PERFORMANCE MANAGEMENT FORM

Rating Period: ____ to _____

EMPLOYEE: POSITION TITLE/FUNCTION: SOFTWARE ENGINEER

SECTOR/DEPARTMENT: CLIENT SERVICES /IT SUPPORT NO. OF YEARS IN THE PRESENT POSITION: 1 year and 5 months

Part I.
PERFORMANCE
(70%)
Key Result Area Weight /KRA Objectives/Targets Weight/ Tracking Actual Result POINT SCORE
(%) Target (%) Source

Quality 50% System should not exceed 1 reported 50% HFS

bugs/defects per user story

Speed 30% Work should not exceed 90% of project

schedule per user story

30% HFS
Productivity 20% Overtime should not exceed 12 hours per
week

20% HFS
Total Equivalent Point Score

Multiply by Percentage Weight (70%)

WEIGHTED AVERAGE SCORE

Part II.
DIMENSIONS/COMPETENCI
ES (30%)
Dimensions/Competencies Definition Point Scores
Supervisor Employee

ORGANIZATIONAL (to be accomplished by all employees & officers)

Self-Improvement/Willingness to Generally, refers to the positive change that the employee/officer is able to effect in his behavior, attitude and
Learn accomplishments vis-à-vis the past work performances or the identified area for development.

Teamwork Capacity of the individual to work in a team, complementing and supplementing others toward achieving a common goal.

Integrity Uprightness of character or probity of the individual in the conduct of his work.

Accountability Ability to own and meet obligations/duties and to comply with the demands of work without putting the blame on others.
Assumes full pananagutan for the job.

Concern Deep concern for the Bank/country and co-workers that is rooted in consciousness that the self is an integral part of the
Organization; that the self’s vision is congruent with the Bank’s/country’s.

Punctuality & Attendance Observe behavior of coming to the office on time or to be present at work to complete assigned responsibilities.

JOB-RELATED (to be accomplished by officer’s & staff with no supervisory function only)

(Choose five that applies to the

job by ticking appropriate box)
for non-supervisory positions

○ Client Focus
Capacity to provide total quality service to customers.

○ Job/Technical
Knowledge Mastery of present job, work process/information or technical considerations.

○ Judgment & Decision

Making Ability to render firm and timely decision based on logical consideration of all factors impinging on the matter with the best
interest of the organization in mind.
○

○ Initiative and
Resourcefulness Ability for original conceptualization and independent action. Knows “where” and “how” to do “what” in a particular work
situation and arrive at a desired result.

○ Ability to Work
Systematically Methodical and orderly way of approaching assignments that serves to facilitate its completion.

○ Creativity &
Innovativeness Conceives, develops and applies imaginative concepts that improve approach to work and operating procedures, or that make
better use of company assets.

○ Courtesy
Polite, kind and thoughtful behavior toward the public/clientele in manner of speech and actuation.

○ Communication Skills
Ability to express self simply and unambiguously in both oral and written form.

○ Human Relation Skills

Ability to deal/work with people from different background and persuasion; Can integrate concern for external and internal
 clients and supervisor-subordinate relationship in the work station.

○ Attention to Details
Keenness of perception to spot details that are important to accomplishing work assignments.

○ Other/s (pls specify &

define

____________________
___

____________________
___

Part II.
Continuation….DIMENSIONS/
COMPETENCIES (30%)
Dimensions/Competencies Definition Point Scores
Supervisor Employee

For Supervisory/Managerial (to be accomplished by all officers/employees with supervisory function only)
Positions

○ Business Acumen (For Ability to forecast business opportunities and formulate programs/projects/strategies to achieve KRA’s and Bank’s goals.
Sector Heads Only) Can generate alternative courses of action anticipating different business climate.

○ Business Tactics (For Ability to identify and analyze problems/issues at hand, address them and transform business strategies into specific
Dept Head, Area & actions/maneuvering to ensure attainment of goals within or beyond the approved programs/projects.
Branch Managers, Unit
Heads, & Team Leaders
only)
 ○ Leadership
Ability to direct, influence, motivate and affirm/reward employees and exercise managerial control to achieve desired level
of performance and maintain high degree of enthusiasm as well as good working relationships.

○ Judgment & Decision

Making Ability to render firm and timely decisions based on logical considerations of all factors impinging on the matter with the
best interest of the organization in mind.

○ Stress Tolerance
Stability of performance under pressure or opposition.

○ Interpersonal/ Customer
Sensitivity Skill in perceiving and reaction to the needs of others; Objectively in perceiving the impact of self on others.

○ Others (pls. specify &

define)

____________________
____

____________________
____
Total Point Scores

Divide by Number of Factors

Average Point Score

Multiply by Percentage Weight

(30%)

WEIGHTED AVERAGE
SCORE

PERFORMANCE
CONTRACT

I commit myself to work for the attainment of the KRAs/targets and to demonstrate the required I commit to assist, coach, guide and counsel the rate toward the attainment of the KRAs/targets and
competencies/key actions in manner that befits a member of the Hilsoft family. development of competencies.

_____________________________ DATE: _________________________ DATE:

RATEE RATER

(Signature over printed name) (Signature over Printed Name)

NOTED BY: CERTIFIED BY:

___________________________________________________ DATE: _________________________________________ DATE:

NEXT HIGHER SUPERVISOR/BRANCH HEAD SRC HEAD

(Signature over Printed Name) (Signature over Printed Name)

Part III. REVIEWS Part IV. SUMMARY OF

RESULTS
INTERIM REVIEW/COACHING LOG Rater Weighted Average Percentage Weight Overall Weighted Score
Score
(Pls. use additional sheet if necessary)

Part 1
 Supervisor ____________ 85% _________

Client ____________ 15% _________

_________

100%
Sub-Total

Part 2

Supervisor ____________ 60% ____________

Self ____________ 10% ____________

Client ____________ 10% ____________

Peer ____________ 10% ____________

Subordinate ____________ 10% ____________

_________

100%
Sub-Total
Total Overall Score (Sum of
Parts I & II)

Add: Point for Intervening

Task/s (0.5-1.0), if any

FINAL NUMERICAL
RATING

EQUIVALENT
ADJECTIVAL RATING
 WE DISCUSSED THE
RATINGS

________________________
________

RATEE’S SIGNATURE

________________________
_________

RATER’S SIGNATURE

Continuation…SUMMARY OF RESULTS
Ratee’s Comments: Immediate Supervisor’s Comments:

____________________
______________________ DATE:

RATEE RATER

(Signature over Printed Name) (Signature over Printed Name)

NOTED:

______________________________________
____________________________________ DATE:

NEXT HIGHER SUPERVISOR

DEPARTMENT/AMO HEAD

(Signature over Printed Name)

(Signature over Printed Name)

Part V: DEVELOPMENT PLAN

Learning Need:Development Dimesion Development Activities Target Date

I commit myself to work the attainment of points for

improvement written above in the next rating period by
ensuring that the Development Plan becomes part of my
KRAs/Objectives & Targets for the next quarter.

__________________________

RATEE

(Signature over Printed Name)

I commit to assist, coach, guide and counsel the rate in the

attainment of the Development Plan within the next quarter.

__________________________
RATER

(Signature over Printed Name)