Performance evaluation form for PORTILLO MATERIALES ELÉCTRICOS S.A DE C.V.

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administrative services contract personnel.
Name of the evaluee:
Position:
Evaluation period:
Name of evaluator:
Date
Instructions:
Taking into account the achievement of the objectives reached and the level of execution of the indicators
of this format, rate as follows:
a. Read the definition of each indicator carefully.
b. Determine the grade that most closely reflects the employee's performance.
c. Write in the box an X, according to the degree of valuation chosen.

Qualification key:
1 Does not meet the requirements of the position.
2 Needs improvement with most of the job
requirements.
3 Meets most of the requirements of the position.
4 Meets all the requirements of the position.
5 Exceeds the requirements of the position.
Evaluation criteria 1 2 3 4 5
INITIATIVE
1.1 Do you need frequent supervision to perform
your duties?
1.2 Do you perform your work without the help of
another person?
1.3 Do you consider that you can make decisions
on your own?
1.4 Do you consider that your contributions are
essential for the development of the company?
1.5 Are you innovative in your decision making?
2. INSTITUTIONAL COMMITMENT
2.1 Are you committed to your work?
2.2 Do you comply exactly with the work schedule?
2.3 Do you identify with the company's values?
2.4 Do you have initiative?
2.5 Does it encourage teamwork?
3. JOB PERFORMANCE
3.1 Does it demonstrate effectiveness in meeting
the demand for a service?
3.2 Do you make the best use of resources?
3.3 No problems in following orders?
3.4 Do you have the ability to solve any problem
that comes your way?
3.5 Are you prompt in providing information when
requested?
4. INTERPERSONAL RELATIONSHIPS.
4.1 How is your relationship with the people who
 work in your company?
4.2 How is your interpersonal relationship with
your work manager?
4.3 How do your interpersonal relationships affect
the achievement of the company's goals?
4.4 How is your interpersonal relationship with the
company's customers?
4.5 Do your interpersonal relationships reflect that
I am promoting the company's values?
5 WORKING KNOWLEDGE
5.1 do you know your job functions perfectly?
5.2 do you have the necessary skills and abilities to
perform your job?
5.3 do you know the limitations of your job?
5.4 do you know the procedures and standards to
be followed by your subordinates?
5.5 do you know the job functions of your
subordinates?

Signature of the person being evaluated: Signature of the evaluator:

_______________________ ________________________

Opinion of the appraisee:

_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________

Description of the following categories:

 1- Interpersonal relationships: located among the values on posters
distributed in specific parts of the company
2- Job performance: it is part of the company's objectives and is embodied
in job analysis tasks.
3- Institutional commitment: located in the organizational philosophy posted
on posters within the company.
4- Initiative: this is reflected in the skills required in the job analysis.
5- Job knowledge: this is reflected in the job summary and in the necessary
skills that are included in the job analysis.

Steps for performance evaluation:

Step 1: prepare.

 Inform the appraisee in advance about the performance evaluation and which
parameters will be evaluated.
  Ensure that there is a work environment of respect and trust among people.
 Encourage people to assume responsibilities and define work goals.
 Recall the objectives, work data and observation for one year.

Step 2: analysis.

 Verify the work performed and that the work actually done is complied
with.
 Ask the interviewee's points of view, let him/her know what is going to
happen, focus on the problems and not on the people.
 Ask questions to identify and analyze why they did not meet their
objectives and set objectives for next year.
 Setting the right objectives
 Establish priorities of the objectives.
 Be realistic and measurable.

Step 3: Follow-up:

 Once an agreement has been reached between the two parties, we

proceed to follow up, that is to say, to comply with what has been
established.