PANGASINAN ELECTRIC COOPERATIVE, INC.

San Jose, Bani, Pangasinan

PERSONNEL PERFORMANCE APPRAISAL FORM – 002

FOR RANK AND FILE EMPLOYEES
NAME: JONATHAN A. MARTIN DATE: JULY 14, 2022
POSITION: CONTRACTUAL SUBSTATION TENDER EMPLOYMENT STATUS: CONTRACTUAL
DEPARTMENT/OFFICE: TSD DATE OF HIRE: MAY 2, 2022
IMMEDIATE SUPERVISOR: ENGR. ANGELBERT
ANDRES / ENGR. HAROLD AGRA PERIOD COVERED From: JULY 15, 2022
DATE OF LAST APPRAISAL: N/A PRESENT RATING:
PREVIOUS RATING: N/A

PURPOSE OF EVALUATION: Regular rating Promotion Transfer

Permanent Appointment Other (Job Order / Project Base)

INSTRUCTIONS:
1. Read each scale and give the numerical rating most nearly describes your subordinate’s performance of his
job.
2. Base your rating on facts, not on mere impressions. Do not be influenced by prejudice or pity. Do not overrate
your friends nor underrate those unfriendly to you.
3. Communicate the result of your appraisal to your subordinate and ask him to sign his form.
4. In evaluating your subordinates, set aside length of service, age, educational attainment, training, and other
similar factors. These does not directly relate to his job performance. Forget about his abilities that are not
used in his present work.
5. Qualify your rating for each item.
6. Write your recommendations after your discussion with your subordinate. This part is confidential and
should not be shared with him/her

EVALUATION SUMMARY
KEY JOB FACTORS POINTS ADJECTIVAL EQUIVALENT
1. QUANTITY OF WORK 95-100 = Outstanding
2. QUALITY OF WORK 94-85 = Above Average
3. JOB KNOWLEDGE & SKILLS 84-75 = Average
4. RELIABILITY 74 and below = Below Average
5. SAFETY
6. OBSERVANCE OF POLICIES
7. COST OF CONSCIOUSNESS
8. ATTENDANCE AND PUNCTUALITY
9. INTERPERSONAL SKILLS
10. INITIATIVE

Total Points Earned

Average

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Part I. PERFORMANCE EVALUATION

KEY JOB FACTORS

OUTSTANDING ABOVE AVERAGE SATISFACTORY BELOW AVERAGE PTS.

1. Quantity of Work - Amount of volume acceptable work accomplished in a given time; meets deadlines under normal
working condition.

Exhibits exceptionally high Works regularly and Volume is acceptable. Volume is marginal.
output. Consistently usually exceeds minimum Work assigned meets Exerts little effort to do 96
exceeds job standards. requirements. Works fast schedule requirements. more.
Completes work ahead of and diligently.
schedule.
(Range 95-100) (Range 85-94) (Range 75 – 84) (Range 74 & below)
Examples: Do always follow and know the company rules and protocol on work

2. Quality of Work - Degree by which work meets standard; accuracy, thoroughness & neatness of work. The care &
treatment given to procedures, equipment and materials.

Under varying work
conditions, output is
consistently accurate and
well-thought out. Displays
observance of procedures
and care in utilizing
resources. Consistently
thorough.
(Range 95 -100)
Output is usually high in Generally produces work
quality. Revisions seldom that is acceptable. Applied
required. Usually reviews basic skills needed in
& corrects own work accomplishing his/her
prior to submission. tasks. Output is generally
neat.
(Range 85 – 94) (Range 75 - 84)
Shows difficulty in
producing work of
acceptable quality. Needs
to show more concern 95
for work.
(Range 74 & below)

Examples of Concrete Output: Accurate output and proper monitoring of work

3. Job Knowledge & Skills - Consider the extent to which the employee possesses the necessary knowledge, training,
experience and understanding of his/her job and related jobs.

Excellent theoretical Knows his/her own works Demonstrates knowledge Exhibits limited job
knowledge, training skills well. Seldom needs help, of general work routine. knowledge and skills
and practical know-how of except area that are Needs supervision in 90
job concerned. unfamiliar. Generally coping with non-routine
capable of handling the work. (Range 74 & below)
demands of his/her work. .(Range 75 - 84)
(Range 95 - 100) (Range 85 – 94)
Examples of concrete output he/she knows best:
Decision making in handling problem and other conern. Work procedure protocol and standard to be follow always.

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 KEY JOB FACTORS
OUTSTANDING ABOVE AVERAGE SATISFACTORY BELOW AVERAGE PTS.

4. Reliability & Dependability – Trust/confidence on employee in meeting deadline; carry out instructions, established
procedures and his/her willingness to exert effort to meet unusual conditions.
Consistently works hard on Steady-paced worker. Generally reliable but needs Requires constant
assigned tasks & does extra Works well without some directions at times. work direction. Most
work willingly. Sees to it prodding & may be relied often needs to be told 96
that work is above upon to handle regular to do.
approach. workload.
(Range 95 - 100) (Range 85 - 94) (Range 75 – 84) (Range 74 & below)
Examples of specific situations where dependability was demonstrated:
Willingness to undergo overtime and other work if needed, effort and by following superior orders and recommendation.

5. Safety – Exercise of good safety measures & housekeeping habits.

High standards of safety Adequately knows Work area reasonably Not very particular on
consciousness & responsibility over safety; clean. Exercise adequate tidiness and safety 98
cleanliness. work is always clean. safety measures. working condition
(Range 95 - 100) (Range 85 - 94) (Range 75 - 84) (Range 74 & below)
Explain. Give specific examples: Always follow the safety rules and regularation on job. And cleanliness to sorroundings
always.

6. Observance of Policies – Consider the employee’s attitude/observance of cooperative policies, i.e. wearing of prescribed
uniforms, coffee/lunch breaks, loitering, material and equipment handling.

Audit Exceptions – Strict adherence to comply with office procedures and guidelines, memorandum and administrative
orders.
Conforms consistently to Generally conforms to all Minor inconsistencies. Generally ignores Work
all Work Rules and Coop Work Rules and Coop Usually observes major Rules & Cooperative
Policies Policies. Work Rules and Coop Policies. Behavior
Policies. depends on presence of
Shows exemplary Job performance is superior.
performance in his assigned substantially accurate. Accomplishment report is 90
job. Has not been issued Submits immediate normally accurate. Commits irregularities in
audit findings for compliance to rarely Justification to audit performing assigned
justification. issued audit findings. findings is complied tasks, work order
within the time frame. procedures are
inconsistent, erroneous
entries and posting of
transactions to
(Range 95 - 100) (Range 85 - 94) (Range 75 - 84) appropriate accounts.
Justifications to audit
findings remain
unjustified.
(Range 74 & below)
Explain. Give examples:
Always wear proper safety gear upon performing job and onsite

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 KEY JOB FACTORS
OUTSTANDING ABOVE AVERAGE SATISFACTORY BELOW AVERAGE PTS.

7. Cost Consciousness – Use of resources effectively and efficiently; ability to avoid waste.

Possesses outstanding More than adequate Cost consciousness Not keen on initiating or
ability in cost reduction ability in exercising cost exercised only when observing cost reduction, 99
without sacrificing quality. consciousness. prodded. manifest indifference
Range 95 - 100) (Range 85 - 94) (Range 75 - 84) (Range 74 & below)

Explain. Give specific examples:

Always check and monitor, avoid mistake if necessary. Always prior machine maintenance, safety and consumer demand. To
avoid cost reduction.

8. Attendance & Punctuality – Evaluate the attitude of the employee towards time lost from work. Consider his actual
records regarding his attendance and punctuality and his/her propensity to absent himself/herself for trivial reasons.

Consistently punctual. Generally punctual. Attendance fairly regular; Needs improvement.

Always comes to work
even under difficult
conditions. E.g. bad
weather, etc.
(Range 95 - 100)
Shows concern and observes work hours. Tardiness and leaves 94
conforms well with the interrupt work schedule.
officers and employees
code of discipline on
attendance.
(Range 85 - 94) (Range 75 - 84) (Range 74 & below)

How many times was the employee: ( 0 ) Tardy ( 0 ) Absent ( 0 ) AWOL

Comments: Always come to work early as you can. Avoid absences if necessary.

9. Interpersonal Skills – Evaluate the employee’s interpersonal skills i.e. the ability to work harmoniously with others
and/or the extent to which the employee can develop and maintain good customer and public relations.

Highly effective in dealing
with superiors, peers and
people in general. Always
cooperative, socially
adaptable and refined in
interpersonal situations.
Possesses the social
attributes that warrant
social/work effectiveness.
(Range 95 - 100)
Generally helpful.
Capable of relating with
people. Shows most of
the desirable social traits
that make for smooth
social adjustment.
(Range 85 - 94)
Usually shows positive Avoids interpersonal
attitude towards people. situations. Rarely
Displays adequate social cooperative and
skills. complains frequently. 96
(Range 75 - 84) (Range 74 & below)

Comments: Always be polite to consumer and superiors. Always cooperate and work effectiveness

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 KEY JOB FACTORS
OUTSTANDING ABOVE AVERAGE SATISFACTORY BELOW AVERAGE PTS.

10. Initiative – Appraise the extent to which the employee seeks and applies his/her own resourcefulness in initiating new
tasks, improvements in corrective actions.

A self starter, he/she Generally shows a Displays some interest in Requires constant work
willingly takes on new, positive attitude towards introducing new ideas but direction. Most often
difficult and additional work. Concentrates on may rely on supervision needs to be told what to 98
tasks. Displays willingness task to be done and for guidance every so do.
to learn and applies usually offers helpful often.
himself/herself with least suggestions/improvement,
supervision in various etc.
tasks.
(Range 95 - 100) (Range 85 - 94) (Range 75 - 84) (Range 74 & below)
Examples: Always prepare and willingness for additional task given. Interest in job and willing to learn more.

PART II. OVERALL APPRAISAL AND SPECIFIC RECOMMENDATIONS:

1. Give specific examples of the work/assignments the employee does best. Include employee’s strong points and
indicate developmental plans. If possible, specify positions to which he/she may be promoted.

2. Indicate specific areas where employee needs improvement. Specify training program and job assignments
necessary to assist the employee in his/her present work performance.

3. How would you rate the performance of subject employee as compared to other employees under your supervision?

4. Relative to last appraisal, please specify improvements or deterioration's on the employee’s performance

4. Other Comments:

RATEE’S COMMENTS This is to acknowledge that this performance appraisal

(Mandatory) was discussed with me by my immediate superior

_________________ _____________
Signature Date

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 Part III. APPRAISE CAPACITY FOR ADVANCEMENT IN PRESENT ORGANIZATION UNIT (Complete
Section A, B, or C below, whichever is appropriate.) CONFIDENTIAL: Not to be reviewed with individual concerned.
A. It does not appear likely, at this time, that the employee will advance beyond his/her present position.
Check appropriate reasons.

( ) Own desire, unwilling to change work ( ) specialized capabilities which are now fully utilized.
Locations, or similar reasons

( ) Age or limited time remaining for development ( ) Other factors.

And utilization of capabilities Specify
______________________________________

B. This employee appears to have potential for advancement, but at his time the next step ahead has not been
determined.
Check appropriate reasons.

( ) New on present job, recently promoted or similar reasons.

( ) Other reasons (specify)

C. This employee is promotable.

1. The specific positions which appear to Indicate ( )
Be the next step(s) ahead of him/her are: _ Readiness for Next Step Ahead_______
Ready now: 1-2 yrs : more than 2 yrs
___________ _________ ____________

__________ _________ ____________

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 RECOMMENDATION/ REMARKS:

Immediate Superior Division Head Department Head

Date:_______________ Date:_______________ Date:_________________

APPROVED:

Glen Mark Aquino

Acting General Manager

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 Date:____________

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