SUSPENSION 6
25 DAYS SUSPENSION 8
NOTE: SEE ATTACHED EVALUATION FOR JOB KNOWLEDGE
--------------------------------------------------------------------------------------------------------------------------------------------
Name of Evaluator: _____________________ Position: ___________________
Department/Section: ____________________ Signature: __________________
Reviewed by: __________________ Signature: __________________

(Department Manager)
Approved by: _____________________ Signature: __________________

(Division Manager)
Noted by: HRMA, Manager Evaluatee’s Representative: __________________

(Print Name & Signature)
Page 3 of 3

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PERFORMANCE EVALUATION

Name: Date of Evaluation:

2. Evaluation Method shall be:

SCORE ADJECTIVAL RATING DESCRIPTION

WEIGHT (%) RATING SCORE DESCRIPTION

Evaluation begins hereinbelow: Scoring, 5 being the highest, 4, 3, 2, 1.

APTITUDE F A C T O R S REMARKS/COMMENTS SCORE

DEMERIT (c/o HRMA):

NOTE: SEE ATTACHED EVALUATION FOR JOB KNOWLEDGE

Name of Evaluator: ___ Position: _

Department/Section: __ Signature:

Reviewed by: Signature:

Approved by: ___ Signature:

Noted by: HRMA, Manager Evaluatee’s Representative: __________________

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