Guidelines on Performance Evaluation Sheet - Revision history

Rbmanalo at 07:07, 10 August 2009

2009-08-10T07:07:46Z

← Older revision		Revision as of 15:07, 10 August 2009
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	:::::::<u>'''Table of Equivalence'''</u>		:::::::<u>'''Table of Equivalence'''</u>
	<u>'''Numerical Rating'''</u> <u>'''Adjectival Rating'''		<u>'''Numerical Rating'''</u> <u>'''Adjectival Rating'''</u>

			3.81-4.00 Outstanding
			3.21-3.80 Very Satisfactory
			2.21-2.20 Satisfactory
			1.00-2.20 Unsatisfactory

Rbmanalo at 07:03, 10 August 2009

2009-08-10T07:03:11Z

← Older revision		Revision as of 15:03, 10 August 2009
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	:::::::<u>'''Table of Equivalence'''</u>		:::::::<u>'''Table of Equivalence'''</u>
	~~:::::~~<u>'''Numerical Rating'''</u>~~{{pad\|4em}}~~<u>'''Adjectival Rating'''~~</u>~~		<u>'''Numerical Rating'''</u> <u>'''Adjectival Rating'''

Rbmanalo at 06:50, 10 August 2009

2009-08-10T06:50:34Z

← Older revision		Revision as of 14:50, 10 August 2009
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	:A.2.1 4- (Outstanding) Work is accurate and exceptional		:A.2.1
			:::4- (Outstanding) Work is accurate and exceptional
	::: 3 - (Very Satisfactory) Work is accurate and highly acceptable.		:::3 - (Very Satisfactory) Work is accurate and highly acceptable.
	::: 2 - (Satisfactory) Does fairly good work; has few errors; normally acceptable		:::2 - (Satisfactory) Does fairly good work; has few errors; normally acceptable
	:::1 - (Unsatisfactory) Work is not acceptable; commits frequent mistakes		:::1 - (Unsatisfactory) Work is not acceptable; commits frequent mistakes


	B. Part II - Critical Factors (30%). Critical Factors reflect the behavioral dimensions that affect the job performance of the employee. For this purpose, nine (9)) behavioral factors like initiative, human relations, attendance, punctuality, ethical behavior, commitment, judgment and stress tolerance for rank and file including leadership for supervisors are considered critical requirements in the performance of one's job. The rating in critical factors is composed of self rating (ratee's rating) and supervisor's rating (rate's rating) as follows:		B. Part II - Critical Factors (30%). Critical Factors reflect the behavioral dimensions that affect the job performance of the employee. For this purpose, nine (9) behavioral factors like initiative, human relations, attendance, punctuality, ethical behavior, commitment, judgment and stress tolerance for rank and file including leadership for supervisors are considered critical requirements in the performance of one's job. The rating in critical factors is composed of self rating (ratee's rating) and supervisor's rating (rate's rating) as follows:

	::::Supervisor's Rating = 60%		::::Supervisor's Rating = 60%
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	C. Intervening Targets		C. Intervening Targets
	:C.1. Intervening tasks are those which are assigned in addition to the regular functions of the employee after the performance target shall have been set.		C.1. Intervening tasks are those which are assigned in addition to the regular functions of the employee after the performance target shall have been set.


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	C.6. Employees' planned targets were all accomplished and rated at least		C.6. Employees' planned targets were all accomplished and rated at least satisfactory.


			C.7. Employee's performance of intervening tasks may be given a maximum of 0.5 additional point for an aggregate of 176 hours. The formula is: ITS = 15(nhrs)/176; where ITS is IT Score; nhrs, the number of hours rendered; and 176, a constant.


			'''IV. COMPUTATION OF RATING'''
			:: A. Part I. Average Score (AS) for Quantity (C) and Quality (D), i.e., (C+D)/2 is multiplied by the percentage weight (B) assigned per activity or AS = B(C+D)/2. The Average Score (AS) for each activity will then be added and multiplied by 70% to get the Equivalent Point Score 1, i.e. EPSI = ΣAS x .70 Note Σ is the symbol for summation.


			::B. Part II. On the basis of performance indicators for critical factors, the ratee rates himself/herself in all applicable critical factors while the rater similarly rates also the ratee.


			:::B.1. Self-Rating (A): Total all scores; divide the sum by the number of entries (N) and multiply the quotient by 40%, i.e., A = .40(ΣA)/N.


			:::B.2. Supervisor-Rating (B). Total all scores; divide the sum by the number of entries (N) and multiply the quotient by 60%, i.e. B = .60 (ΣB)/N.


			:::B.3. Add the results from E.2.1 (A) and E.2.2 (B) above to get the total score (C), i.e., C = A + B. Multiply the sum (C) by 30%. Equivalent Point Score 2, Part II will be: EPS2 = .30(C).


			:::Using the summary of rating portion in Part II Form 1B, indicate the equivalent point scores obtained in Part I and Part II to get the Overall Point Score or Total Equivalent Point Score (TEPS), i.e., TEPS = EPSI + EPS2


			:::B.4.Add the rating for intervening task, if any, to obtain the Total Overall Point Score or Total Numerical Rating.


			:::B.5. Convert the Total Overall Point Score or Total Numerical Rating using the Table of Equivalence below:


			:::::::<u>'''Table of Equivalence'''</u>
			:::::<u>'''Numerical Rating'''</u>{{pad\|4em}}<u>'''Adjectival Rating'''</u>

Rsmoralejo at 05:17, 10 August 2009

2009-08-10T05:17:35Z

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	[[Category:UPD Memo]]		[[Category:UPD Memo\|Performance Evaluation Sheet]] [[Category: Administrative Matters\|Performance Evaluation Sheet]]

	A.2 Quality Refers to the distinctive features of performance output that reflect the degree of excellence or superiority.		A.2 Quality Refers to the distinctive features of performance output that reflect the degree of excellence or superiority.

Rbmanalo: New page: Category:UPD Memo A.2 Quality Refers to the distinctive features of performance output that reflect the degree of excellence or superiority. :A.2.1 4- (Outstanding) Work is accurate...

2009-08-10T03:45:24Z

New page: Category:UPD Memo A.2 Quality Refers to the distinctive features of performance output that reflect the degree of excellence or superiority. :A.2.1 4- (Outstanding) Work is accurate...

New page

[[Category:UPD Memo]]

A.2 Quality Refers to the distinctive features of performance output that reflect the degree of excellence or superiority.

:A.2.1 4- (Outstanding) Work is accurate and exceptional

::: 3 - (Very Satisfactory) Work is accurate and highly acceptable.
::: 2 - (Satisfactory) Does fairly good work; has few errors; normally acceptable
:::1 - (Unsatisfactory) Work is not acceptable; commits frequent mistakes

B. Part II - Critical Factors (30%). Critical Factors reflect the behavioral dimensions that affect the job performance of the employee. For this purpose, nine (9)) behavioral factors like initiative, human relations, attendance, punctuality, ethical behavior, commitment, judgment and stress tolerance for rank and file including leadership for supervisors are considered critical requirements in the performance of one's job. The rating in critical factors is composed of self rating (ratee's rating) and supervisor's rating (rate's rating) as follows:

::::Supervisor's Rating = 60%
::::Self Rating = 40%

C. Intervening Targets
:C.1. Intervening tasks are those which are assigned in addition to the regular functions of the employee after the performance target shall have been set.

C.2. The performance of intervening or additional tasks is duly considered only is this is done over and above planned targets.

C.3. Said task is not within the regular functions of the employee or the work program/performance contract of their divisions or units;

C.4. There is urgency in the completion of the intervening task which has an impact on the organizational unit concerned.

C.5. Non-compliance/performance of the intervening task will unduly prejudice the service; and

C.6. Employees' planned targets were all accomplished and rated at least