B.

APPRAISAL OF CO-WORKERS EFFECTIVENESS (10%)

Please check the appropriate description

RATING

Does not demonstrate any positive attitude towards group

Has difficulty in interacting with co-workers.

Readily extends well as solicit cooperation/ information that would

Enable the group to work effectively. Easily accepted as a person.

Very cooperative and provides feedback/ disagreement appropriately.

Generally respected by the group. Positive effect on the group is noticeable.
Opinions/ suggestions assistance are often times sought by co-workers.
Receives feedback and learns from it. Generally has excellent response
from co-workers.

4
5

C. DEPENDABILITY (10%)
Please check the most appropriate description
Always tardy or absent. Cannot be relied upon. The accomplishments of task
Is needed.

Can hardly be relied upon to accomplish task. Tardiness or absences often

Times affect performance.

Dependable. Available for the job when needed.

Can be depended at most times. Always available on the job when needed.

Highly reliable. Exhibits dependability to a very high degree.

D. PERFORMANCE SUMMARY
Score

A = 4.3905 X .80 = 3.5124

B= 4
X .10 = .4
C= 5
X .10 = .5
TOTAL SCORE = 4.4124
ADJECTIVAL RATING
= _____________________

COMMENTS:

PART II APPRAISAL OF POTENTIAL AND PROMOTABLITY

PROMOTABLE

- means that you are convinced on the basis of observed performance on the
job that this individual can move up to higher levels of responsibility AT
THIS TIME.

POTENTIAL

- means that you are convinced on the basis of observed performance on the
job that this individual can move up to higher levels of responsibility
AFTER ADDITIONAL TIME ON THE JOB.

CAN BE BROADENED

- describes an individual who is capable of staying on top of the job as it

grows, but is not considered to be promotable AT THIS TIME.

QUESTIONS:
1.

Are there limiting factors (motivation, training, absences and the like) within the control of the employee affecting
their appraisal of potential and promotability?
____________________________________________________________________________________________
____________________________________________________________________________________________

PART III DEVELOPMENTAL APPRAISAL

1.

What has the employee done to improve his performance or prepare for advancement?
____________________________________________________________________________________________
____________________________________________________________________________________________

2.

What should the employee do to improve his performance?

____________________________________________________________________________________________
____________________________________________________________________________________________

3.

What should we do to help employee improve present performance where indicated and prepared for
advancement?
____________________________________________________________________________________________
____________________________________________________________________________________________

4.

What development activities have been mutually planned by you and this employee?
____________________________________________________________________________________________
____________________________________________________________________________________________

PART IV OVERALL APPRAISAL AND RECOMMENDATION: ( Subject to compliance with Civil Service
Commission (CSC) qualified requirements, availability of plantilla positions and company policies on promotion and salary
increases)
Based on the foregoing appraisal, it is our evaluation/recommendation that the employee is/be:
Not eligible for permanency
Eligible for permanency effective
Eligible for promotion to
Recommended for transfer to

___________
___________
___________
___________

CONCURRED
__________________________
Name and Signature of Rater

ATTY. RHOEL Z. MABAZZA

Department Manager

This appraisal has been discussed with me but my signature does not mean that I agree with the rating.
LIZA LORENA C. BAGSAO-MANALANG
Name and Signature