Performance Review Form

Name Position

Reviewer's Reviewer's Position

Name
Time in Review Period
Current
Date Job Overall Rating:

Part 1: Key Performance Indicators

Directions:
1. In the KPI column, list down objectives previously set. Follow the SMART format - Specific, Measurable, Achievable, Realistic, Time-bound.
2. In the comments column, answer the question: "to what degree has the KPI been achieved?" Give specific examples.

3. In the rating column, use the following:

1 Significantly exceeds expectations, results much higher than target
2 Consistently meets & sometimes exceeds expectations, results higher than target
3 Consistently meets expectations, results on par with target
4 Inconsistently meet expectations, results lower than target
5 Does not meet expectations, results significantly lower than target
4. Discuss each KPI and agree on the rating.

KPI / Accomplishment Comments (Self) Rating Comments (Department Head) Rating

Work Quality
The extent to which work is completed, with all details covered
and free from errors or omissions

Productivity
The volume of work produced in relation to the amount of
work requiring completion.

Adaptability
The extent to which the the employee effectively
performs with brief instructions without further explanations.

Overall Skill Set

Demonstrates appropriate level of knowledge and skills for the
position. Actively seeks to improve knowledge and skills.

Expertise
Demonstrates the knowledge and skills that are needed to
perform the job.

Overall KPI Rating

Part 2: Core Competencies

Directions:
1. Competencies are defined as the ability, skill, & knowledge needed for success on the job.

2. In the comments column, answer the question: "to what degree is the competency exhibited?" Give specific examples.

3. In the rating column, use the following:

1 Significantly exceeds expectations, results much higher than target
2 Consistently meets & sometimes exceeds expectations, results higher than target
3 Consistently meets expectations, results on par with target
4 Inconsistently meet expectations, results lower than target
5 Does not meet expectations, results significantly lower than target
4. Discuss each competency and agree on the rating.

Competencies Comments (Self) Rating Comments (Department Hed) Rating

Team Spirit
Works cooperatively with others to achieve the overall targets
Team Spirit
Works cooperatively with others to achieve the overall targets

Accountability and responsibility

Follow through on professional commitments (including
attendance and punctuality) and takes personal ownership of
one’s work.

Communication
Proactively shares information. Effectively communicates both
verbally and in writing. Demonstrates effective listening skills.
Handles confidential information appropriately.

Integrity
Honest with others and does what is right without exception.

Creativity
Ability to generate or recognize ideas, alternatives, or
possibilities that may be useful in solving problems,
communicating with others.

Work Ethic
Exhibits high standards. Initiates doing his/her job
responsibilities, never waits to be asked.

Overall Competency Rating

Part 3: Development Needs

Identify 1 to 3 development needs / priorities. These should clearly identify the key strengths that should be further developed or any gaps in behaviors, skills or attributes needed to ensure
success on the job. Strengths to Leverage Areas to Develop
1 1
2 2
3 3

Part 4: Individual Development Plan

Motivations (List 3 things that stimulate your desire and energy to be continually interested in and committed to your job)
1
2
3
Short Term Career Goal (1 to 2 years)
Area of Interest / Title
FINAL REMARKS:

I certify that I have had a progress review & discussed my performance with my manager. I certify that the employee's progress has been reviewed with the employee.

Employee's Signature Over Printed Name Reviewer's Signature Over Printed Name
INSTRUCTIONS
PART I - Key Performance Indicators
Department: Heads to discuss with employee the goals expected from him/her for his/ her probationary period and

EMPLOYEE: Specify in detail personal KPI (Key Performance Indicator) which are employee's your tasks at the time
This is where your will measure your performance (but not limited to) based on timeliness, quality of output and attitu

*Please remember to be specific and transparent on each tasks, whether what is expected of your post or not (out o
highlight any exemplary task/ idea.
BOTH: Provide Employee's achievements for every goal previously agreed upon. Indicate critical incident/s or miles

PART II - CORE COMPETENCIES

Identify employee's proficiency level (prerequisite, demonstrated competence, or strength) and support rating by pro

DEVELOPMENT AREAS/
Development MOTIVATIONS
activities are areas where you are currently good at, pertaining to the tasks that you stated in you KPI
particular. Where as for the Areas to Develop are same, may be related to what you currently do - may not be your w
future setbacks.
Motivations - additional help that may be provided. Ex. Training, regular meetings, regular feedbacks.

OVERALL RATING / EVALUATION

DEPARTMENT: Indicate if Employee is recommended for regularization / termination, training or extension of proba
Immediate Head (if applicable) discusses the overall evaluation/rating with the employee.
 / her probationary period and areas for evaluation

mployee's your tasks at the time of your evaluation.

ess, quality of output and attitude towards the task.

cted of your post or not (out of initiative) in order for your manager/account to further help you in any challenge or

cate critical incident/s or milestones for every achievement.

ngth) and support rating by providing critical incidents or milestones.

sks that you stated in you KPI which can still be improved provided additional assistance from anyone or anything in
urrently do - may not be your weaknesses considered but areas where you think you NEED to focus in order to avoid
ular feedbacks.

training or extension of probatinary period. Indicate reasons and attachments, as necessary

MANAGER'S 360 FEEDBACK FORM
Department Head's
Name
Reviewer's
Name
Time in
Current
Date Job

Direction:
1 You've been asked to provide employee feedback in this 360-degree survey for your department head

2 Below are some key leadership principles that apply to the employee's development. Rest assured that all feedback is co

3 Please respond to the following questions by placing a checkmark in the answer box. See below for the equivalent rating
4 In rating column, use the following:
1 Significantly exceeds expectations, results much higher than target
2 Consistently meets & sometimes exceeds expectations, results higher than target
3 Consistently meets expectations, results on par with target
4 Inconsistently meet expectations, results lower than target
5 Does not meet expectations, results significantly lower than target

MANAGER'S KEY PRINCIPLES

LEADERSHIP
1 Does the employee provide solutions to difficult customer problems?
2 Is the employee demonstrating leadership on a daily basis?
3 Is the manager responsive to their team’s needs and questions?
4 Does the employee bring ideas to the table when problem-solving?
5 Does the employee supervise work to an effective level?

A What is the 1 subject that your department head can improve in this area?

B What is the 1 subject that your department head does well in this area?

COMMUNICATION
1 Does this employee listen well to others’ suggestions?
2 Does the employee communicate effectively with customers/managers/peers?
3 Does the employee speak in a clear and concise way?
4 Does the employee effectively communicate their ideas to others?
5 Does the employee create opportunities for discussion and dialogue?

A What is the 1 subject that your department head can improve in this area?

B What is the 1 subject that your department head does well in this area?

INTERPERSONAL SKILLS
1 Does the employee collaborate with others effectively in a team?
2 Does this employee show respect to others in their team?
3 Does this employee work well with others on tasks?
4 Does the employee regularly have conflict with others?
5 Is this employee someone that other staff will turn to for advice?

A What is the 1 subject that your department head can improve in this area?

B What is the 1 subject that your department head does well in this area?

PROBLEM SOLVING
1 Does the employee suggest useful solutions to a problem?
2 Does the employee provide creative solutions to problems?
3 Does the employee understand the impacts and dependencies of a problem?
4 Is the employee effective at evaluating a problem?
Does the employee effectively communicate the problem to others and bring them on
the upper management?
5

A What is the 1 subject that your department head can improve in this area?

B What is the 1 subject that your department head does well in this area?

ORGANIZATIONAL ALIGNMENT
Is the employee showing engagement with the organisation goals?
 Does the employee know about the organisation’s strategic vision?
Is the employee showing engagement with the organisation goals?
Does the employee discuss the company in meetings?
Does the employee actively feedback about organisation ideas or activities?

A What is the 1 subject that your department head can improve in this area?

B What is the 1 subject that your department head does well in this area?

EFFICIENCY AND EFFECTIVENESS

Does the employee complete their tasks effectively?
Does the employee create a sense of collaboration when working with others?
Does the employee provide high standards in their work?
Does the employee exceed expectations with their work?
Does the employee improve processes to make them more effective?

A What is the 1 subject that your department head can improve in this area?

B What is the 1 subject that your department head does well in this area?

OVERALL RATING
FINAL REMARKS:

Employee's Signature Over Printed Name

INSTRUCTION:

1 All rank and file employees under certain department shall answer the 360 degree feedback form.
2 All employees must rate their supervisor and/or department head, you may answer this feedback f
3 Once finished, please send the accomplished form at hrdo@lyceumalabang.edu.ph with the subjec
EXAMPLE: 360 FF - JUAN DELA CRUZ - TREASURY OFFICE - SANTOS
 Position

Reviewer's Position

Review Period
Overall Rating

tment head

assured that all feedback is confidential.

elow for the equivalent rating.

1 2 3 4 5

RATE
RATE

RATE

RATE
 RATE

RATE

VERALL RATING

e 360 degree feedback form.

ou may answer this feedback form without the supervision of the latter.
abang.edu.ph with the subject (360 FF - EMPLOYEE'S NAME - DEPARTMENT - SURNAME OF HEAD)