PERFORMANCE ASSESSMENT FORM

Name of Employee: CHARYL ALECIDA Position Title:

CUSTODIAN with Sales Target

Date Hired: SEPTEMBER 11, 1995 Boutique: PENSHOPPE VALENCIA

Appraisal Period Covered: JAN. – JUNE 2008 Store Manager:HOLLANDER P. HORA

 Regular Employee  Probationary Employee

INSTRUCTIONS:
Rate the person’s performance accordingly. Convert the % Achievement scores using the specified 4-point
scale. Multiply the 4-point rate to the weight percentage of the KPI to get the final rating for that specific
KPI. Then add all KPI scores to get the Final Deliverables Score.

KPI Sales Back Office Delivery Confirmation Cash Audit Customer

Target Administration Service
KPI 25% 35% 20% 10%
WEIGHTS 10%
Delivery On Time Delivery
Confirmation Confirmation
70% ( %HIT)
30%
4 105% and 100% 100% 100% 0 100%
Outstanding above shortage/overage
3 Very Good 100 – 90 – 99% 90 – 99% 90 – 99% 1 90 – 99%
104.99% shortage/overage
2 Acceptable 95 – 75 – 89% 75 – 89% 75 – 89% 2 75 – 89%
99.99% shortage/overage
1 94.99% 74% and 74% and 74% and below >2 74% & below
Unacceptable and below below below shortages/overage

PART I: DELIVERABLES

KPI GOAL ACTUAL RATING WT EQUIVALENT

Sales Target 1,277,660 1,305,021 3 10% 0.3
Back Office Admin 100% 97% 2 25% 0.5
Delivery 100% 90% 3 35% 1.05
Confirmation
Cash Audit 0 0 3 20% 0.6
Customer Service 100% 90% 3 10% 0.3

TOTAL 2.75

PART II COMPETENCY DEVELOPMENT

INSTRUCTIONS:
RATE the following performance dimensions using the following scales:

D DEVELOPING Demonstrates SOME of the competency level descriptors.

C COMPETENT MEETS MOST (at least 75%) of the required competency level descriptors
M Has MASTERY Consistently MEETS ALL or EXCEEDS the required competency level
Descriptors; Has Mastery of the skill and competency required
For the column on AREA FOR DEVELOPMENT, please be specific about the areas in need of training. For instance,
instead of writing down “communication skills,” indicate whether it is business writing, grammar course, diction, etc.

For the column on ACTION PLAN, please indicate the appropriate solution. It can be any of the following:
 Training
 Cross-posting
 Joining clubs
 Academic studies
 Mentoring by _____ (Please specify)
 Others: ________ (Please specify)

PERFORMANCE DIMENSIONS RATING AREA FOR ACTION PLAN

DEVELOPMENT
WORK FUNCTIONS
1. Administrative – Ability to manage consistent with M
company policies and procedures; maintain effective
checks and control over area of responsibility, ensure
systems are functioning smoothly.
2. Clerical – Ability to maintain accurate and complete M
records and documentation; process paper work
quickly, accurately and with close attention to details.
3. Housekeeping – Ability to maintain and implement M
store housekeeping and maintenance guidelines,
policies and procedures.
4. Cashiering – Ability to operate the POS machine and M
adhere to guidelines, procedures and policies in
managing customer transactions.
COMPETENCIES
5. Technical Skills – Command of skills, standards, M
procedures and technical expertise required to perform
the job.
6. Salesmanship – Extent to which the employee D Enhancing Reading
uses effective selling skills – suggestive, FAB brochure
alternative, upselling; includes the ability to close
a sale, handle objections and adhere to
established selling procedures and methods.
7. Supervisory Skills – Ability to supervise and guide M
others, develop teamwork and resolve conflict.
TOTAL POINTS

PART III. VALUES: ENTERPRISE

PERFORMANCE DIMENSIONS 4 3 2 1
Outstanding Very Acceptable Unacceptable
Good
1. Opportunity seeking – refers to employee’s ability to x
breakthrough opportunities, and take prudent risk in pursing
opportunities.
2. Results-orientation - refers to employee’s result/profit x
orientation and concern for the company’s growth. Manifests
sense of job/project ownership and business partnership in
pursuit of results.
3. Quality and Productivity - refers to extent of accuracy, x
completeness, outstanding work result and ability to meet
deadlines.
4. Innovativeness – refers to employee’s ability to seek, think and x
create new ideas towards improvement of existing methods
 meeting customer needs.
5. Cost-efficiency – refers to employee’s prudent utilization of x
company resources resulting to efficient cost (as in time, energy
and money).
6. Initiative – refers to employee’s ability to work independently x
and going the extra mile in performing one’s job.

VALUES: PROFESSIONALISM, SERVICE, AND INTEGRITY

PERFORMANCE DIMENSIONS 4 3 2 1
Outstanding Very Acceptable Unacceptable
Good
7. Integrity - refers to employee’s honesty and commitment in x
performing his job and dealings with colleagues, customers,
business partners, and the public.
8. Silence of Office – refers to employee’s ability to keep x
company information to its utmost confidentiality and
unauthorized disclosure could be detrimental to the interest of
the company.
9. Accountability – refers to employee’s ability to willingly accept x
job responsibilities and account for one’s actions.
10. Competency and sincere service – refers to employee’s
adequate ability or capacity to perform one’s job. This also
refers to employee’s positive response to the needs of its
customers.
11. Respect for others – refers to employee’s ability to give high x
regard and understanding on individual or group opinion/views.
12. Teamwork/Partnership – refers to mutually supportive x
relationship with superiors and colleagues in pursuit to specified
goals. This also includes trust to one’s colleague and
willingness to acknowledge mistakes quickly.
(Support includes openness, honest communication, sharing of
ideas and open-mindedness).
13. Compliance of the Company rules and regulations – refers x
to employee’s ability to follow set rules and regulations of the
company including amendments.
14. Professional Growth- refers to employee’s enthusiasm to x
develop his/her knowledge and skills to better do his/her job.
15. Struggle to improve oneself personally – manifests constant x
effort to overcome defects (e.g. being moody, ill-tempered,
critical) and live/acquire a virtue (e.g. stable mood, patience)

TOTAL POINTS 45
AVERAGE RATING = TOTAL POINTS 3
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PART IV. ACTION PLAN /RECOMMENDATION

 FOR POOR/ACCEPTABLE RATING* FOR EXCELLENT/OUTSTANDING RATING*
Professional Growth-qualified to handle higher
position

OTHERS

* Pls. be specific. State the specific action to be taken, when, where, how and how much it will incur

PART V. REMARKS/COMMENTS

RATEE’S REMARKS RATER’S REMARKS

Rated By Manager : HOLLANDER P. HORA (signed) Date: July 18, 2008

Noted By Division Head : EMELYN LEE- TRINIDAD Signature ____________Date _________

Remarks ________________________________________________________________________
________________________________________________________________________
________________________________________________________________________

I acknowledge that my superior discussed with me the above rating.

CHARYL ALECIDA (signed) July 19, 2008

Employee Name and Signature Date