The Country Bank

Rural Bank of Bongabong Or. Mindoro, Inc.

PERFORMANCE APPRAISAL SHEET

NON-OFFICER

RATEE'S NAME (SURNAME FIRST) EMPLOYEE NUMBER OVER ALL PERFORMANCE/ ADJECTIVE
RATING

RATEE'S JOB TITLE BRANCH/DEPT.

Above Par -
RATER'S NAME RATER'S JOB TITLE PERFORMANCE PERIOD COVERED
JANUARY 1 - DECEMBER 15, 2017

INSTRUCTIONS:

The Performance Appraisal Sheet is divided into seven sections. Section I to III cover the performance measures and
over all rating, section IV contains the developmental assessment of the ratee, and section V to VII contain the
corresponding comments/action by the ratee, the branch head, and the COO.

Evaluate the ratee's performance on each of the performance measures by placing check mark in the column that
indicates the performance level achieved by the employee.

Before rating, please review the employee's duties and responsibilities on which he is to be rated.
Refer to the table below for the general definition and Point Value (P) of each performance level.

Since this rating will become an important part of the employee's record, it is expected that you will give it as much
care and attention as you would expect for those who will rate you. Remember that your rating may influence
employee promotion, transfer, pay increase, or termination.

TABLE OF PERFORMANCE LEVELS

Point Rating/
Point Value (P) Adjective Rating Range Value Definitions
5 Outstanding 4.51-5.00 Consistently display exceptional performance; rarely equalled.
4 Above Par 3.51-4.50 Consistently exceeds job requirements.
3 Par 2.51-3.50 Fully meets and sometimes exceeds job requirements, meets the
set standards 100%.

2 Below Par 1.51-2.50 Occasionally falls short of job requirements.

1 Marginal/Poor 1.00-1.50 Does not meet requirements.
 I. OUTPUT

PERFORMANCE LEVEL
PERFORMANCE MEASURES O AP P BP M/P
% POINT
A. OUTPUT WEIGHT WEIGHT
(W) (W X P)
Output may be measured in terms of quality, quantity and timeliness. These may be measured independently
or taken as a whole:
Quantity refers to the amount of work done per unit of time.
Quality refers to workmanship, approach and degree of thoroughness, neatness and other similar elements.
Timeliness refers to the frequency that the incumbent meets deadlines of output expected from him/her.
5 4 3 2 1
Quantity
Volume 25% -
Time Required 10% -

Quality
Accuracy 20% -
Thoroughness 10% -
Quality 5% -

Timeliness 20% -

Others
Work Management 5% -
Effectiveness of Output 5% -

TOTAL POINT WEIGHT (A) -

Substantiation
 II. INPUT (SKILLS AND TRAITS)
PERFORMANCE LEVEL % POINT
PERFORMANCE MEASURES O AP P BP M/P WEIGHT WEIGHT
(W) (W X P)
A. Technical Skills
5 4 3 2 1

1 Job Knowledge Client Service Specialist 25% -

2 Analytical Ability - identifies the cause of problem and 10% -

make logical recommendations.

3 Judgment and Decision Making - evaluates problems and 5% -

alternative/options to come up with sound and effective
solutions.
SUBTOTAL POINT WEIGHT -
Substantiation Skills

PERFORMANCE LEVEL % POINT

O AP P BP M/P WEIGHT WEIGHT
PERFORMANCE MEASURES (W) (W X P)
B. Communication Skills
5 4 3 2 1
1. Oral Communication - expresses himself verbally in job-related 10% -
situation, for example, in presenting ideas/proposals to clients to co-
employees.
2. Written Communication - expresses ideas in writing clearly 10% -
and in proper grammatical and business format.

SUBTOTAL POINT WEIGHT -

Substantiation Skills

PERFORMANCE LEVEL % POINT

O AP P BP M/P WEIGHT WEIGHT
PERFORMANCE MEASURES (W) (W X P)
C. Human Relations Skills
5 4 3 2 1
1. Client Relations/Rapport - demonstrates courtesy, respect, and
honesty when dealing with clients both internal and external. 5% -
2. Cooperation - willing and able to work as part of a team 10% -

SUBTOTAL POINT WEIGHT -

Substantiation Skills
 II. INPUT (SKILLS AND TRAITS)
PERFORMANCE LEVEL % POINT
O AP P BP M/P WEIGHT WEIGHT
PERFORMANCE MEASURES (W) (W X P)
D. Personal Attributes
5 4 3 2 1
1. Leadership - guides individuals to accomplish task and attain
objectives.

2. Dependability - can be relied upon in the execution of assigned

task under pressure. 10% -

3. Professionalism - observe professional rules of conduct and 5% -

proper use of discretion.

4. Initiative - takes action to improve skills and proficiency; takes

first move in handling work/challenges.
5% -

5. Innovativeness/Creativity - responds ingeniously to nonstandard

situation; proposes new but more effective responses to standard 5% -
situations.
SUBTOTAL POINT WEIGHT -
Substantiation Skills

PERFORMANCE LEVEL % POINT

O AP P BP M/P WEIGHT WEIGHT
PERFORMANCE MEASURES (W) (W X P)
E. Supervisory Skills (where applicable)
5 4 3 2 1
1. Planning and Organizing - plans out a course of action in terms of the
unit's objectives for himself and his subordinates, established priorities,
and marshals the resources to carry out the plan.
2. Delegation - extends himself in his work through: distribution of
work assignments, clear instruction and authorization, and follow
up of assigned work.

3. Staff Development - traits and develops his staff to do assigned

task/assume more responsibilities and provides effective and
objective performance appraisal.

SUBTOTAL POINT WEIGHT

Substantiation Skills

III. OVERALL PERFORMANCE RATING

TOTAL POINT WEIGHT ON OUPUT (A) - x 70% * ₌ -

TOTAL POINT WEIGHT ON INPUT FACTORS (B) - x 30% * ₌ -

OVER PERFORMANCE RATING -

ADJECTIVE RATING Above par
*overall weight of output/input factors
 IV. DEVELOPMENTAL ASPECT
1.Indicates the skills needed by the employee to perform better and achieve greater result, and the training and related activities he
should undertake to improve.

FORMAL TRAINING AND RELATED

TRAINING NEEDS
ACTIVITIES (specify when)

Technical/Business
Knowledge

Human Relation Skills

Managerial and
Supervisory Skills

2. Is the employee suited to the type of work to which he is presently assigned? If not, in what job would he /she fit better?
Indicate strong points.

3. Potential for advancement.

( ) Appears to have no further potential at this time.

( ) Managerial talent evident but needs further development.
( ) Has unusual potential for promotion.

Comments:
 V. RATEE'S COMMENTS

This to acknowledge that my rating has been shown to and discussed with me. Following are my reaction and comments.

Ratee's Signature Date Rater's Signature Date

VI. COMMENTS OF THE COO

MELVIN H. ALINIO
Printed Name Signature Date

VII. COMMENTS/ACTIONS TAKEN BY HUMAN RESOURCES DIVISION

Printed Name Signature Date