The Performance Management Form is a crucial HR document used in Philippine organizations to facilitate structured employee evaluations in accordance with DOLE guidelines and local labor laws. This document is typically implemented during regular performance review cycles (annual, semi-annual, or quarterly) and serves as an official record of employee assessment. It captures key performance indicators, competency evaluations, achievement metrics, and development plans while ensuring compliance with Philippine data privacy laws and employment regulations. The form is designed to support fair and objective evaluation processes, promote transparent communication between employees and supervisors, and document performance-related decisions that may impact employment terms or compensation.
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1. Employee Information: Basic details including employee name, ID, position, department, and review period
2. Performance Objectives: Clear listing of key performance indicators (KPIs) and goals set for the evaluation period
3. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role
4. Achievement of Targets: Quantitative and qualitative assessment of goal completion and target achievement
5. Rating Scale Guide: Explanation of the rating system used (typically 1-5 or equivalent)
6. Performance Comments: Detailed feedback on employee's performance, including specific examples
7. Development Plan: Action items and development goals for the next period
8. Acknowledgment and Signatures: Space for employee and evaluator signatures, dates, and comments
1. Peer Review Section: Additional feedback from colleagues and team members, used when 360-degree feedback is implemented
2. Project-Specific Evaluation: Detailed assessment of specific projects, used for project-based roles
3. Technical Skills Assessment: Detailed evaluation of technical competencies, particularly relevant for technical positions
4. Leadership Competencies: Assessment of leadership capabilities, included for management positions
5. Client/Customer Feedback: Incorporation of client or customer feedback, relevant for customer-facing roles
6. Performance Improvement Plan: Detailed improvement requirements and timeline, included when performance falls below expectations
1. Appendix A: Rating Scale Definitions: Detailed descriptions of each rating level and corresponding performance indicators
2. Appendix B: Core Competency Framework: Detailed breakdown of core competencies and their behavioral indicators
3. Appendix C: KPI Calculation Methods: Explanation of how different KPIs are measured and calculated
4. Appendix D: Development Resources: List of available training programs, courses, and development resources
5. Appendix E: Performance Review Timeline: Annual schedule of review periods, submission deadlines, and feedback sessions
Authors
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Information Technology
Manufacturing
Retail
Healthcare
Education
Business Process Outsourcing
Construction
Hospitality
Public Sector
Telecommunications
Professional Services
Energy and Utilities
Transportation and Logistics
Relevant Teams
Human Resources
People Operations
Learning and Development
Talent Management
Employee Relations
Organizational Development
Performance Management
HR Operations
HR Administration
Personnel Management
Relevant Roles
HR Manager
HR Director
HR Business Partner
Performance Management Specialist
Talent Development Manager
Department Manager
Team Leader
Supervisor
Division Head
Chief Human Resources Officer
Training and Development Manager
Compensation and Benefits Manager
Employee Relations Manager
HR Operations Manager
Organizational Development Specialist
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