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Please note that for employee who achieved a performance score of LS- A (Exceeded
Standard) & IS (Special), the immediate manager must submit the employees performance
score with objective and strong justifications and may be required to submit documentary
proofs. The next high level manager must sign off the performance appraisal in support of
the appraising managers assessment.
Vague assessments such as: very hard working; good attitude; good initiative , etc, will
not be acceptable as justifications for achievement of IS (Special) and LS A score.
3.
It is the responsibility of each department and/or functional heads to moderate and validate
the performance appraisal completed by their respective department or functional managers
and supervisors.
4.
The Country Head will review the moderated performance assessments submitted by the
respective Heads of Department and Functional Heads. If necessary, the Country Head will
review and moderate some of the performance scores, as necessary, to ensure objectivity
and complying with the Performance Appraisal Employee Population Distribution
percentages (as stressed by Pak Eddys Memo).
5.
Please note that there are 2 separate performance appraisal forms to be used by different
category of employees: PPK Form 1 is applicable for Level I & II employees and PPK Form
2 is for Level III & above employees.
6.
During the performance review discussion between the manager and the appraised
employee, the appraising manager should focus on the appraised employees actual
performance against his/her responsibilities &/or the assigned tasks during the year (2008).
The appraising manager should also highlight to the employee of areas there were performed
well and areas that require improvements. At the same time, discuss about the training and
development needs of the employee.
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8. All confirmed full-time permanent employees must participate and complete the performance
appraisal.
9.
Transfer Employees: During the performance appraisal year, if an employee has worked for
another department/division/business unit, the current appraising manager is responsible for
seeking the appraised employees immediate past supervisors / managers feedback so as
to maintain an objective assessment of the employee. The immediate past managers
assessment may carry relatively important weight of the total appraisal score. The current
superior is responsible to complete the final PPK Form.
10. Promotion: For managers who intends to make recommendations for promotion of their
subordinate, the manager must consider the following factors:
(a) Promotion should be considered only if there is an increased in job responsibilities such
as an increased in higher responsibilities or decision-making process, supervising at
least one subordinate, or a significant enlargement of job scope/size. The recommending
manager must provide detail justifications in support his/her recommendations.
(b)
The appraised employee (recommended for promotion) must have achieved past
performance appraisal scores of at least LS-A in the immediate past 2 consecutive years.
Managers must submit the past two (2) years performance appraisal forms
accompanying the promotion recommendations.
(c) Employees with disciplinary records should not be recommended for promotion.
Remarks
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Action Steps
Remarks
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