CONFIDENTIAL

XYZ SERVICES CORPORATION

(Group of Companies)
Human Resources Department

PERFORMANCE EVALUATION FORM

FOR RANK-AND-FILE NON-OPERATIONS PERSONNEL

ALL XYZ SERVICES SUPERVISORS AND MANAGERS ARE REQUIRED TO COMPLETE AN ANNUAL WRITTEN
PERFORMANCE EVALUATION FORM SCHEDULE TO FEBRUARY 1 ST OF EACH YEAR, OR WHENEVER NECESSARY TO
AFFECT IMPORTANT PERSONNEL ACTIONS SUCH AS REGULARIZATION, PROMOTION, TRAINING, OR FOR ANNUAL
MERIT INCREASE COMPLETED EVALUATION FORM SHALL BE FORWARDED TO HUMAN RESOURCES DEPARTMENT.

I. EMPLOYEE INFORMATION

EMPLOYEE NAME (LAST, FIRST, MIDDLE) POSITION TITLE EMPLOYMENT DATE

Photographer
DEPARTMENT SUPERVISOR’S NAME DATE OF LAST PERFORMANCE REVIEW DATE OF REVIEW
Sales and Operations
REASON FOR EVALUATION

SEMI-ANNUAL REVIEW REGULARIZATION PROMOTION MERIT INCREASE OTHERS:

II. INSTRUCTIONS

1. Review employee’s functional job description and how the employee performed relative to the described performance
standards. (Make sure, the employee is aware of these standards prior to your evaluation)
2. Appropriately document the employee’s actual performance RESULTS with a narrative summary that describes the
employee’s achievements for the critical elements as compared to the performance standards. Also include submitted
reports and key achievements met.
3. Assign numerical rating levels that accurately reflect the employee’s performance on each of the major duties and
responsibilities. (5 – Exceeds expectations, 4-Meets and at times exceeds expectations, 3 - Meets expectations, 2-
Falls below expectations, 1-Unacceptable).
4. Add up the numerical ratings to get a total then get the average.
5. Detailed review of the employee’s actual performance on each of his/her major functions prepares you to assess the
major critical performance factors located on the next page
6. Check the appropriate box for each identified work-related performance factors using data in part I as your guide.
7. Add up the numerical ratings to get a total then get the average.
8. Do the same thing in the behavioral elements (Part 1 B) with your rating category key as your guide, check the
appropriate box for each behavioral elements (remember that these behavioral elements and that your judgment must be
supported by facts.
9. Summarize the rating data in the employee’s performance worksheet and determine the over-all score.
10. Identify Areas where the employee excels and also areas that need to be improved.
11. Jointly plan with your appraisee the interventions necessary to help him/her improve on those areas identified, and
develop action plans.
12. Agree when to meet to evaluate the impact of the interventions made.
13. Define and agree on priority goals you want the appraisee to achieve within the next appraisal period.

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PART I. At the beginning of the appraisal period, identify job specific performance elements/criteria and review job standards
(please refer to the copy of performance standards developed for this position). Enumerated duties, responsibilities, performance
standards, expectations, and how they will be used to measure work related performance during the period should be discussed
with the ratee prior to the actual rating. Compare defined standards versus the actual results of performance in every major duty,
key results areas identified and assign numerical rating for each:

KRA FACTORS (30%)

FINAL
PERFORMANCE
KEY RESULT AREA % RATING RATING
STANDARDS/EXPECTATIONS
(Vs. %)
SALES ACHIEVEMENT - Should hit Sales target. No record of
- Ensures aggressive product promo and 20% negative sales
efficient sales performance.
STUDIO SETTING AND PREPARATION - Equipment and props should be
- Prepares and sees the arrangement of available and in very good condition.
lights, camera and equipment to be used - No incidence of negative reports due to
in photo session. unclean studio and defective studio
- Ensures cleanliness of studio area and equipment.
usefulness of studio equipment. - Collaterals properly displayed and
- Display, updates and keeps the studio updated. Collateral always facing the
lobby attractive all the times. 25% customers.
- Suggests props for more effective studio - Should give suggestions at least twice
display. a month.
- Set up appropriate background that - No incidence of customer complaint
complement clothes and get-up of the due to inappropriateness of studio
customers. Offers various background for background.
total customer satisfaction before
shooting.
EXECUTION OF SHOTS - Should seek consent of subjects
- Conceptualizes desired shots - Camera properly handled
- Shoots the subject in accordance with - Timely directional cues are provided.
particular poses requirements and 25% - Shots should come out professionally
angular shots needed. done
- Should be properly packaged.
- No incidence of customer complaint
EQUIPMENT MAINTENANCE
15%
- No incidence of negative reports due to
defective studio lights and camera
CUSTOMER SERVICE - Fully satisfied customers
10%
- Attend to customer queries / concerns
OTHERS
- Attends related seminars and skills
enhancement required by the company &
5%
other company events.
- Performs other duties as maybe
assigned by the immediate superior.

TOTAL:
AVERAGE:

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 PART II – WORK PERFORMANCE FACTOR (40%)

A. FINANCIAL OBJECTIVES (Commitments and targets)

PLEASE ADD ANOTHER TABLE OR PAPER IF NEEDED.

SALES PERFORMANCE / ACHIEVEMENTS FOR THE COMMENTS ON RELEVANCE, TIMELINESS,

LAST SIX MONTHS IMPACT OF IMPLIMENTATION, COST RATING
CONSIDERATIONS
Sales for the month =
Versus previous year =
Versus quota =
Sales for the month =
Versus previous year =
Versus quota =
Sales for the month =
Versus previous year =
Versus quota =
Sales for the month =
Versus previous year =
Versus quota =
Sales for the month =
Versus previous year =
Versus quota =

TOTAL:
AVERAGE:

B. CUSTOMER OBJECTIVES (Plans Cascaded by Immediate Superior)

INDIVIDUAL CONTRIBUTIONS STANDARD / EXPECTATIONS ACTUAL RESULTS RATING

(APPROVED PLANS & PROGRAM) (TIMELINESS / DUE DATES /
LEAD TIME / BUDGET)
Improve Branch Overall Customer
Service Levels by zeroing out
customer complaints
Improve Branch Overall Customer
Service Levels by improving order
taking 7 delivery accuracy
Maintains Professional Employee
Appearance

C. INTERNAL PROCESS (Plans Cascaded by Immediate Superior)

INDIVIDUAL CONTRIBUTIONS STANDARD / EXPECTATIONS ACTUAL RESULTS RATING

(APPROVED PLANS & PROGRAM) (TIMELINESS / DUE DATES /
LEAD TIME / BUDGET)
Maintains 100% operational
readiness of photo capturing &
lighting equipment
Photo Capturing & Lighting
Equipment downtime maintained at
24hrs
Integrity of Photo Images secured
Maintains Photo Image mandatories

D. TRAINING & DEVELOPMENT (Plans Cascaded by Immediate Superior)

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 INDIVIDUAL CONTRIBUTIONS STANDARD / EXPECTATIONS ACTUAL RESULTS RATING
(APPROVED PLANS & PROGRAM) (TIMELINESS / DUE DATES /
LEAD TIME / BUDGET)
Attends official company functions,
meetings & training sessions
Minimal Coaching & Feedback
Forms Issued to Employee
Strictly Complies to Company
Policies

TOTAL:
AVERAGE:

TOTAL FINAL RATING: _____________________

PART III - CRITICAL MANAGEMENT PERFORMANCE AREAS/ REQUIRED COMPETENCIES AND BEHAVIORAL
OUTCOMES (30%)
RATING
1. SOCIAL SKILLS / COLLABORATION
S Collaborate with other departments to achieve resolutions of challenges. Empathize and understand the
point of view of people; can interact with co-employees.
2. COMMUNICATION
Validate facts and information before communicating. Exercise wisdom and prudence. Effective written,
C oral and listening skills; chooses best communication method for each audience, communicates well with
superiors, peers, subordinates, shares information willingly. Delivers updates of reports and
accomplishments on time.
3. RESOURCE MANAGEMENT / OWNERSHIP
O Uses company resources consistent with cost versus benefits considerations, meets financial
performance objectives, seeks and identifies and acts on opportunities for cost efficiency.

T 4. ATTENDANCE AND PUNCTUALITY / TIME MANAGEMENT

Adheres to work schedule, reporting requirements.
5. ATTITUDE TOWARDS WORK / ADAPTABILITY
A Attendance to corporate events gatherings, social activities, supports engagement initiatives for
employees. The degree by which the manager / officer manifest high level of professionalism and
appropriate behavior at work.
6. DECISION-MAKING / PROBLEM SOLVING SKILLS
Offers sound solutions. Do not rely on immediate superior to solve the problem. Uses good judgment,
D gathers analyzes, and acts on relevant informant on timely manner, balances short term effects of
decisions, seeks input and encourages decision-making, considers multiple solutions and build
consensus.
7. COMPLIANCE TO SOP’S AND POLICIES
Extent by which the employee complies with the department’s standard operating procedures, HR and
Audit Policies.
8. APPEARANCE
Personal hygiene and appropriateness of attire, adherence to dress code.
9. HONESTY / INTEGRITY
The degree by which the employee manifest behavior that supports the value of honesty and credibility,
to the extent to which the employees adhere to the facts and appropriateness of actions.
10. TEAM EFFICIENCY – (Speed and quality)
The degree by which the employee is being managed is able to become efficient in delivering services
and results to internal and external customers.
11. ACCOUNTABILITY/ ETHICS
The degree by which employee is able to take responsibility for his own lapses and error. Manifest
ethical behavior at work, possess excellent moral standards and character and character and EXHIBITS
desired corporate values.

RECOMMENDATIONS / COMMENTS FROM THE RATER

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Signature over Printed Name Date

RATEE’S COMMENTS / COMMITMENTS

_________________________________ _____________________
Signature over Printed Name Date