CO NFID ENTIAL

GREAT IMAGE SERVICES CORP.

Human Resources Department

PERFORMANCE EVALUATION FORM

FOR RANK AND FILE OPERATIONS PERSONNEL

ALL GREAT IMAGE SUPERVISORS AND MANAGERS ARE REQUIRED TO COMPLETE A SEMI-
ANNUAL WRITTEN PERFORMANCE EVALUATION FORM SCHEDULED TO EVERY 1 ST WEEK OF JULY
AND 1ST WEEK OF JANUARY OF EACH YEAR, OR WHENEVER NECESSARY TO AFFECT IMPORTANT
PERSONNEL ACTIONS SUCH AS REGULARIZATION, PROMOTION, TRAINING, OR FOR ANNUAL
MERIT INCREASE. COMPLETED EVALUATION FORM SHALL BE FORWARDED TO HUMAN
RESOURCE DEPARTMENT.

I. EMPLOYEE INFORMATION

POSITION TITLE
EMPLOYMENT DATE
EMPLOYEE NAME (LAST, FIRST ) CASHIER
SECRETARY

DATE OF
DEPARTMENT
SUPERVISORS NAME DATE OF PERFORMANCE REVIEW REVIEW
OPERATIONS

REASON FOR EVALUATION

SEMI-ANNUAL REVIEW REGULARIZATION PROMOTION MERIT INCREASE

OTHERS:

II. INSTRUCTIONS

1. Review employees functional job description and how the employee performed relative to the
described performance standards. ( Make sure, the employee is aware of these standards prior to your
evaluation)
2. Appropriately document the employees actual performance RESULTS with a narrative summary that
describes the employees achievements for the critical elements as compared to the performance
standards. Also include submitted reports and key achievements met.
3. Assign numerical rating levels that accurately reflects the employees performance on each of the
major duties and responsibilities. (5 Exceeds expectations 4-Meets and at times exceeds
expectations Meets expectations 2-Falls below expectations 1-Unacceptable)
4. Add up the numerical ratings to get a total then get the average.
5. Detailed review of the employees actual performance on each of his/her major functions prepares you
to assess the major critical performance factors located on the next page
6. Check the appropriate box for each identified work-related performance factors using data in part I as
your guide.
7. Add up the numerical ratings to get a total then get the average.
8. Do the same thing in the behavioral elements (Part 1 B) with your rating category key as your guide,
check the appropriate box for each behavioral elements (remember that these behavioral elements and
that your judgment must be supported by facts.
9. Summarize the rating data in the employees performance worksheet and determine the over-all score.
10. Identify Areas where the employee excels and also areas that need to be improved.
11. Jointly plan with your appraisee the interventions necessary to help him/her improve on those areas
identified, and develop action plans.
12. Agree when to meet to evaluate the impact of the interventions made.
13. Define and agree on priority goals you want the appraisee to achieve within the next appraisal period.

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PART I-A. At the beginning of the appraisal period, Identify job specific performance
elements/criteria and review job standards (please refer to the copy of performance standards
developed for this position). Enumerated duties, responsibilities, performance standards,
expectations, and how they will be used to measure work related performance during the
period should be discussed with the ratee prior to the actual rating. Compare defined
standards versus the actual results of performance in every major duties, key results areas
identified and assign numerical rating for each:

PART I - KRA FACTORS (40%)

LIST FINAL
ESSENTIAL/MAJOR % PERFORMANCE RATIN
ACTUAL RESULTS RATIN
JOB DUTIES/KEY STANDARDS/ G
ACHIEVED G
RESULT AREAS/ CORE EXPECTATIONS (vs. %)
COMPETENCIES
Job duty no. 1
ENSURES AGGRESSIVE
PRODUCT PROMO AND 15% SHOULD HIT SALES
EFFICIENT SALES TARGET.
PERFORMANCE. ENSURES NO RECORD OF NEGATIVE
THAT MONTHLY SALES SALES
QUOTA IS ACHIEVED
Job duty no. 2
ATTENDS TO CUSTOMER 10%
QUERIES/CONCERNS FULLY SATISFIED
CUSTOMERS

Job duty no 3 5% ALL INFO ARE

ENCODES CIS ENCODED/REGISTERED

20% ZERO INCDENCE OF

Job duty no. 4
ERROR
TIMELY DEPOSIT OF CASH
ON TIME/REFLECTS TOTAL
SALES
AMOUNT DUE FOR
PREPARES DEPOSIT SLIPS
DEPOSIT
Job duty no. 5
MAINTAIN AN INVENTORY COMPLETE INVENTORY
OF SUPPLIES AND STOCKS 10% RECORD.
CONDUCTS DAILY UPDATED LEVEL OF
INVENTORY OF PAPER AND STOCKS/REQUEST MADE
INK ON TIME
Job duty no 6
10% NO INCIDECNE OF
SAVES PHOTOS IN THE DELETED/UNSAVED FILES
COMPUTER
Job duty no. 7
EDITS PICTURES SELECTED 20% HIGH QUALITY OF
BY CUSTOMERS RETOUCH/WITHIN
PRESCRIBED TIME

Job duty no. 8 ALL TRANSACTIONS ARE

RECEIVES AND ENTERS 10% ENTERED/NO
CASH PAYMENTS IN THE OVERAGE/SHORTHAGES.
CRM/POS. ISSUANCE OF OR AT ALL
ISSUES OR TIMES

Final Rating Total:

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PART II Sales/Job Performance Factors (20%)

KEY ACHIEVEMENTS (SALES COMMENTS ON RELEVANCE,

PERFORMANCE / ACHIEVEMENTS TIMELINESS, IMPACT OF
FOR THE LAST SIX OR TWELVE IMPLIMENTATION, COST RATING
MONTHS) CONSIDERATIONS

Sales for the month =

versus Previous Year =

versus Quota =

Sales for the month =

versus Previous Year =

versus Quota =

Sales for the month =

versus Previous Year =

versus Quota =

Sales for the month =

versus Previous Year =

versus Quota =

Sales for the month =

versus Previous Year =

versus Quota =

Sales for the month =

versus Previous Year =

versus Quota =

Total: _____________
Average: ___________

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PART III - BEHAVIORAL FACTORS (40%)
1.) ATTENDANCE AND
PUNCTUALITY
Adheres to work schedule, reporting
requirements.
2.) JOB ATTITUDE
Degree of interest towards work and
cooperation shown towards worker, &
level of organizational commitment
Consider cooperation and
contributions to team effort. The
interest and enthusiasm employee
shows to job and company
3.) COMPLIANCE TO SOPS and
POLICIES
Extent by which the employee
complies with the departments
standard operating procedures, HR
and Audit policies.
4.) APPEARANCE
Personal hygiene and appropriateness
of attire, adherence to dress code.
5 Exceeds expectations - No record of absences and
tardiness, always willing to make himself/herself
available even on day offs, holidays.
4 Meets and at times exceeds expectations
Employees attendance supports the expected level of
3 work.
Meets expectations No record of unexcused
/disapproved tardiness and absences and
2 unauthorized self initiated day-offs.
Falls below expectation Has been given written
1 reprimand due to unauthorized absence or tardiness.
Unacceptable - Has incurred habitual tardiness and
absenteeism despite written warnings and
reprimands.
5 Exceeds expectations - consistently manifest
enthusiasm towards work and shows willingness to
extend support to others, consistently manifest
intrapreneural behavior, and organizational
commitment. Receives commendations
4 Meets and at times exceeds expectations -
Consistently comply with all SOPs and policies and
adheres to all prescribed work practices and
procedures (77 steps, standard greetings, etc.)
3 Meets expectations - regularly complies with
policies with very minimal deviations
2 Falls below expectation - manifest lack of interest and
motivation to perform assigned tasks.
1 Unacceptable - manifest very negative work attitude
manifested in the manner she/he deals with superiors,
colleagues, and customers
5 Exceeds expectations - No record of violations, and
a real role model to others in terms of compliance
4 Meets and at times exceeds expectations - Full
compliance to SOPs
3 Meets expectations - regularly complies with
policies with very minimal deviations
2 Falls below expectation - Has 2-5 x recorded
violations of company policies and has been
suspended due to violations
1 Unacceptable - Regularly deviates from policies and
standard operating procedures
5 Exceeds expectations - Very personable, neat &
clean at all times with no record of not wearing uniform
or not in uniform during working days (complete with ID)
4 Meets and at times exceeds expectations - Very
personable neat & clean at all times.
3 Meets expectations - Personal hygiene maintained at
all times.
2 Falls below expectation - With 1 to 4 written
reprimand due to poor personal hygiene and
1 appearance.
Unacceptable - Very untidy and with 5 6 written
4

5.) CUSTOMER FOCUS
Interact in an effective and positive
manner with internal and External
customers, and extent by which the
employee effectively attends to the
needs of his internal and external
customers
6.) INNOVATION / CREATIVITY /
RESOURCEFULNESS
Has a can do rather than wont
work attitude. The ability for
independent action, develop and
implements innovative ideas; this
includes the ability to start effective
actions without the need of prodding
from supervisors.
7.) HONESTY/INTEGRITY
The Degree by which the employees
manifest behavior that supports the value
of honesty and credibility, to the extent to
which the employees adheres to the facts
& appropriateness of actions.
EMPLOYEE PERFORMANCE APPRAISAL WORK SHEET
PERFORMANCE APPRAISAL WORK SHEET
GET THE AVERAGE RATING FOR EACH CATEGORY BY DIVIDING THE TOTAL VALUE
BY THE TOTAL ELEMENTS RATED IN EACH CATERGORY
ENTER THE AVERAGE RATING IN EACH RATING CATEGORY AND THEN MULTIPLY BY
THE ASSIGNED WEIGHT VALUE:
reprimand due to personal hygiene and appearance.
5 Exceeds expectations - Displays unusual skills in
dealing with customers and relating with co-
employees received very positive feedback from
4 mystery shoppers
Meets and at times exceeds expectations
Exerts extra effort to satisfy the needs of the
3 Company and other employees and external
customers
2 Meets expectations Meets the basic customer
satisfaction standards.
Falls below expectation has 2- 3 negative
1 feedback and complaints either from internal and
external customers.
Unacceptable -- Has received frequent negative
feedbacks from internal and external customers
5 Exceeds expectations - Initiative often results in
frequent savings in time, money and effort
4 Meets and at times exceeds expectations Does
job without waiting to be told, and provides workable
suggestions and solutions
3 Meets expectations Has an average initiative in
his job, do what he is normally required by the job
2 Falls below expectation Exercise little initiative on
his job, does only what he is told to do
1 Unacceptable - Lacks initiative, refuses constant
prodding from superiors
5 Exceeds expectations - Very high degree of
Integrity adhering to the standards of his profession
4 Meets and at times exceeds expectations Has
an anxious regard to be honest, can be left alone
on the job
3 Meets expectations Manifest truthful and upright
attitude
2
Falls below expectation Has an indication to be
1 dishonest.
Unacceptable - Often gives false reports and
feedback, cannot be relied upon, too unreliable to
be left alone in the job
Total: ___________
Average: _________
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 KRA Factors ___________ x 40% = __________
Sales / Job Performance factors ___________ x 20% = __________
Behavioral factors ___________ x 40% = __________

ADD THE TOTAL VALUE OF THE THREE CATEGORIES TO GET THE NUMERIC SCORE

TOTAL VALUE __________________________

USING THE KEY BELOW, FIND THE NUMERIC SCORE AND ENTER IT AS THE OVER-
ALL RATING. THEN ENTER THE ALPHA SCORE:

KEY

NUMERIC SCORE ALPHA SCORE:

5.00 = Clearly exceeds expectations

4.00 to 4.99 = Meets and at times exceeds expectation
3.00 to 3.99 = Meets expectations
2.00 to 2.99 = Falls below expectations
1.00 to 1.99 = Unacceptable
Numeric Score: Alpha Score:
____________________________ _________________________________

I. DEVELOPMENTAL PLAN (To be accomplished jointly by the ratee and rater)

Make an assessment of the ratees strengths and areas of improvement:

A. EMPLOYEES STRENGTHS

B. AREAS OF IMPROVEMENT

WHAT (AREAS THAT NEEDS TO BE IMPROVED)

HOW (INTERVENTION PLANS TO BRIDGE PERFORMANCE GAPS)

WHEN (DURATION OF PLANNED INTERVENTION

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II. PERFORMANCE ACTION PLAN (DEFINE ONE OR TWO MAJOR PRIORITY OBJECTIVES
(SMART) YOU WANT THE EMPLOYEE TO ACHIEVE BEFORE THE NEXT APPRAISAL REVIEW

OBJECTIVE NO. 1 PERFORMANCE INDICATOR ACTION PLANS SCHEDULE

OBJECTIVE NO. 2 PERFORMANCE ACTION PLANS SCHEDULE

INDICATOR

RECOMMENDATIONS/COMMENTS FROM RATER

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SIGNATURE OVER PRINTED DATE

RATEES COMMENTS/COMMITMENTS
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SIGNATURE OVER PRINTED DATE

REVIEWED BY:

________________________________________
DATE

APPROVED BY:

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DATE