F-004

Issue 0 Rev 0
Jan 06 2003

Maritime Academy of Asia and the Pacific – Kamaya Point

DEPARTMENT OF SHIPBOARD TRAINING
Associated Marine Officers and Seamen's Union of the Philippines - PTGWO - ITF
Kamaya Pt., Brgy. Alas-asin, Mariveles, Bataan

SHIPBOARD TRAINING EVALUATION FORM

(for Master and Training Officers)

Name Period
Embarkation date Disembarkation date

Rank Company Vessel Vessel type

P e r f o r m a n c e A s s e s s m e n t (Check the appropriate box) 5 4 3 2 1

1. Responsible and has the initiative in all aspects of the training □ □ □ □ □

2. Diligent and interested with any given task or engagement □ □ □ □ □
3. Behavior and attitude during the training □ □ □ □ □
4. Awareness to safety and ability to work independently □ □ □ □ □
5. Team work and interpersonal skills with other personnel onboard □ □ □ □ □
6. Communication skills (oral and written) □ □ □ □ □
7. Personal appearance (clothing, physical appearance and cabin) □ □ □ □ □
8. Dependable and obedient to persons in authority □ □ □ □ □
9. Competencies achieved at Operational Level for:

Deck cadet

o Navigation □ □ □ □ □
o Cadet’s Steering Skills □ □ □ □ □
o Cargo handling and stowage □ □ □ □ □
o Controlling the operation of the ship and care for persons on board □ □ □ □ □
o Radio Communication □ □ □ □ □
Engine cadet

o Marine engineering □ □ □ □ □
o Electrical, electronic and control engineering □ □ □ □ □
o Maintenance and repair □ □ □ □ □
o Controlling the operation of the ship and care for persons on board □ □ □ □ □
10. The Academic Training on board (if applicable) □ □ □ □ □
11. Overall competence while on board □ □ □ □ □
P r o m o t i o n P o t e n t i a l (Check the appropriate box)

1. Promotion recommended (immediate) □

2. Promotion recommended (later) □
3. Retain Position □
4. Promotion not recommended □
5. Re-employment recommended □

R e m a r k s (please indicate training requirements, areas of improvement and other observations) :

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Training Officer/ Evaluator Master

(sign over printed name) (sign over printed name)

Date Date

GUIDELINES

Performance Asses sment Criteria

1. UNACCEPTABLE should only be used when the performance is very poor that continuous use or
employment should be critically evaluated.
2. UNSATISFACTORY should only be used for poor performance where there is no sign of need or progress
for another use or employment. Corrective actions should be taken to improve the performance.
3. SATISFACTORY should be used for average performance, which would be considered sufficient for the
present condition or position.
4. VERY SATISFACTORY should be used for a performance with certain advantages, initiative and
potential.
5. EXCELLENT should be used in exceptional cases. It should not be used excessively.

Promotion Potential
To be entered as appropriate