PA FORM -4 SH

PERFORMANCE EVALUATION FORM

EMPLOYEES NAME

POSITION

OUTLET

EVALUATED BY

REVIEWED BY

EMPLOYEES SIGNATURE

DATE

PERIOD COVERED BY REVIEW

Instruction:

Please go over and fill up first the attached form containing performance
indicators and evaluate your subordinate using the specified rating scale.
Get the total score per item then compute for the average rating.
Make sure your rating is justified by factual observations and documents.
Please refer to MIC & logbook reports, time sheets and other records
before proceeding to your rating. Summarize the results in this sheet

Weight

Items

I. 60 %

ASSESSMENT
OF
LEADERSHIP
SUPERVISORY EFFICIENCY
A.
B.
C.
D.
E.
F.

Max.
score

Planning, problem solving

Leadership & Monitoring
Maintaining Discipline & Quality
Performance
Materials Management & Cost Control
Communications
Output & Productivity
Sub-total
Overall Average

II. 40 %

&
20
24
20
24
16
20
124

PERSONAL QUALITIES
A.
B
C.
D.

SCORING KEY
Score

Relationship with subordinates

Character & Integrity
Customer/Client Relations
Punctuality & attendance

24
36
12
12

Sub-total

84

Overall total
Over all average

208

REMARKS

Actual
score

Ave.
rating

182 - 208

EXCEPTIONAL

150 - 181

VERY GOOD

115 - 149

SATISFACTORY
Average rating

80 - 114

FAIR

below 80

POOR

Performance far exceeds average

requirement highly commendable
Pperformance & behavior above
average requirement
Performance falls within the
average
or
acceptable
requirement
requiring little improvement
Performance falls below the
acceptable
requirement;
an
intensive training is necessary
Candidate is a misfit for the
position

Remarks on employee: _________________________________________________

____________________________________________________________________
____________________________________________________________________

1. How did manager/supervisors performance compare with that of last year?

___the same

______better

______poorer

2. In what areas did he improve on?

3. In what areas did he make poorer performance?

4. Describe agreed -upon measures which you think can help the candidate improve
his
or her overall performance
Recommendations:

PERFORMANCE INDICATORS

IIndicate your assessment of Supervisor/section head in the performance of the following

responsibilities, using the code:
4 3 0 -

Perfectly accomplished
Almost perfectly
accomplished
Not at all undertaken

1 Belowacceptable performance
2 Generally acceptable, minor
error

A. PROBLEM SOLVING & DECISION MAKING

Score

1. Able to establish priorities and manage his time appropriately, all

important concern are given action; no backlog
2. Par stock & other operational requirements are sufficiently identified
and provided for to maintain efficient operations
3. Ensures availalbility of needed supplies and materials as well as their
proper use and maintenance
4. Able to effectively coordinate with kitchen, bar & other units regarding
the needs, problems of his station, does not by-pass authority; has
an effective way of winning the support & cooperation of other
section or dept. heads
5. Able to effectively respond to customer or client needs and problems,
taking appropriate and prompt action
Total score
B. LEADERSHIP & MONITORING
1. Consistently conducts spot inspection using accurate and comprehensive monitoring or inspection checklist records & documents
observations
2. Builds motivation/morale through affirmations/recognition and
appreciation of staff's favorable performance and behavior; morale
among his staff is high
3. Builds staff competence through coaching and on-the-job instruction;
gives them feedback about their progress & helps them improve
4. Able to commands compliance to his orders and instructions
5.
Healthy team climate is maintained; interpersonal conflicts,
differences
are confronted and resolved; tensions are minimized if not avoided
6. Wins staff respect and goodwill; no show of resistance or resentment
against him; they look up to him as a model
Total score
; p. 4
C. MAINTAINING DISCIPLINE & QUALITY PERFORMANCE

Score

1.

Able to generate and maintain compliance to service or production

standards in his outlet/unit

2.

Calls staff's immediate attention on noted infractions of house

rules and job procedures through appropriate corrective interviews,

3.

Delegates side duties and assignments properly, giving complete &

clear instructions, makes necessary follow-up

4.

Shows respect/diplomacy in dealing with disciplinary cases of

employees

5.

No record of major misconduct or discrepancy in his unit

Total score
Score

D. MATERIALS MANAGEMENT & COST CONTROL

1. Equipment & supplies are used properly, in accordance with
prescribed standards of safety & sanitation
2. Breakages and losses are kept within allowable ceiling
3. Equipment and machines are regularly checked for their condition ,
cleaned and maintained, repaired whenever necessary
4. Inventories in his unit done regularly, variances & discrepancies are
iidentified and given appropriate investigation & action
5. No unaccounted losses and discrepancies recorded in his unit
6. Equipment & supplies/materials are properly stored in their
appropriate storage after using; issuances are controlled in
compliance with issuance policies
Total Score
E. COMMUNICATIONS & MERCHANDISING ABILITY
1. Clear and convincing in his orders & instructions as well as in
delegating side duties and assignments, confirms or clarifies to
ensure understanding
2. Articulate, courteous and spontaneous in his oral communications
3. Responds to inquiries with complete, accurate & clear information
speaking in well modulated tone, no unpleasant overtones
4. Makes effective, convincing sales presentation that elicits positive

Rating

results
Total score
F. OUTPUT & PRODUCTIVITY
1. Sales performance of station

Score

score 4 if ave. check is between 98 -100% or above forecast

3 if 90-97%
1 if below 80
2 if 80 - 89 %
2. Routine & Side duties, Tasks like paper work, etc.(other than
reports) assigned to him or his unit are completed on time
4 if accomplished before deadline or timetable
3 if accomplished within deadline
2 if delayed within one week
1 if delayed for more than a week
3. Timeliness of Completion and submission of required reports
score 4 if submitted before deadline
3 if submited within deadline
2 if delayed submission within 1-2 weeks
1 if delayed for more than 2 weeks
4. Accuracy and completeness of reports, paper work or other
documents
score 4 if report contains 98-100% complete, accurate, factual
information
3 if

92 -97%

2 if

85 -91%

1 if

less than 85 %
5. Innovations, improvements that were designed, initiated &
implemented
score 4 if there are 3 or more major innovations that redounded to
better efficiency, productivity and quality service
3 if there are at least 2 innovations
2 if there is at least 1
1 if no innovation or improvement
0 if destructive changes rather than improvements were executed
Total score
PART II - PERSONAL QUALITIES

Use the following scoring key

All the time exhibit the said qualities

Most of the time exhibit the trait
Generally practice the trait
Rarely on almost never exhibit the trait

4
3
2
1

A.

RELATIONSHIP WITH SUBORDINATES

1. Fairly treats his staff without discrimination or prejudice, no favoritism;

does not allow personal grudges to influence his work relations
2. Exhibits pleasant disposition, sobriety & maximum tolerance in his
dealings with his subordinates (not irritable, no hot temper, no
impulsive behavior)
3. Cautious and sensitive to the feelings and self esteem of his staff;
avoid brutal and judgmental expressions. tactful in giving feedback
4. Exhibits trust and confidence in his people; acknowledge ideas &
feelings encourages participation
5. Open to feedback of superior, staff and colleagues (no sign of
negative nor vindictive reaction)
6. Responsive to the needs of his people; alert in giving assistance
when
called for, takes time to listens with empathy to their personal
concerns
Total score
B. CHARACTER & INTEGRITY
1. Exhibits concern to corporate and group problems/needs more than
self serving interest (no sign of concern or self serving gestures)
2. Very objective in assessing situations, Verifies complaints and
feedback; does not listen to hearsays nor allow his personal feelings
to distort his perception of reality
3. A good model in terms of self-discipline, diligence and responsibility
4. Dedicated to his work, shows willingness to exert extra time, effort and
sacrifice for the sake of the operations
5. Maintains professional distance & professional ethics, avoids too
much familiarity with staff & guests
6. Open to feedback, admits mistakes and takes effort to improve
7. No record of misconduct nor valid complaint against him by staff,
customers, colleagues
8. Shows initiative & resourcefulness, no need to be reminded or
followed up regarding his responsibilities
9. Cooperates to the fullest in the implementation of co. policies,
promotions, SOPs, no show of rssistance or indifference

Score

Total score
C. CUSTOMER OR CLIENT RELATIONS (to include internal
customers
1. Maintains pleasant and cheerful disposition in his dealings
with customers or clients, other officers, subordinates
2. Alert in giving assistance to customers , colleagues , other units
whenever called for
3. Attends to complaints, requests, inquiries with tact and
diplomacy, takes appropriate action immediately
D. Punctuality & Attendance
1. Punctual in reporting to work, comes on time & completes required
manhours
score 4
if o -2 counts of tardiness
3
for 3- 6 counts
2
7- 10 counts
1
more than 10 counts
2. Consistent in attendance, no unjustified absences
( do not include official leaves of absence)
score 4 if no unjustified absences or leaves
3 if 1-2
2 for 3-4
1 more than 4
3. Stays in post at all times, never waste company time on unofficial or
personal transactions like telephone calls, attending to personal
visitors. etc.
Total score

Score