CK 1

PERFORMANCE APPRAISAL FORM

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

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 Points Given
Avg.
1 2 3 4 5
1.Work Results 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.

2. Job 1. Understands, knows how to implement

knowledge 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 1 Attendance to work with consistency,

/Reliability 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
 CK 2
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 Points Given

Avg.
1 2 3 4 5

1. Consistently hard working with

4. Diligence
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 1. Complies with rule and regulations of

Attitudes 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

Form number: F-0005.03

Version: 0
Issued date: 28/10/09
 CK 3
6. Individual 1. Creativity- ability to create, have
Qualities and initiative and is constructive.
Attitudes
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 - Leader/ Co-coordinator/Facilitator in more than 1

activities
2 - Leader/ Co-coordinator/Facilitator in 1 activity
3 - Actively participate/ Co-ordinate
4 - Participate/ Co-ordinate
5 - Less participate / Co-ordinate

MIDDLE MANAGEMENT LEVELS

Points Given
FACTOR DESCRIOTION Avg.
1 2 3 4 5
1 Supervision-the ability to supervise,
7.Manageri
direct, guide and coach subordinates to
al Skills
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.

Form number: F-0005.03

Version: 0
Issued date: 28/10/09
 CK 4

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

Form number: F-0005.03

Version: 0
Issued date: 28/10/09
 CK 5

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 Employee’s signature

Date Date

Form number: F-0005.03

Version: 0
Issued date: 28/10/09
 CK 6

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

Form number: F-0005.03

Version: 0
Issued date: 28/10/09
 CK 7

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

3 Use the following 5-point rating scale to appraise the employee

5 Outstanding performance in all aspects
8 Consistently exceeds all requirements
7 Meets and exceeds most requirements
6 Meets and exceeds some requirements
5 Meets all requirements
4 Meets most requirements
3 Meets some requirements
2 Does not meet requirements

Form number: F-0005.03

Version: 0
Issued date: 28/10/09
 CK 8
4 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.

Form number: F-0005.03

Version: 0
Issued date: 28/10/09
 CK 9

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

Form number: F-0005.03

Version: 0
Issued date: 28/10/09
 CK 10

ORMANCE APPRAISAL
CONFIDENTIAL

APPRAISAL DISCUSSION:

ude. Pitfalls to avoid during discussion are:

PPRAISAL RATING SCALE

Form number: F-0005.03

Version: 0
Issued date: 28/10/09
 CK 11
raisal factors vertically and place the sum in the corresponding “Sub-total” column.

Form number: F-0005.03

Version: 0
Issued date: 28/10/09