Strictly Confidential

PERFORMANCE APPRAISAL Code :

Name: Revision: :

Employee No: Date Joined: Appraisal Period: Revision date :

Department: Section
Position:
Date Appraised: Level
POINTS & SCORING INDICATOR

WEIGHTAGE
POINTS
BELOW SCORE MAX.
CHARACTERISTIC AND POOR
AVERAGE
SATISFACTORY GOOD EXCELLENT
POINTS SCORE
DEFINITIONS
1 2 3 4 5
Evaluate whether the person has sufficient job
JOB knowledge to do the job and perform it to 2 10
KNOWLEDGE expectations
Evaluate his/her ability to plan and propose for job
1 5
PLANNING AND procedures improvement.
ORGANISING Evaluate his/her ability to plan, organise and
execute the plan into operation 1 5

CONTROL OF Evaluate whether the staff is able to control his own

ACTIVITIES activities pertaining to the job. 1 5

Evaluate whether plans and objectives are

COMMUNICATIO communicated 1 5
N effectively among all and information relayed timely
and accurately
JUDGEMENT Evaluate his/her ability to judge and make effective
AND DECISION decisions when needed. 2 10
MAKING
Evaluate whether work completed on time and work
result is up to expectations. 1 5
QUALITY OF
WORK Evaluate job accuracy and no mistakes repeated . 1 5

Evaluate his/her attitude on holding responsibility

1 5
ACCEPTANCE OF and admit own mistakes.
RESPONSIBILITIE Evaluate his/her attitude on accepting assignment
S and accomplishments. 1 5

Evaluate his/her ability to solve his/her own problems

PROBLEM
pertaining to his job without the assistance of his 2 10
SOLVING
superior.
Evaluate the improvement which had increased
efectiveness and efficiency in the course of work. 1 5
IMPROVEMENT
Evaluate whether she/he aggresively try to acquire
more knowledge and techniques to accomplish job 1 5
or assignment.
Evaluate his/her ability as a team player and whether
he/she is able to function and perform effectively as 1 5
TEAMWORK a member of
the team.his/her attitude whether he/she is able to
Evaluate
keep good relationship with peers. 1 5

Evaluate whether he/she follows Company's Rules &

Regulations 1 5
COMPANY'S
RULES & Evaluate on tidiness of his/her workplace and does
REGULATIONS he/she obey safety rules and regulations and 5S 1 5
practices
Rating Range 100-89 (A), 88-69(B), 68-49(C), 48-29(D), 28 below (E) GRAND TOTAL 100
GENERAL COMMENTS: BY APRAISOR SIGN / CHOP BY APPRAISOR

GENERAL COMMENTS: BY SECTION /DEPAT. HEAD ( If Applicable)

APPROVAL BY SECT. / DEPT HEAD

ACTION REQUEST & COMMENTS BY SECT./ DEPT./ DIVISION HEAD FOR HR/ADMIN USE
Annual Increment
RATING :
Special Merit Increment
Employee is
Confirmation with salary adjustment
recommended for Amount Increased
Confirmation without salary adjustment
Extend probationary period months Employee's Signature

Please ( x ) where Bonus incentive, if available

appropriate. Others, pls specify.
To be returned latest by:
 STEPS IN APPRAISING EMPLOYEE'S PERFORMANCE
1) The 'Appraisor' should be the employee's Supervisor or his Immediate
Superior.

2) The Appraisor shall assess employee's assessment factors and tick the appropriate rating
according
to his performance/achievement during the apprisal period.

3) The Immediate Superior of the Appraisor who is the Section or Dept. Head may
disagree with the
Appraisor and give his rating points in the remarks column.

4) The Section/Dept. Head shall review the overall result of the appraisal with the Appraisor
and make
recommended actions for the employee being appraised.

5) The Appraisor or/and Section Head will carry out the appraisal interview with the employee
explaining
the `Strength' and `Weakness' from the assesment factor during the appraisal period and
point out the
areas that require further improvement for the following periods.

6) The form must be returned to the Human Resources /Admin Dept. by the date as specified
in the form
for in time computation and further action.

POINTS AND SCORING INDICATORS

RATING DEFINITIONS

EXCELLENT A 5 Consistently far exceed expected results, rarely achieve by

others.

GOOD B 4 Performance exceed the normal requirements of the postion on a

consistent basis.

SATISFACTORY C 3 Fulfill the normal performance requirements of the position in a

satisfactory manner.

BELOW D 2 Below average performance , do not meet job performance and not
always
AVERAGE satisfactory. Need much effort to improve in the specific area of
performance.

POOR E 1 Performance is inadequate and fails to meet even the minimum

requirements of
the position. ( NEED IMMEDIATE CORRECTIVE ACTIONS ).