EMPLOYEE PERFORMANCE REVIEW FORM

Name of Employee: Name of Evaluator:

Position: Position:

Department: Date of Evaluation:

Employment Status: ( ) Regular ( ) Probationary ( ) Contractual

Frequency of Rating: ( ) Quarterly ( ) Bi-Annual

5 – Excellent Consistently superior to standards or expectations

4 – Very Good Often exceeds standards or expectations
3 – Average Meets standards or expectations
2 – Satisfactory Sometimes falls below the standards or expectations
1 – Poor Noticeably below the standards or expectations
General Instruction: Encircle the appropriate points corresponding to your assessment of the
person under evaluation based on the following criteria. The evaluation will be treated with utmost
confidentiality.

ATTITUDINAL FACTORS (75%)

KNOWLEDGE OF THE JOB (35%)
a. Job Knowledge. An extent of the employee to know and understand the nature and details of the job.
1 Insufficient knowledge about aspects of the job and company’s business philosophy.
2 Minimum knowledge of the job and insufficient knowledge in related work.
3 Adequate knowledge of the job and related work. Normally able to get potent facts in analyzing a
problem and weighs facts to arrive at correct solutions.
4 Good and broad knowledge about aspects of the job and sufficient knowledge. Solutions to
problems are almost reliable. Secures pertinent facts, weighs them and presents solutions
convincingly in proper sequence.
5 Very well informed about aspects of the job and other related work. Has outstanding ability to
break down a problem, pick out the facts and arrive at a very sound and logical solutions.

b. Quality of Work. The constant accuracy, neatness, completeness and the exercise of good judgment
applied to achieve best results at the least time, cost and effort.

1 Quality not acceptable. A mistake frequent occurs.

2 Quality of work sometimes meets minimum standards, makes several errors but corrects them.
3 Quality of work always meets minimum standards.
4 Quality of work above average, few errors.
5 Work has high degree of accuracy and neatness.

c. Quantity of Work. The volume of work accomplished within specified time required.

1 Does not meet the time frame requirements.

2 Sometimes failed to submit report on appropriate time.
3 Normally has the habit of rushing on the committed deadlines.
4 Adequately complete tasks in the specified timeframe.
5 Accomplishes assigned tasks ahead of time.

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d. Aptitude and Adaptability. It is the ability of the employee to learn new methods and detailed work
related to his/her job. It is the general fitness to the job.

1 Shows lack of interest to learn and adapt to developments. Hardly follows instructions and repels
changes.
2 Somewhat slow to learn, requires frequent instructions, finds difficulty adjusting himself to the
new job.
3 Normally able to adjust to new work after careful instructions.

4 Readily adjustable to new work with brief instructions and welcomes changes.
5 Exceptional and unusual keenness of perception; grasps new work quickly and easily anticipates
development.

e. Dependability. Is the ability of an employee to carry out instructions. Can depend on the employee in
his full share of responsibility.

1 Unreliable; avoids responsibility.

2 Sometimes reliable but requires a good degree of supervision to complete his work.
3 Trustworthy and reliable but requires a good degree of supervision to complete his work.
4 More dependable than average; assigned tasks is usually completed with little supervision and
follow-up.
5 Completely reliable. Needs no follow-up or supervision. Completes job on time even under
pressure.

f. Creativity. The extent of an employee to be creative and bold enough to suggest innovative ideas.

1 Does not suggest creative ideas in improving job responsibility.

2 Seldom suggest creative ideas; ideas do not meet minimum standards.
3 Sometimes suggest creative ideas; ideas meet minimum standards.
4 Often suggests creative ideas; ideas meet minimum standards.
5 Continually suggests creative ideas; ideas exceeds standards.

g. Initiative. The extent of the employee to originate constructive ideas, adopt improved methods in his
work.

1 Usually waits to be told exactly what to do, has to be led and does only what is required of him.
2 Accepts additional work but only upon prodding.
3 Does regular work normally without waiting to be told; seldom makes suggestion.
4 Does work without waiting for direction. Often alert to opportunities for improvement of work.
5 Does work independently without specific instructions in an assertive, self-confident manner and
always adopt improved methods in his work.

ATTITUDE TOWARDS JOB (20%)

a. Job Attitude. It is the manner how the employee feels about his job; interest in his work and accepting
instructions.

1 Shows no interest in his work; has no regard for his job.

2 Lack of interest in his work; has very low regard for his job.
3 Shows normal interest in his work - all that is ordinarily expected of him.
4 Shows marked interest in his work and pride in his job.
5 Extraordinarily and exceptionally enthusiastic about his job; shows high regard for it.

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b. Ability to get along with others. Describes relations with fellow employees and inspire confidence
within.

1 Does not work well with co-employees and superiors. Occasionally rude, fails to inspire trusts and
confidence.
2 Inclined to be quarrelsome; surly and touchy. Tends to get impatient.
3 Normally tactful and obliging. Rather shy and placid.
4 Fits easily into the group. Liked by co-employees and superiors. Unlikely to cause complaint.
5 Outstanding and a strong force for morale in the office and work site. Well liked by co-employees
and superiors. Inspires trust and confidence.

c. Cooperation. The ability to maintain harmonious relationships with other within the organization
towards the overall organizational efficiency.

1 Disagreeable; grumbles when assigned work; complies with much hesitation; not well liked by
associates.
2 Hesitant to follow orders; slow to help others.
3 Usually courteous, complies with orders willingly; well liked by associates.
4 Always courteous and complies with orders willingly; well liked by associates.
5 Very courteous, does everything to help the department and other employees; very well liked by
associates.

d. Industry. The employee's conscientious attitude in his work.

1 Lazy and indifferent; does very little work.

2 Occasionally industrious. Sometimes not attentive to his work.
3 Normally industrious. Generally attentive to his work.
4 Very good worker. Diligent in the performance of his duties.
5 Extraordinarily and exceptionally hardworking and industrious; very energetic and conscientious.

SKILLS RELATED WITH JOB (5%)

a. Communication

1 Poor communicator and listener.

2 Cannot communicate with others.
3 Normally able to communicate with others.
4 Very good communicator and listener.
5 Exceptionally good communicator and listener.

JOB HABITS (15%)

a. Punctuality and Attendance. The attitude of the employee in reporting for work. Is he regular and
punctual in his attendance and does he often go out for no reason.

1 Has more than 2 unauthorized absences and tardiness of more than 5 times in every given
month.
2 Has committed an unauthorized absence and tardiness of not more than 5 times in every given
month.
3 No unauthorized absences. Tardiness of not more than 3 times in every given month.
4 No unauthorized absences and tardiness.
5 Consistently no absences of any kind and no tardiness.

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b. Housekeeping and Safety. The employee's habit of maintaining good housekeeping and exercises
good safety measures in his work.

1 Untidy work area. Poor safety habits.

2 Not very particular in cleanliness or work area. Safety habits unsatisfactory but tries to correct it.
3 Work area reasonably clean; exercises adequate safety measures.
4 Work area is always very clean; knows safety responsibility as an employee and exercises them.
5 Very high standard of cleanliness and orderliness in work area and materials handled; safety
conscious.

c. Cost Consciousness. Employee's attitude towards losses in company materials, time and resources.

1 Not concern at all.

2 Tends to be wasteful at all times.
3 Little concern for company losses.
4 Makes extra effort to conserve and avoid waste.
5 Very cost conscious. Makes frequent suggestions about reduction and losses.

EMPLOYEE POTENTIAL (25%)

a. Planning and Organizing. The employee determination in attaining the objectives related to his work
as well as the allocation of resources to achieve goals.

1 Cannot plan or organize own work. Allows things to run its course.
2 Encounters difficulties in planning and organizing.
3 Organizational ability adequate for present work. Normally delegates and checks work assigned.
4 Organizes his work well. Delegates properly and follow up work assigned.
5 Plans job exceptionally well. Delegates intelligently and always see that approved plans and
instructions are properly carried out.

b. Leadership. The potential of an employee in soliciting co-employees cooperation as well with thorough
guide in the attainment of an objective.

1 Fails to command confidence.

2 Leadership qualities quite inadequate. Finds difficulty in obtaining employees cooperation.
3 Leadership qualities adequate to meet present assignment. Ordinarily has no difficulty getting
cooperation.
4 Very good leader. Accepted by peers and easily gets cooperation.
5 Outstanding leader. Accepted by peers and easily gets cooperation.

c. Decision-Making. The ability to provide and carry out steps towards the solution of departmental
problems.

1 Lacks decision making skills. Cannot even decide on simple matters.

2 Tends to be impulsive and too procrastinating in his decisions. Does not know the importance of
timing.
3 Seek necessary, relevant facts before making decision. Knows the importance of timing. Normally
good decision maker.
4 Can anticipate problems before they emerge. A very good decision maker.
5 Exceptionally good in his decision. Knows the proper balance of corporate, divisional,
departmental and sectional needs.

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d. Judgment. The extent of an employee to grasps the significance of the situation rounds him and draws
conclusions or use of common sense instantly.

1 Fails to consider facts; always make errors in judgment. Lack of self-confidence.

2 Consider facts but makes errors in judgment that the average employee avoids.
3 Has respect for facts, generally thinks rationally. Normal under all circumstances.
4 Better than average in judgment, considers all factors pertinent to problems. More reliable than
an average employee.
5 Consistently makes mature and sound decision. Exercises excellent judgment at all times.

e. Prudent and Tact. The ability to exercise prudence and discretion in dealing with or in the use of
personal and confidential information concerning duties.

1 Cannot be trusted to be prudent and tactful in dealing with general and confident information.
2 Sometimes has the tendency to be prudent and tactful.
3 Occasionally prudent and tactful. Has to be told to protect personal and confidential information.
4 Often prudent and tactful in dealing with personal and confidential information.
5 Can always be trusted to be prudent and tactful on protecting personal and confidential details.

EMPLOYEES GENERAL LEVEL OF PERFORMANCE

What is your over-all assessment of the employee’s general level of performance?

RATING
( ) Poor Performance
( ) Performance needs improvement Attitudinal Factors _______
( ) Competent Performance Employee Potential _______
( ) Highly Satisfactory
( ) Excellent Performance TOTAL: _______

GENERAL ACTION PLAN

This section shall include the recommendation of the evaluator in comparison with the different areas of
the employee's job and possible career within the organization.

Recommendation and Comments of the Immediate Superior

Is the employee in the right position? Yes ( ) No ( )

Why?
____________________________________________________________________________________
________________
____________________________________________________________________________________
_____________________

Does he still have room for growth in this present job? Yes ( ) No ( )
Why?
____________________________________________________________________________________
________________
____________________________________________________________________________________
_____________________

Does he exhibit greater talents and abilities than job requires? Yes ( ) No ( )
Why?
____________________________________________________________________________________
________________
____________________________________________________________________________________
_____________________

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CERTIFICATES AND SIGNATURE
This is to certify that the content of this Employee Performance Review & Rating had been properly
discussed and agreed upon.

_________________________________ _______________________________
Employee’s signature above printed name Rater’s signature above printed name

______________ ______________ _______________ ____________

Position Date Position Date

RECOMMENDED ACTION
( ) For Regularization
( ) Extension of Contract
( ) Promotion/Transfer
( ) Termination
( ) Others (please specify)