CN: 0005

Performance Appraisal
Employee Name (Last) (First) (M.I.) Designation

Herrera Aristotle F. EXCAVATOR OPERATOR

Appraisal Period (From) (To) Name of Superior Employment Status Date Hired

Regular Employee April 15, 2015

PERFORMANCE RATINGS
[1] [2]
Unsatisfactory Improvement Needed
Repeatedly makes the same, Has difficulty completing task
or very similar mistakes
Makes several errors
Needs constant supervision
Works slowly when
Cannot follow a brief compared to others in the
instruction same position
Cannot spot own mistakes Needs considerable
supervision
Has poor relations with
colleagues and clients Misunderstands brief
instructions
Has poor attendance and
punctuality Often unable to achieve
quality standards
Sometimes has poor
relations with colleagues and
clients
Sometimes late or absent
from work
[3]
Average
Works to agreed standard
Able to adapt to demands of
new projects or clients
Able to comprehend and
interpret brief instructions
Has good relations with
colleagues and clients
Needs little supervision
Makes some error but is able
to spot them
Shows initiative
Is not usually late or absent
from work
[4]
Superior
Produces work beyond that
which was agreed
Works more quickly and
accurately than those in the
same position
Can work unsupervised for
long periods
Popular with colleagues and
clients
Can easily follow instructions
and expand on them
Spots own errors and
corrects them
Can cope with complex task
Make suggestions for
improvement
[5]
Outstanding
Consistently exceeds agreed
goals and objectives
Can work quickly and to a
consistently high standard
Can work unsupervised
Is expected to take the lead
Has valued opinions, which
are constantly sought
Is a natural leader,
encouraging those around
him/ her

INSTRUCTIONS
1. Please rate the employee on each performance factors independently and objectively.
2. For ratings “1-2” and “5” which indicates deficient and outstanding performance, please provide explanation of specific performance problem or
achievement in support to your ratings.
3. For performance factors covering the behavioral aspect, please provide your comments in support to your ratings.

PERFORMANCE FACTORS
I. JOB KNOWLEDGE

Did the employee gain adequate comprehension of his/ her work?

Does he/ she know practically all phases of his/ her work sufficiently well and other jobs related to it?

Does the employee show initiative to learn new technical skills in his/her area of specialization?

Rating __5___
Comments:
He’s knowledgeable in handling different equipment in land development

II. JOB QUALITY

Is the employee's work in accordance with instructions?

Does the employee work accurately, thorough, and careful with work performed?

Rating __4___
Comments: Listens to instructions and share his ideas during execution of work to achieve goals/targetsl.
III. JOB QUANTITY

How rapidly does the employee work? How much does he/ she produce in a given time? Does he/ she meet the deadlines?

Is the employee productive and fast worker without sacrificing quality of work?

Is the employee capable of handling a reasonable volume of work?

Rating ___4__
Comments:

IV. RESILIENCE

Does the employee maintain a calm and professional approach to pressure?

Does the employee willingly accept job assignments or responsibilities other than his/her regular duties & responsibilities?

Is the employee willing to go “the extra mile” when given difficult tasks/ unpleasant responsibilities?

Does the employee react positively to constructive criticisms? Is he/ she open to suggestions?

Does the employee know how to balance and prioritize tasks when given extra work load? Can he/ she easily come up with
ideas of his/ her own on how to simplify his/ her work so as to be able to accomplish much for a given period?
Rating __4___
Comments:
His experience and acquired skills are enough to simplify his work. Example of this is the relocation of
nonoperational water truck

V. ADAPTABILITY

Is the employee receptive to change of situations such as transfer from one department/branch to another?
Is the employee willing to learn and accept new responsibilities?
Does the employee have the eagerness and persistence in seeking solutions to problems both within and beyond areas of
direct responsibility?
Rating __3___
Comments:
I haven’t try to put him in different department but I tried to use him as survey aid and gardener during lockdown and
pandemic and breakdown of his unit.

VI. WORK ATTITUDE

Does the employee have a sense of urgency in acting on work matters?

Does the employee plan and organize work effectively?

Does the employee display commitment to work? Are there instances where the employee tends to waste Company time
such as over breaking, loitering, and excessive use of rest room?

Is the employee capable to work with limited supervision?

Rating __4___
Comments:
VII. COMMUNICATION

Does the employee demonstrate clear and effective oral/ written communication skills?

Does the employee understand clearly and quickly the instructions being given?

Does the employee share information appropriately?

Rating __4___
Comments:

VIII. INTERPERSONAL RELATIONS/ POLICY COMPLIANCE

Does the employee work harmoniously with co-employees and Department Manager? Is he/ she generally well liked and
respected by co-employees?

Does the employee exhibit the ability to adapt to different personalities?

How often is the employee involve in conflict and misunderstandings with colleagues?

Does the employee observe and comply with the Company policies and practices?
Rating __4___
Comments:

IX. LEADERSHIP EFFECTIVENESS

Does the employee have the ability to identify problems and resolve it?

Does the employee have the ability to guide an individual or group to complete a task?

Does the employee have the skills in motivating and counseling his/ her groupmates?

Is the employee capable of delegating work properly?

Rating __4___
Comments:
I haven’t experienced him giving assigned task which he didn’t accomplish when it comes to his line of
work.

X. ATTENDANCE

Is the employee punctual? Does he/ she have good attendance?

Does the employee give notification for his/ her sudden absences or lateness?

Does the employee display a recurring pattern of absenteeism or lateness?

Rating __4___
Comments:
OVERALL RATING:
Job Knowledge - 5
Work Quality - 4
Work Quantity - 4
Resilience - 4
Adaptability - 3
Work Attitude - 4
Communication - 4
Interpersonal Relations - 4
Leadership Effectiveness - 4
Attendance - 4
____________
SCORE 40

GRADING

Outstanding performance
Performance is exceptional and far exceeds expectations. Consistently demonstrate excellent
[ ] 45 – 50
standards in all job requirements.
Superior performance
Performance is consistent and meets essential requirements of job with extra effort evident in quality,
[●] 36 – 44
quantity, timeliness or other important dimensions of performance.
Average
[ ] 26 – 35 Performance is satisfactory. Meets requirements of the job.

Improvement needed
[ ] 18 – 25 Performance is inconsistent. Occasionally, meets job requirements. Supervision and training is required
for most problem areas.

Unsatisfactory
[ ] 17 and below Performance is significantly well below job requirements in several important areas. A serious
performance problem is evident and urgent attention is required.

GROWTH AND DEVELOPMENT

List the employee's strengths:
Skills and knowledge as survey aid and handling different equipment. He was also trained using SLM.

List the employee's work related achievements:

Because land dev works were completed, he’s currently maintaining/cleaning line canal, blocks, RHD phase 2 and
other miscellaneous excavation works.

List the areas for improvement:

Productivity during breakdown of unit
What specific plans of action, including training, will be taken to help the employee in his/ her current job or for possible
advancement in the Company?
Training in construction safety and handling other land dev equipment like motor grader.

Recommendation:
Salary increase

Supervisor's/ Manager's Other Remarks:

Employee's Comments:

I understand that my signature indicates only that I have read and discussed this performance evaluation with my Supervisor/
Manager.

Employee's signature over printed name: Date:

Supervisor's/ Manager's signature over printed name: Date:

ARGEL DIZON Nov. 15, 2023

HR Manager's signature over printed name: Date:

Admin. Manager’s signature over printed name: Date:

NOTED BY:

AGNES P. TUAZON
Chief Operating Officer