PERFORMANCE EVALUATION FORM

Managerial | Supervisory
Page 1 of 4

Name: Period Under Review

First Name Middle Name Last Name From: To:
Position Title: Evaluated by:
Department:

Date Hired: (Immediate Superior) (Next Level Superior)

Signature Over Printed Name Signature Over Printed Name

Reason for Evaluation: Regularization Promotion

Salary Review Transfer
Annual Performance Review Others, please specify:

I. APPRAISAL OF PERFORMANCE
In the spaces provided in the succeeding tables below, appraise the officer’s performance by indicating your rating for each
factors in A, B, C using the following:

Performance Description Interpretation Ranges

Exceeds far beyond targets Outstanding 4.1 - 5
Exceeds targets Very Satisfactory 3.1 - 4
Meets targets Satisfactory 2.1 - 3
Needs Improvement Needs Improvement 1.1 - 2
Fails considerably Poor 1 - below

JOB EXPECTATIONS (60%)

Instructions:
In the KRA column, document the appraisee's Key Result Areas for the period covered.
In the KPI column, document measures on how to achieve targets
The Actual Results column is to be accomplished only during the Performance Evaluation
​ efore​ start of performance period
To be filled in b To be filled up ​during​ evaluation
KRA KPI Actual Results Rating

Total:
Average Score:

BALANCE SCORECARD (30%) Rating

 PERFORMANCE EVALUATION FORM
Managerial | Supervisory
Page 2 of 4
FINANCIAL
Are you making money?
Are you saving money?
Are your shareholders happy?

CUSTOMER
Are you winning new business?
How about keeping your existing customers happy?
How are you viewed in your industry compared to your competitors?

INTERNAL BUSINESS PROCESSES

Are you reducing waste, speeding things up, and doing more with less.
Are there unneeded obstacles standing between new ideas and execution?
How quickly can you adapt to changing business conditions?

LEARNING & GROWTH

Are your staff aware of the latest industry trends? Is it easy for your staff to collaborate and
share knowledge, or is your company a mess of tangled bureaucracy? Does everyone have
access to training and continuing education opportunities?

Total:
Average Score:

C. LEADERSHIP SKILLS (10%)

LEADERSHIP
Serves and is looked upon as a role model
Encourages initiative among his/her
subordinates
Commands respect from both his/peers and
subordinates
Commands discipline from his/her
subordinates
Commands discipline from his/her
subordinates
Gladly followed and obeyed by his/her
subordinates
Sets an example in relation to company
policies, rules and regulations
STAFF DEVELOPMENT
Active in coaching, mentoring, correcting, and
encouraging his/her subordinates
Sensitive to the development needs of his/her
subordinates
Good knowledge and understanding of his/her
subordinates' job descriptions duties and
responsibilities.
Makes appropriate recommendations to proper
authorities regarding his/her subordinates (e.g.,
promotions, commendations, training, etc.)

Total: Average: Total: Average:

II. APPRAISAL QUALIFICATIONS

Based on personal observation and experience of the employee's work habits and practices determine his/her strengths,
development needs potentials, fitness in his/her current job and career goals. Use the spaces provided below.

A. Major Strengths: (Consider the sum total of all positive and personal factors and their effect on his/her work,
fellow workers, supervisor and others. Consider also his judgment in making decisions, adaptability, loyalty, interest in
having achievements, etc.)

B. Development Needs: (Include specific suggestions on how improvement/s in relation to job suitability may be
achieved).
 PERFORMANCE EVALUATION FORM
Managerial | Supervisory
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III. REVIEW AND DISCUSSION

I have reviewed this document and have discussed the contents with my supervisor/head. My signature means that I have
been advised of my performance status and does not necessarily imply that I agree with the evaluation.

Employee’s Signature Over Printed Name

IV. REMARKS AND RECOMMENDATIONS
Check the appropriate areas that apply to the employee being evaluated.
1. Additional Remarks
Employee is properly placed, progressing satisfactorily and still has room to grow in his/her present job.
Employee has mastered most of his/her present job and should be ready to assume additional or greater
responsibility/ies in the near future.
Employee has completely mastered his/her job and should be promoted as soon as possible.
Employee's potentials are limited to his/her current position.
2. Recommendations
Advance to permanent status Discharge/ Dismiss/ Terminate
Consider to transfer to another department Grant wage increase when due
Consider to transfer to another position Deny wage increase
Consider for promotion Others:
3. From the date hired to the present, the employee’s performance seems to be:
Improving Stationary Deteriorating
4. In contrast to the previous performance appraisal, the employee’s performance seems to be:
Improving Stationary Deteriorating
5. General Comments

Department Head
(Signature Over Printed Name and Date)
6. HRAD’s Recommendations

HRAD Manager
(Signature Over Printed Name and Date)
 PERFORMANCE EVALUATION FORM
Managerial | Supervisory
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V. PROCEDURE FOR SCORING
EXAMPLE
Get the Average of A. Results of each KRA rating (3.5+4.2+4+2.9+3.5) / 5 = ​3.62
Multiply the average by 0.60. That is the ​x 0.60
score of area A. ​A = 2.17
Get the Average of B (Four Pillars). Results of each factor rating (4.4+3.5+3+5) / 4 = ​3.97
Multiply result by 0.30. ​x 0.30
​B = 1.19
Find the Average of B (Leadership) Result of each factor rating (3+4+3.1+3.8+4+2.9+5) / 7 = ​3.69
Find the Average of B (Staff Result of each factor rating (4+3+5+3) / 4 = ​3.75
Development) = ​7.44
Compute the average of B by adding ​ = /2
average of Leadership and Staff = 3.72
Development divided by 2. = ​x 0.10
Multiply result by 0.10 C = 1.08
Add results of A, B, and C. That is the A + B + C = Final Performance Rating (2.17+1.19+1.08) = ​4.44
Final Performance Rating.

AREA UNDER EVALUATION PERFORMANCE RATING

Job Expectations (60%)
Balance Scorecard (30%)
Leadership Skills (10%)
Leadership
Staff Development
OVERALL RATING
INTERPRETATION

I have reviewed this document and have discussed the contents with my supervisor/head. My signature means that I have
been advised of my target deliverables (KPI) and I have committed in reaching my target performance. I also understand
and accept that above ratings will create a great impact in the status of my job functions which may result to any
necessary action by management.
Printed Name & Signature: ___________________________________
Designation: _______________________ Date: __________________