PERFORMANCE ASSESSMENT FORM

Name of Employee: Position Title:

MARY JOY Q. DUPAL-AG SALES STAFF with Cashiering
Function

Date Hired: January 17, 2004 Boutique: PENSHOPPE VALENCIA

Appraisal Period Covered: JAN. – JUNE 2008 Store Manager: HOLLANDER P. HORA

X Regular Employee  Probationary Employee

INSTRUCTIONS:
Rate the person’s performance accordingly. Convert the % Achievement scores using the specified 4-point
scale. Multiply the 4-point rate to the weight percentage of the KPI to get the final rating for that specific
KPI. Then add all KPI scores to get the Final Deliverables Score.

KPI Sales Target Customer Service Cash Wrap Service

KPI WEIGHT 60% 20% 20%
4 Outstanding 105% and above 100% 100%
3 Very Good 100 – 104.99% 90 – 99% 90 – 99%
2 Acceptable 95 – 99.99% 75 – 89% 75 – 89%
1 Unacceptable 94.99 and below 74% and below 74% and below

PART I: DELIVERABLES

KPI GOAL ACTUAL RATING WT EQUIVALENT

Sales Target P1,503,445 P1,439,499 3 80% 0.6
Customer Service 100% 90% 3 20% 0.6
Cash Wrap Service 100% 90% 3 20% 0.6
TOTAL RATING 1.8

PART II COMPETENCY DEVELOPMENT

INSTRUCTIONS:
RATE the following performance dimensions using the following scales:

D DEVELOPING Demonstrates SOME of the competency level descriptors.

C COMPETENT MEETS MOST (at least 75%) of the required competency level descriptors
M Has MASTERY Consistently MEETS ALL or EXCEEDS the required competency level
Descriptors; Has Mastery of the skill and competency required

For the column on AREA FOR DEVELOPMENT, please be specific about the areas in need of training. For instance,
instead of writing down “communication skills,” indicate whether it is business writing, grammar course, diction, etc.

For the column on ACTION PLAN, please indicate the appropriate solution. It can be any of the following:
 Training
 Cross-posting
 Joining clubs
 Academic studies
 Mentoring by _____ (Please specify)
 Others: ________ (Please specify)
 PERFORMANCE DIMENSIONS RATING AREA FOR ACTION PLAN
DEVELOPMENT
WORK FUNCTIONS
1. Salesmanship – Extent to which the employee D Offering practice
uses effective selling skills – suggestive, alternatives
alternative, upselling; includes the ability to close
a sale, handle objections and adhere to
established selling procedures and methods.
2. Cashiering - Ability to operate the POS machine. M
3. Cash Wrap Administration - Ability to adhere to and D Handling practice
implement guidelines, policies and procedures relative customer
to managing customer transactions and administration request
of the cash wrap area.
4. Visual Merchandising – Extent of knowledge of D Knowing the Reading
visual merchandising guidelines and policies and FAB brochure
ability to implement and adhere to these.
5. Housekeeping – Ability to maintain and M
implement housekeeping and maintenance
guidelines, policies and policies.
6. Feedbacking – Ability to provide complete, D Giving practice
reliable and prompt information to superiors; suggestions
sharing of information required to achieve store
objectives.
COMPETENCIES
7. Product Knowledge – Knowledge of full line of D Enhancing Reading
products, their features, benefits and advantages FAB brochure

8. Mathematical Skills – Ability to perform basic D Frequent Cash practice

arithmetic and mathematical operations and approach count
practical problems by choosing appropriately from a
variety of mathematical techniques.
9. Oral Communication Skills – Ability to C Start practice
communicate effectively, thoroughly and conversation to
customers
accurately to a customer or group of customers;
knows how to interface with customers

PART III. VALUES: ENTERPRISE

PERFORMANCE DIMENSIONS 4 3 2 1
Outstanding Very Acceptable Unacceptable
Good
1. Opportunity seeking – refers to employee’s ability to x
breakthrough opportunities, and take prudent risk in pursing
opportunities.
2. Results-orientation - refers to employee’s result/profit x
orientation and concern for the company’s growth. Manifests
sense of job/project ownership and business partnership in
pursuit of results.
3. Quality and Productivity - refers to extent of accuracy, x
completeness, outstanding work result and ability to meet
deadlines.
4. Innovativeness – refers to employee’s ability to seek, think and x
create new ideas towards improvement of existing methods
meeting customer needs.
5. Cost-efficiency – refers to employee’s prudent utilization of x
company resources resulting to efficient cost (as in time, energy
 and money).
6. Initiative – refers to employee’s ability to work independently x
and going the extra mile in performing one’s job.

VALUES: PROFESSIONALISM, SERVICE, AND INTEGRITY

PERFORMANCE DIMENSIONS 4 3 2 1
Outstanding Very Acceptable Unacceptable
Good
7. Integrity - refers to employee’s honesty and commitment in x
performing his job and dealings with colleagues, customers,
business partners, and the public.
8. Silence of Office – refers to employee’s ability to keep x
company information to its utmost confidentiality and
unauthorized disclosure could be detrimental to the interest of
the company.
9. Accountability – refers to employee’s ability to willingly accept x
job responsibilities and account for one’s actions.
10. Competency and sincere service – refers to employee’s x
adequate ability or capacity to perform one’s job. This also
refers to employee’s positive response to the needs of its
customers.
11. Respect for others – refers to employee’s ability to give high x
regard and understanding on individual or group opinion/views.
12. Teamwork/Partnership – refers to mutually supportive x
relationship with superiors and colleagues in pursuit to specified
goals. This also includes trust to one’s colleague and
willingness to acknowledge mistakes quickly.
(Support includes openness, honest communication, sharing of
ideas and open-mindedness).
13. Compliance of the Company rules and regulations – refers x
to employee’s ability to follow set rules and regulations of the
company including amendments.
14. Professional Growth- refers to employee’s enthusiasm to x
develop his/her knowledge and skills to better do his/her job.
15. Struggle to improve oneself personally – manifests constant x
effort to overcome defects (e.g. being moody, ill-tempered,
critical) and live/acquire a virtue (e.g. stable mood, patience)

TOTAL POINTS 43
AVERAGE RATING = TOTAL POINTS 2.87
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PART IV. ACTION PLAN /RECOMMENDATION

FOR POOR/ACCEPTABLE RATING* FOR EXCELLENT/OUTSTANDING RATING*

Professional Growth- practice enthusiasm in developing
for one’s self and job function

OTHERS

* Pls. be specific. State the specific action to be taken, when, where, how and how much it will incur

PART V. REMARKS/COMMENTS

RATEE’S REMARKS RATER’S REMARKS

Rated By Manager: HOLLANDER P. HORA (signed) Date: July 18, 2008

Noted By Division Head : EMELYN LEE - TRINIDAD Signature ____________Date _________

Remarks ________________________________________________________________________
________________________________________________________________________
________________________________________________________________________

I acknowledge that my superior discussed with me the above rating.

MARY JOY Q. DUPAL-AG (Signed) July 20, 2008

Employee Name and Signature Date