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Republic of the Philippines Province of Bataan MUNICIPALITY OF LIMAY PERFFORMANCE EVALUATION FORM For the rating period JANUARY

- JUNE 2012 EMPLOYEE: Roberto C. De Guzman POSITION: Utility Worker II/ Regular PART I PERFORMANCE Weight % Work/Activity
50% Maintains the cleanliness, orderliness and security of the school premises.

OFFICE/DIVISION: UNIT: Units of Measure/ Indicator


Cleanliness, orderliness and security of the school premises maintained.

TARGETS AND ACCOMPLISHMENTS QUANTITY QUALITY TIME Target Accomp Target Accomp Target Accomp QN
3 weeks 4 weeks 80% 95% 10 hrs daily 8 hrs daily 10

RATIN SUPERVISOR QL T
10 10

30%

Assists teachers and pupils in different school activities Performs masonry, carpentry, landscaping and minor repairs in the scholl premises.

Teachers and pupils in different activity were assisted. Masonry, carpentry, landscaping and minor repairs performed.

3 weeks 3 weeks

4 weeks 4 weeks

80%

95%

10 hrs daily

8 hrs daily 8 hrs daily

10

10

10

10%

80%

95%

10 hrs daily

10

10

10

10%

Performs other related works.

Other related works performed.

3 weeks

4 weeks

80%

95%

10 hrs daily

8 hrs daily

10

10

10

100%
Total Equivalent Point Score Multiply by Percentage Weight Allocation (70%) Weighted Average Score (WAS)

ND AGREED ON THE ABOVE TARGETS:

ROSARIO G. REDULLA
Rater

ROBERTO C. DE GUZMAN June 30, 2012


Ratee Date

LEGEND: QN -Quantity QL -Quality T - imeliness T APS -Average Point Score EPS -Equivalent Point Score

LSB/ Kitang Elementary School

RATINGS ERVISOR APS EPS QN


10 5 8

EMPLOYEE QL T APS EPS


8 8 8 4

10

2.4

10

0.8

10

0.8

10 7 PERC ACTION

8 5.6

PART II. CRITICAL FACTORS

1. COURTESY

RATING CRITICAL FACTORS SUPERVISOR EMPLOYEE Polite, kind and thoughtful behavior toward the public/climentele in Manner 10 10
of sppech and actions.

SUMMARY RATINGS Weighted Average Score RATER Supervisor Rate Self ated Subordinate Rater(s) Peer Rater(s) Client Rater(s) Total Over All Score
Add: Rating on Interving Task ( if any)

Part I 7 5.6 5.6 5.6 7

2. HUMAN RELATION 3. PUCTUALITY AND ATTENDANCE 4. INITIATIVE 5. LEADERSHIP supervisor only))

Integrated concern for people at work, office clientele and supervisorsubordinate relationship into work situation. Observed behavior of coming to the office on time to present at work to complete assigned responsibilities Starts action, projects and performs assigned tasks without being told and under minimal supervision.

10 10 10

10 8 8

(for The manner of guiding, influencing, motivation and developing confidence of


subordinates to work a team and accomplish task, leading the organizational unit to achieve its goals and objectives enthusiastically.

FINAL NUMERICAL PERFORMANCE RATING EQUIVALENT ADJECTIVE Rating ------------------------------- Very 10 8


WE DISCUSSED AND AGREE ON THEABOVE RATINGS:

6. JUDGEMENT/ DECISION MAKING (for supervisor only) 7. STRESS TOLERANCE 8. OTHERS (Specify)

Ability to develop alternative solutions to problem, to evaluate fact or courses of actions, and to reach soun decision and read less to take action or commit oneself Stability of performance under pressure or opposition

Total Point Score Divide by # Entries Average Point Score Multiply by Part II Weight (30%) Weighted Average Scores

50 5 10

44 5 8.8

ROSARIO G. REDULLA
Rater

ROBERTO C. DE GUZMAN
Ratee

_______

Co

2.64 PERC ACTION

COMMENTS AND RECOMMENDATIONS:

UMMARY RATINGS Overall d Average Score Point Score Part II 3 10 2.64 8.24 2.7 8.3 2.8 8.4 10 3

Weight %

50% 20% 10% 10% 10%

Overall Weight Score 5.00 1.65 0.83 0.84 1.00 9.32 0 9.32

-------------------------- Very Satisfactory (VS) June 30, 2012


Date

OVE RATINGS:

C. DE GUZMAN
Ratee

________________________
Confirmed by Next Higher Supervisor

Punctuality and Attendance

COMMENTS AND RECOMMENDATIONS


Please rate the observed behavior of your peer in reporting for or being present at work to complete assigned responsibilities. 10. Not more than 3 times tardy/undertime and 4 days absent stays in the office even after office hours to complete assigned responsibilities; at hand when needed at all time. 8. 4-6 times tardy/undertime and 5-8 days absent, generally present when needed. 6. 7-10 times tardy/undertime and 9-12 days absent, normally present when needed. 4. 11-15 times tardy/undertime and 13-16 times absent at times missing without informing staff about his/her whereabouts. 2. More than 15 times tardy/ undertime and more than 16 days absent, leaving the workplace without notice and attending to unofficial matters most of the time.

Republic of the Philippine Province of Bataan MUNICIPALITY OF LIMAY (AGENCY PES)

AGENCY PERFFORMANCE EVALUATION S

PEER RATER FORM

(PRF)

Rodel A. Dela Cruz


NAME AND SIGNATURE OF RATER

July - December 2012


RATING PERIOD

Utility Watchman/ Regular POSITION LSB/ Kitang Elementary School OFFICE/DIVISION

Roberto C. De Guzman RATEE Utility Worker II POSITION

DATE

LSB/ Kitang Elementary Sch OFFICE

INSTRUCTIONS 1. This is used in evaluating the performance


of your peer in the rating period. Please use pen or ballpen when accomplishing this form.

FACTOR PART 1 - PERFORMANCE Accomplishment of Work


How would you assess as the overall performance of your peer in achieving his/her targets? 10 - Attains execptional level of achievement, accomplishments exceed the targets by 30% 8- Attains level of achievement more than adequate but falls short of being exceptional; accomplishments except the targets by 15%-29%. 6- Attains adequate level of achievement meet targets as planned and exceed it up to 14%. 4- Attains level of achievement less than adequate level but can be improved; ony 51-99% of the targets accomplished 2- Poor; accomplishment is below 50% of the target.

6 - Normally cooperates & helpful to carrying out tasks at times needs some support & advice from supervisors and groups.

2. Please observe fairness & objectivity when


rating your peer.

4 - Often times, works at his own seldo regards his peer concerns.

3. In rating your peer, please check the box that


most objectively represents his/her level of performance guided by the definitions of rating for each factor. HIGH 10 Outstanding 8 Very Satisfactory 6 Satisfactory 4 Unsatisfactory LOW 2 Low

2 - Has difficulty in dealing with peers draws negative impression, uncoopera not a learn player. III - Courtesy & Public Relations

4. After accomplishing this form, please affix


your signature in the space provided for and submit to your next higher supervisor.

10 - Always goes all the way to make p comfortable & satisfied even under pre and occupied with the work. 8 - Usually goes out of the way even w occupied with working, giving assistanc to the public. 6 - Normally goes out of the way to ass public. 4 - Occasionaly assist the public at tim discorteous, shows lack of patience in

PART II- CRITICAL FACTORS Peer Relations Please rate yor peer in the manner by which he/she relates to you and co-employees. 10 - Gets along easily, demonstrates concern for peers, initiates team effort work & harmonies & working relationship. 8 - Generally friendly and helpful, cooperates well with peers.

dealing with the public. 2 - Most of the time discourteous, ofte complained about due to inconsiderab attitude.

Republic of the Philippines Province of Bataan MUNICIPALITY OF LIMAY (AGENCY PES)

GENCY PERFFORMANCE EVALUATION SYSTEM

PEER RATER FORM

(PRF)

July - December 2012


RATING PERIOD

Roberto C. De Guzman RATEE Utility Worker II POSITION LSB/ Kitang Elementary School OFFICE

mally cooperates & helpful to

g out tasks at times needs some & advice from supervisors and peer

n times, works at his own seldom his peer concerns.

difficulty in dealing with peers egative impression, uncooperative

rtesy & Public Relations

ways goes all the way to make people table & satisfied even under pressure upied with the work. ally goes out of the way even when d with working, giving assistance

mally goes out of the way to assist the

asionaly assist the public at times eous, shows lack of patience in

t of the time discourteous, often time ined about due to inconsiderable

COMMENTS AND RECOMMENDATIONS

Republic of the Philippines Province of Bataan MUNICIPALITY OF LIMAY


AGENCY PERFFORMANCE EVALUATION SYSTEM

(AGENCY PES)

CLIENT RATER FORM

(CRF) January - June 2012


RATING PERIOD

Melody I. Labbao
NAME AND SIGNATURE OF RATER

Roberto C. De Guzman NAME OF PERSON TO BE RATED Utility Worker II/ Regular POSITION LSB/ Kitang Elementary School OFFICE

Kitang Elementary School CONTACT ADDRESS/OFFICE & TEL. NO. June 30, 2012 DATE

INSTRUCTIONS
1. This form is used for evaluating the performance of the employee whom you are transacting business with. Your feedback on his/her service delivery will help us objectively evaluate the overall performance of the employee and eventually improved our service delivery system. 2. Please be fair and objective when rating the employee. 3. In rating the employee, please check the box that most objectively represents his/her level of preformance using the rating scale below. HIGH 10 8 6 4 2 Outstanding Very Satisfactory Satisfactory Unsatisfactory Low

FACTOR PART I - PERFORMANCE


Accomplishing of Work Is he/she knowledgeable in his/her assigned task not giving you a runround on your transaction, facilitative, systematic, assuming and decisive? Low 2 4 6 8 High 10

PART II - CRITICAL FACTORS


1. Courtesy Is he/she polite, cordial & attentive? Does he/ she smile, greet clients, make them comfortable and at ease? Low 2 4 6 8 High 10 2

3. Cleanliness & Orderliness of Work Ar Is his/her work are cleared & unsightly clean, organized or orderly?

LOW

Low 4

4. After accomplishing this form, please affix


your signature and return rhis form to the Public Assistance Counter/Office of the 2. Readiness Is he/she always at his station, punctual not

3. Grooming & Appearance Does he/she present a neat & presenta

Day/Supervisor of the employee whom you are transacting business with.

engaging in unofficial matters like chatting, eating, telephoning, etc. while the client is waiting or watching? Low 2 4 6 8 High 10

appearance, wears proper uniform, atti

Low 2 4

f the Philippines ce of Bataan ALITY OF LIMAY

ANCE EVALUATION SYSTEM

ENCY PES)

RATER FORM

(CRF)

y - June 2012

NG PERIOD

C. De Guzman RSON TO BE RATED

rker II/ Regular OSITION

Elementary School OFFICE

eanliness & Orderliness of Work Areas /her work are cleared & unsightly items n, organized or orderly?

High 6 8 10

ooming & Appearance he/she present a neat & presentable

arance, wears proper uniform, attire & ID?

High 6 8 10

Punctuality and Attendance

COMMENTS AND RECOMMENDATIONS


Please rate the observed behavior of your peer in reporting for or being present at work to complete assigned responsibilities. 10. Not more than 3 times tardy/undertime and 4 days absent stays in the office even after office hours to complete assigned responsibilities; at hand when needed at all time. 8. 4-6 times tardy/undertime and 5-8 days absent, generally present when needed. 6. 7-10 times tardy/undertime and 9-12 days absent, normally present when needed. 4. 11-15 times tardy/undertime and 13-16 times absent at times missing without informing staff about his/her whereabouts. 2. More than 15 times tardy/ undertime and more than 16 days absent, leaving the workplace without notice and attending to unofficial matters most of the time.

Republic of the Philippin Province of Bataan MUNICIPALITY OF LIM (AGENCY PES)

AGENCY PERFFORMANCE EVALUATIO

SUBORDINATES RATER FO

(SRF)

July - December 2012


RATING PERIOD

Rodrigo A. Remorin
NAME AND SIGNATURE OF RATER

Christopher R. Ambroc NAME OF PERSON TO BE R Maintenance Man POSITION

LSB/ Kitang Elementary School CONTACT ADDRESS/OFFICE & TEL. NO. December 31, 2012 DATE

LSB/ Kitang Elementary Sc OFFICE

2 Most of the time discourteous; often times


complained about due to inconsiderate attitude.

FACTOR PART 1 - PERFORMANCE Accomplishment of Work


How would you assess the overall work/ accomplishment of your supervisor in relation to his/her performance targets? 10 - Attains execptional level of achievement, accomplishments exceed the targets by 30% 8- Attains level of achievement more than adequate but falls short of being exceptional; accomplishments except the targets by 15%-29%. 6- Attains adequate level of achievement ; meet targets as planned and exceed it up to 14%. 4- Attains level of achievement less than adequate level but can be improved; ony 51-99% of the targets accomplished 2- Poor; accomplishment is below 50% of the target.

INSTRUCTIONS 1. This form is used for evaluating the performance of your peer in the rating period. Please use pen or ballpen when accomplishing this form. 2. Please observe fairness & objectivity when rating your supervisor.

10 Exceptional 8 More than adequate but falls short bei exceptional 6 Adequate 4 Less than adequate but can be improve 2 Poor

3. In rating your supervisor, check the box that


most objectively represents his/her level of performance guided by the definitions of rating under each factor. Please use the rating scale below: HIGH 10 8 6 4 2 Outstanding Very Satisfactory Satisfactory Unsatisfactory Low

10 8 6 4 2

2. Managemant of People Please rate your supervisor in his/her a to promote employee development, ob fairness and give effective feedback on performance. Exceptional More than adequate but falls short bei exceptional Adequate Less than adequate but can be improve Poor

LOW

3. Courtesy and Public Relations In your observations, how would you ra supervisor's behavior, manner of speec actuations in dealing with the public/cl 10 Always goes all the way to make peopl

4. After accomplishing this form, please affix


your signature and submit this to your next higher supervisor.

PART II - CRITICAL FACTORS


1. Management of Work Please rate your supervisor's demonstrated ability to plan and prioririze activities, assign work properly, set appropriate work standards, establish monitoring systems, streamline office operations and make prompt and sound decisions.

comfortable and satisfied even under p and occupied with work 8 Frequently goes out of the way even w occupied with work in giving assistance the public 6 Normally or usually goes out of the wa

4 Occasionally assists the public; at times corteous; shows lack of patience in dea with the public

Republic of the Philippines Province of Bataan MUNICIPALITY OF LIMAY


AGENCY PERFFORMANCE EVALUATION SYSTEM

(AGENCY PES)

SUBORDINATES RATER FORM

(SRF) July - December 2012


RATING PERIOD

Christopher R. Ambrocio NAME OF PERSON TO BE RATED Maintenance Man POSITION LSB/ Kitang Elementary School OFFICE

than adequate but falls short being

than adequate but can be improved

anagemant of People e rate your supervisor in his/her ability omote employee development, observe ess and give effective feedback on

than adequate but falls short being

than adequate but can be improved

urtesy and Public Relations ur observations, how would you rate your rvisor's behavior, manner of speech and ations in dealing with the public/clientele. ys goes all the way to make people

ortable and satisfied even under pressure occupied with work uently goes out of the way even when pied with work in giving assistance to

mally or usually goes out of the way

sionally assists the public; at times, disous; shows lack of patience in dealing

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