PRHC Property Managers, Inc.

EMPLOYEE PERFORMANCE APPRAISAL REPORT (Revised 06/2017EGE)

FOR THE
NAME ROBERT F. GAMBOA PERIOD DECEMBER, 2022 TO JANUARY 2023
POSITION / DATE HIRED
DEPARTMENT HOUSEKEEPING ATTENDANT / EL RETIRO DECEMBER 14, 2021
EMPLOYMENT IMMEDIATE
STATUS REGULAR SUPERVISOR VIRIAN Y. TAN

INSTRUCTIONS
PART I Read each scale and assign the numerical rating (1, 2, 3, 4 ,5) which most nearly describes the employee’s job
performance.
Numerical Rating : At the end of each job factor scale, write the numerical rating.
Weighted Rating : Write the weighted rating which is computed by multiplying the numerical rating by the assigned
weight.
Over-all Rating : Add all the individual weighted ratings.

PART II Answer each item on the space provided. Write your recommendations.

PART III Discuss the results of your appraisal with the employee and let him/her sign
PART I: KEY JOB FACTORS and RATING
RATING SCALE 1 2 3 4 5 RATING WEIGHT
WEIGHTED
RATING

A. PERFORMANCE (50%)
1. WORK OUTPUT
Amount or volume of Seldom able to Sometimes Generally, Usually Always
acceptable work accomplished complete required completes completes completes much completes much
in a given time amount of work required amount required amount more than the more than the
5 25% 1.25
of work of work required amount required amount
of work of work
2. QUALITY OF WORK
Degree by which work meets Often commits Work sometimes Works fairly, Work usually Work generally
standards; many efforts in inaccurate/ thorough and accurate, neat accurate, neat
accuracy/thoroughness/ work; careless incomplete complete and thorough and complete in 5 25% 1.25
neatness of work all details

B. WORK ORIENTATION, ABILITIES AND SKILLS (50%)

1. JOB KNOWLEDGE AND SKILLS
Extent of theoretical Exhibits poor job Exhibits limited job Exhibits enough Exhibits Exhibits excellent
knowledge, skills and practical knowledge and knowledge and job knowledge and thorough job job knowledge
knowhow of present job skills skills skills knowledge and and skills 5 10% .5
skills
2. ATTITUDE
Commitment to company as Generally, shows Sometimes shows Attitude generally Oftentimes Consistently
shown in dedication to work & negative attitude positive attitude meets normal shows positive shows positive
adherence to company policies expectations attitude attitude; has 5 5% .25
& rules strong sense of
commitment

3. ATTENDANCE AND PUNCTUALITY

Regularity and punctuality in Frequently absent; Sometimes Attendance fairly Attendance Rarely, if ever
observing work hours oftentimes does absent; regular; observes generally regular; absent or tardy;
not observe work occasionally fails work hours observes work strictly observes 4 5% .2
hours to observe hours work hours
4. INTER-PERSONAL SKILLS
Getting along and working well Antagonizes; Very limited ability Fairly good ability Above average Outstanding skill
with others cannot get along in getting along & in getting along & skill in getting in getting along
nor work well with working well with working well with along & working with others & 5%
others others others well with others obtaining their 5 .25
full cooperation

5. INITIATIVE
Self-starting ability; Lacks initiative; Exercises very little Occasionally Often shows Highly developed
promptness in taking hold of waits to be told initiative; shows some initiative; alert to initiative; does
and following through a job what to do oftentimes needs initiative; does opportunities for more than what

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 PRHC Property Managers, Inc.
EMPLOYEE PERFORMANCE APPRAISAL REPORT (Revised 06/2017EGE)

with a minimum amount of to be told what to regular work improvement of is required

supervision & direction do without waiting work without prodding
5 5% .25
for direction

6. JUDGEMENT
Ability to grasp work situation Poor judgment; Shows limited Shows fairly sound Shows sound Shows very
and draw around conclusion tends to ability to arrive at judgment usually judgment in sound judgment
misinterpret facts sound judgment in routine matters routine and under most 4 5% .2
& arrive at wrong slightly complex circumstances
conclusion matter
7. RELIABILITY AND DEPENDABILITY
Trust/confidence on employee Unreliable; could Sometimes Trustworthy; More Completely
in meeting deadline; carry out hardly be reliable but requires ordinary dependable than reliable; needs
instructions, established depended upon; requires constant follow-up average; no follow-up;
5 5%
procedures with minimum avoids follow-up and assigned task completes job on
.25
follow-up responsibility supervision usually time even under
completed with pressure
little or no
supervision
8. HOUSEKEEPING AND SAFETY
Exercise of good safety Untidy work area Not very particular Work area Adequately High standards of
measures and housekeeping and poor safety on tidiness and reasonably clean; knows safety
habits habits safety working exercise adequate responsibility consciousness
5 5%
habits safety measures over safety; work and cleanliness .25
area is always
clean
9. COST CONSCIOUSNESS
Use of resources effectively and Causes a lot of Not very keen on Cost conscious Better than Possesses
efficiently; ability to avoid waste in utilization initiating or only when average in outstanding
waste of resources, observing cost prodded searching cost ability in cost 4 5%
materials reduction; consciousness reduction .2
manifests without
indifference sacrificing quality

OVER-ALL WEIGHTED RATING 100% 4.85

INTERPRETATION OF OVER-ALL RATING

5.00 – 4.40 Outstanding (Approaches the best possible work performance)
4.39 – 3.75 Above Average (Exceeds normal requirements of position)
3.74 – 3.00 Average (Meets normal requirements of position)
2.99 – 2.10 Below Average (Falls short of normal requirements of position)
2.09 – 1.00 Poor (Inadequate to fulfill present position)

PART II: DEVELOPMENT and ACTION PLAN

A. DEVELOPMENT PLAN
1. What can the employee do to improve performance?
Trainings/Seminars

2. What can the Company do for the employee’s development (i.e., special training, seminar)
Give more Trainings/Seminars, Increase salary

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 PRHC Property Managers, Inc.
EMPLOYEE PERFORMANCE APPRAISAL REPORT (Revised 06/2017EGE)

B. ACTION PLAN
For:
Extension of Probationary Employment Transfer to
Termination of Probationary Employment Disciplinary Action / Probation
Regularization Others, i.e., salary increase/alignment, no increase (pls.
Promotion to specify and state reason why)

Effectivity Date:

APPRAISED BY APPROVED BY
NAME AND NAME AND
SIGNATURE SIGNATURE
POSITION POSITION
DATE DATE

PART III: DISCUSSION OF RESULTS

I have reviewed and discussed with my immediate superior the results of this appraisal.

Employee Name and Signature Date

HR’s Remarks:

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