Guidelines on Performance Evaluation Sheet

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