The 30 Day Evaluation Form is a crucial HR document used in Philippine organizations to assess employee performance during the initial period of employment or following specific project completions. This document is designed in accordance with Philippine Labor Code requirements and data privacy regulations, providing a structured approach to performance evaluation. It is typically used to evaluate new hires, track project-based performance, or assess employees following role changes. The form includes comprehensive evaluation criteria covering job performance, behavioral competencies, and development needs, serving as both a performance management tool and a legal record of employee assessment. Its implementation helps organizations maintain consistent evaluation standards while protecting both employer and employee interests under Philippine employment law.
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1. Employee Information: Basic details including employee name, position, department, date of hire, and evaluation period
2. Evaluator Information: Details of the supervisor/manager conducting the evaluation
3. Performance Criteria: Core competencies and skills being evaluated, including job knowledge, quality of work, productivity, and reliability
4. Rating Scale: Clear explanation of the rating system (typically 1-5 or similar) and what each rating level means
5. Performance Metrics: Specific measurement criteria and actual performance assessment against set standards
6. Attendance and Punctuality: Assessment of employee's attendance record and timeliness
7. Behavioral Assessment: Evaluation of work behavior, teamwork, and interpersonal skills
8. Overall Assessment: Summary of performance evaluation and final rating
9. Development Plan: Recommendations for improvement and professional development
10. Acknowledgment: Signatures of evaluator, employee, and HR representative, with date
1. Project-Specific Evaluation: For employees involved in specific projects during the evaluation period
2. Sales Performance Metrics: For sales roles, including specific sales targets and achievements
3. Technical Skills Assessment: For technical positions requiring specific skill evaluation
4. Leadership Competencies: For supervisory or management positions
5. Customer Service Metrics: For customer-facing roles
6. Safety Compliance: For positions involving safety-critical operations
7. Language Proficiency: For positions requiring multiple language skills
1. Performance Rating Guidelines: Detailed explanation of rating criteria and scoring methodology
2. Job Description: Current job description against which performance is measured
3. KPI Matrix: Detailed breakdown of Key Performance Indicators specific to the role
4. Development Resources: List of available training and development resources
5. Previous Evaluation Summary: Summary of previous evaluation results for comparison (if applicable)
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Information Technology
Manufacturing
Retail
Healthcare
Education
Business Process Outsourcing
Hospitality
Construction
Professional Services
Telecommunications
Public Sector
Relevant Teams
Human Resources
Performance Management
Training and Development
Operations
Legal and Compliance
Employee Relations
Talent Management
Personnel Administration
Organizational Development
Relevant Roles
HR Manager
Department Manager
Team Leader
Supervisor
Project Manager
Performance Management Specialist
HR Business Partner
Training and Development Manager
Compliance Officer
Operations Manager
Line Manager
Division Head
Chief Human Resources Officer
Employee Relations Manager
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