PMAS FORM C1

Performance Appraisal Sheet

Officer Level)
Name ANTONIO G. GAYAGOY TECHNICAL SPECIALIST MID-MARKET DIVISION Appraisal Period:

(Non-

January June 2012

Position Title: Department:

Part I - SELF-EVALUATION
1. List down goals you have achieved and significant accomplishments you have met during the appraisal period. HELPDESK SUPPORT Handled & Closed 28 Able close long overdue Accpac implementation EZ Maritime Audit Logger roll-out @ AXIA Power Holdings Corp Globe International User training on CM/DM ESSILAB Philippines, Inc Setup small virtual network for Accpac simulation. Basic Packaging - Data Recovery Merisant Sweetener Philippines Troubleshoot accpac inconsistent connection & installation of accpac clients. Train end user on how to create new item & tax group. Handles the deployment of Kuysens Customized EO screen 2. List also goals that did not meet mutually agreed standards of performance and specify reasons why they were not met. KENT Vinyl Accpac Implementation Already imported Trial Balance & AP Beginning balance, however, still waiting for them to send necessary data such as updated customer master list, AR Beginning Balance & IC Beginning Balance.

3. What personal strengths do you have that contributed to your performance level during the appraisal period under review? How did they contribute to your performance level?

4. How would you evaluate your overall performance during this period in review? Exceptional Exceeds Most Expectations Meets Expectations Please explain your basis for the rating. Meets Most Expectations Does Not Meet Expectations

5. How can the organization better utilize your talents, knowledge, and skills?

Part II - PERFORMANCE OUTPUTS APPRAISAL

Degree of Achievement of Mutually Agreed Work Goals GOALS Weight ACTUAL
ACCOMPLISHMENT STANDARD MET/ POINTS EARNED

Score

E EE ME MM DE E EE ME MM DE E EE ME MM DE E EE ME MM DE E EE ME MM DE Total Weighted Score and Rating for the Performance Factors

100 88 76 64 52 100 88 76 64 52 100 88 76 64 52 100 88 76 64 52 100 88 76 64 52

Part III - PERFORMANCE FACTORS APPRAISAL

Manifestations of Work Behaviors

Professional and Technical Proficiency / Job Knowledge

Behavioral Evidences:

Rating:

Not Evident 7.8

Slightly Evident 9.6

Moderately Evident 11.4

Evident 13.2

Highly Evident 15

Job Commitment / Industry and Perseverance

Behavioral Evidences:

Rating:

Not Evident 7.8

Slightly Evident 9.6

Moderately Evident 11.4

Evident 13.2

Highly Evident 15

Quality of Work
Behavioral Evidences:

Rating:

Not Evident 7.8

Slightly Evident 9.6

Moderately Evident 11.4

Evident 13.2

Highly Evident 15

Service Orientation
Behavioral Evidences:

Rating:

Not Evident 6.24

Slightly Evident 7.68

Moderately Evident 9.12

Evident 10.56

Highly Evident 12

Initiative, Flexibility and Resourcefulness / Creativity and Innovation

Behavioral Evidences:

Rating:

Not Evident 5.2

Slightly Evident 6.4

Moderately Evident 7.6

Evident 8.8

Highly Evident 10

Interpersonal Sensitivity and Teamwork

Behavioral Evidences:

Rating:

Not Evident 5.2

Slightly Evident 6.4

Moderately Evident 7.6

Evident 8.8

Highly Evident 10

Communication Skills
Behavioral Evidences:

Rating:

Not Evident 5.2

Slightly Evident 6.4

Moderately Evident 7.6

Evident 8.8

Highly Evident 10

Organizational Sensitivity
Behavioral Evidences:

Rating:

Not Evident 4.16

Slightly Evident 5.12

Moderately Evident 6.08

Evident 7.04

Highly Evident 8

Attendance and Punctuality

Behavioral Evidences:

Rating:

Not Evident 2.6

Slightly Evident 3.2

Moderately Evident 3.8

Evident 4.4

Highly Evident 5

Part IV - SUMMARY
APPRAISEES STRENGTHS What favorable qualities or attitudes other than those covered by the performance factors does the appraisee have which favorably impact on the performance of his/her job? In what ways has employee contributed to the company beyond normal requirements of the position?

AREAS OF IMPROVEMENT List areas in which the appraisees qualities, attitudes, skills, and performance can be improved in relation to the present position. Itemize action plan to be undertaken in this regard. AREAS OF IMPROVEMENT ACTION PLAN TIME FRAME

OVERALL RATING Score for Performance Outputs Score for Performance Factors Overall Rating x .55 =
+

x .45 =
=

LEVEL OF PERFORMANCE Exceptional Exceeds Most Requirements Meets Requirements Meets Most Requirements Does Not Meet Requirements 94 - 99.99 84 - 93.99 74 - 83.99 64 - 73.99 54 - 63.99

Comparison of current performance appraisal rating against that of the previous rating period (check applicable description): Improved Maintained Regressed

APPRAISEES COMMENTS ON THE APPRAISAL

We have jointly reviewed and discussed this performance appraisal: Printed Name and Signature of Appraisee Printed Name and Signature of Appraiser Printed Name and Signature of Reviewer

Date

Date

Part V - EMPLOYEES CAREER DEVELOPMENT ASSESSMENT

(not to be shown to employee, to be submitted directly to the human resource management office)

GENERAL ASSESSMENT OF CAREER MOVEMENT

Most Probable Next Job: Present Career Development Status: Ready for the most probable next job High potential for most probable next job but would need development interventions for the next ________ months / years May need career shift to another line of work / another department Suitability limited to present position only

CAREER DEVELOPMENT ACTION PLAN

ASSISTANCE REQUIRED POTENTIAL DIFFICULTIES

DEVELOPMENT PLAN Action Steps Specific Time Table

Signature of Appraiser: Signature of Reviewer:

Date Date