Performance Appraisal Form

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PERFORMANCE APPRAISAL FORM

(Confidential)level Factors 1-6 for staff and operational staff: Factors 1-7 for middle management

NAME :

PERIOD OF APPRAISAL FROM:

POSITION:

TO:

Employee ID

DEPATRTMENT

DIVISION

COMPANY Main Job Responsibility

Rating

Points Given

Well above expectations 1

(A+)

Above expectations

2

(A)

Meets expectations

3

(B)

Below expectations

4

(C)

Well below expectations 5

(D)

I. Performance and Competence Appraisal (Put x in appropriate block) FACTOR

DESCRIOTION 1

1.Work Results

2. Job knowledge

1. Quantity - Job completion is being delivered in accordance to the set standard requirements. 2. Quantity - Accuracy of results and consistency of paying attention to details, inborn neatness, and the ability to correct errors without supervisors' advice. 1. Understands, knows how to implement until completion of process steps. Knows the standard required of the assignment and applies the knowledge to the assigned job's instructions. 2. understands job tasks/areas and other related responsibilities to the job. 3. Have the ability to learn and apply new learned techniques on the job and is quick on problem-solving.

3.Depandability /Reliability

1 Attendance to work with consistency, punctuality with full attention. Assessment is on the frequency of absenteeism, late for work and leave taking.

Form number: F-0005.03 Version: 0 Issued date: 28/10/09

Points Given 2 3 4

5

Avg.

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2. Needs minimum of supervision from superior. Reliable and having good judgment. 3. Follows up work result, being accountable and follows through the assigned job without close supervision.

FACTOR

DESCRIOTION 1

4. Diligence

1. Consistently hard working with enthusiasm when performing the job 2.Have interest in practice and being trained to achieve work efficiency. 3. Consistently put in all efforts, demonstrate with great care in working.

5. Work Attitudes

1. Complies with rule and regulations of the company. 2. Feels responsible and has team spirit for the group, is dedicated to own work and an organization, does not create chaos or misbehave. 3. Works well with others, bears a great deal of involvement and participation, gets along well with superiors, peers and subordinates, is helpful and is well accepted by everyone. Does not ignore other related work, extends good co-operation and being helpful to peers. Shows flexibility to cope up with work requirements, e.g. overtime work. 4. Be collaborative with the superior and does according to what has been passed down without refusing or avoiding to follow the instruction which may cause damage to the work. 5. Forthcoming, participated in training programs. 6. ISO knowledge and compliance with procedures involement in internal audit


Points Given 2 3 4

5

Avg.

2

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6. Individual Qualities and Attitudes

1. Creativity- ability to create, have initiative and is constructive. 2. Innovation-the ability to add value and development to the job, improve work methods to be simple, productive and effective. *3. Contribution- participate and contribute to company activities e.g. CKT, Safety, Year End, etc. 4. Emotion control- be able to stay calm under pressure and divers circumstances and can handle very well problems, always comes up with best solutions.

* 1 activities 2 3 4 5

- Leader/ Co-coordinator/Facilitator in more than 1 -

Leader/ Co-coordinator/Facilitator in 1 activity Actively participate/ Co-ordinate Participate/ Co-ordinate Less participate / Co-ordinate

MIDDLE MANAGEMENT LEVELS FACTOR 7.Manageri al Skills

DESCRIOTION 1 Supervision-the ability to supervise, direct, guide and coach subordinates to the right direction. 2 Planning- the ability to effectively plan and organize. 3 Training – the ability to train subordinates conducts effective meetings and gives guidance and mentoring to subordinates. 4 Leadership – the ability to influence the subordinates to a greater sense of participation, be a role model and motivates high morale, encourages positive thinking among subordinates in order to create a great team work.


1

Points Given 2 3 4

5

Avg.

3

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5 work delegation – the ability to correctly assign tasks to subordinates, put the right man to the right job. 6 Problem solving and decision making: considers the soundness of recommendations, assesses thoroughly implications and impacts before taking action. Generally takes correct decision.

Average Rating

State your justification if the appraisal rating is ( 1 ) or ( 5 )

II Suggestions on performance improvement 1. Strength

2. Weaknesses to be improved

3. Training / Development needed

4. Others

III Possible short / long term development


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1. Employee’s own wishes about his/her future career over the next few years.

2. Possible job options, development/training needs

3. Others

Appraiser’s name

Employee’s comments

Signature Date Appraiser’s Superior

Signature Date


Employee’s signature Date

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PERFORMANCE APPRAISAL GUIDELINE PURPOSE 1. To provide a summary of information necessary to evaluate the individual's current work performance

against performance standards and job expectations. 2. To provide management information that will be used in decisions concerning administering appropriate

award system and change in employee's job status. 3. Provide a frame work for identifying the strengths and weaknesses of employees, goals setting as well as

on the development of subordinates.

PROCEDURES 1. Review the employee's work performance over the whole assessment period; do not put undue weight

on first impressions, isolated incidents or recent performance. 2. Do not allow one single positive or negative factor to influence the general appraisal. 3. Rate the employee's performance against job-related criteria and performance standards. APPRAISAL RATING SCALE

A+ Well above expectations

Excellent

A

Above expectations

Good

B

Meets expectations

Average

C

Below expectations

Below average

D

Well below expectations

Poor


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PERFORMANCE APPRAISAL CONFIDENTIAL

APPRAISAL DISCUSSION: 1.

The appraisal should be an open and frank discussion. Tact and openness are necessary if one is to avoid the

appraisee adopting a defensive attitude. Pitfalls to avoid during discussion are: (a) Allowing a single negative/positive characteristic to influence the general appraisal. (b) Attributing one’s own qualities and motives to others. (c) Appraising based on a stereotype or preconception. 2

Important points to note: (a) It is better to begin with strong points before discussing weak points. (b) Listen to what he/she has to say and always give the appraisee the opportunity to respond to your assessment. (c) Make clear mutual agreements and have them recorded. APPRAISAL RATING SCALE

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Use the following 5-point rating scale to appraise the employee 5 8 7 6 5 4 3 2

Outstanding performance in all aspects Consistently exceeds all requirements Meets and exceeds most requirements Meets and exceeds some requirements Meets all requirements Meets most requirements Meets some requirements Does not meet requirements


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Add up the same points attained for all the appraisal factors vertically and place the sum in the corresponding “Sub-total” colum (a) (b) Add all the sums in the Sub-total column horizontally for the Grand Total.


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ANCE APPRAISAL GUIDELINE PURPOSE

be used in decisions concerning administering appropriate

gths and weaknesses of employees, goals setting as well as

PROCEDURES

PPRAISAL RATING SCALE


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ORMANCE APPRAISAL CONFIDENTIAL

APPRAISAL DISCUSSION:

ude. Pitfalls to avoid during discussion are:

PPRAISAL RATING SCALE


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raisal factors vertically and place the sum in the corresponding “Sub-total” column.


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Performance Appraisal Form

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