This Employee Performance Evaluation document is essential for organizations operating in the Philippines to conduct structured and legally compliant performance assessments. It is designed in accordance with the Labor Code of the Philippines and relevant DOLE guidelines, incorporating best practices in performance management while meeting local regulatory requirements. The document should be used during formal performance review periods, typically conducted annually or semi-annually, to evaluate employee performance against predetermined criteria, set goals, and plan development activities. It includes sections for objective performance assessment, competency evaluation, and development planning, serving as both a performance record and a tool for career development discussions. The document is particularly important for maintaining transparent evaluation processes and supporting employment-related decisions while ensuring compliance with Philippine employment laws and data privacy requirements.
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1. Employee Information: Basic details including employee name, position, department, employee ID, and length of service
2. Evaluation Period: Specific timeframe covered by the evaluation, including start and end dates
3. Performance Criteria: Key performance indicators (KPIs), job-specific competencies, and behavioral standards being evaluated
4. Rating Scale: Definition and explanation of the rating system used for evaluation
5. Performance Assessment: Detailed evaluation of each performance criterion with corresponding ratings and justifications
6. Overall Performance Rating: Summary of performance scores and final rating calculation
7. Development Plan: Identified areas for improvement and specific action plans for development
8. Acknowledgment and Signatures: Space for signatures of the evaluator, employee, and reviewing authority, with dates
1. Self-Assessment Section: Optional section for employee's self-evaluation, used when organization implements a 360-degree feedback system
2. Project-Specific Achievements: Additional section for detailed project outcomes, used for employees involved in specific projects during the evaluation period
3. Peer Review Summary: Section for incorporating peer feedback, used in organizations with peer review systems
4. Training Record: Summary of training and development activities completed during the evaluation period, used when training is a significant component of performance evaluation
5. Previous Goals Review: Review of goals set in previous evaluation period, used for continuous evaluation cycles
1. Schedule A: Performance Metrics Framework: Detailed breakdown of performance indicators, measurement criteria, and weightage for different job aspects
2. Schedule B: Competency Matrix: Detailed description of required competencies and proficiency levels for the position
3. Schedule C: Development Resources: List of available training programs, mentoring opportunities, and development resources
4. Appendix 1: Rating Guidelines: Comprehensive guidelines for evaluators on how to apply ratings consistently
5. Appendix 2: Performance Improvement Plan Template: Standard template for documenting specific improvement actions when needed
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Information Technology
Manufacturing
Retail
Healthcare
Education
Business Process Outsourcing
Government and Public Sector
Telecommunications
Construction
Hospitality
Professional Services
Mining and Resources
Agriculture
Transportation and Logistics
Relevant Teams
Human Resources
Performance Management
Learning and Development
Employee Relations
Talent Management
Operations
Management
Administration
Corporate Services
Personnel Development
Relevant Roles
Human Resources Manager
HR Business Partner
Performance Management Specialist
Department Manager
Team Leader
Supervisor
Division Head
Chief Human Resources Officer
Training and Development Manager
Talent Management Director
Operations Manager
Line Manager
Section Head
Unit Manager
Employee Relations Manager
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