SOP Exhibits
Title
:
Annex G - CFR Form
SOP Number :
2000 NFA PERFORMANCE EVALUATION SYSTEM
ANNEX G
CFR Form
NATIONAL FOOD AUTHORITY
PERFORMANCE EVALUATION SYSTEM 2000
(NFA-PES
2000)
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CRITICAL FACTORS RATING FORM
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RATING PERIOD
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NAME OF EMPLOYEE TO BE RATED
__________________________________
POSITION
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OFFICE
Please specify how would you rate the employee:
( ) As Supervisor Rater ( ) As Self Rater
( ) As Peer Rater ( ) As Subordinate Rater
INSTRUCTIONS
1. This form is used for evaluating the critical factors (Part II of NFA-PES) that affect the job performance of an employee in this rating period. Please use pen or ballpen when accomplishing this form.
2. Please observe fairness and objectivity in giving your rating.
3. In rating an employee, check the box that most objectively represents his/her level of performance guided by the definitions of rating under each factor. Please use the rating scale below:
High
10 Outstanding
8 Very Satisfactory
6 Satisfactory
4 Unsatisfactory
Low
2 Poor
4. In between-ratings, such as: 9, 7, 5, and 3 may be given.
5. The rating for Attendance and Punctuality is divided into two parts, Part I (50%) and Part II (50%).
Part I shall be rated by the Administrative Assistant based on records. Part II shall be rated by all the raters based on the behavior of the ratee in coming to office on time or be present at work to complete assigned responsibilities.
6. Supervisors and Peers MUST fill-out the Comments and Recommendations portion of this form.
7. After accomplishing this form, please affix your signature and submit this to the Administrative Assistant.
CRITICAL FACTORS
:
1. Courtesy and Public/Clientele Relations
In your observations, how would you rate the employee’s behavior, manner of speech and actuations in dealing with the public/clientele.
10 Always go all the way to make people comfortable and satisfied even under pressure and occupied with work
8 Frequently goes out of the way even when occupied with work in giving assistance to the public/clients
6 Normally or usually goes out of the way to assist the public/clients
4 Occasionally assists the public; at times discourteous; shows lack of patience ion dealing with the public/clients
2 Most of the time discourteous; oftentimes complained about due to inconsiderate attitude
2. Interpersonal Relations
In your observations, how would you rate the employee's ability to work with others effectively, to include subordinates, peers and his/her superiors.
10 Constant source of unity and harmony within the office because of his remarkable fairness, sincerity, and conciliatory stance in his relations with superiors, subordinates and peers
8 Always displays utmost courtesy and positive attitude towards co-employees and superiors. Well respected by co-employees because he could maintain a very satisfactory combination of self-discipline and friendship.
6 Can get along well with others even when he does not agree with them.
4 Occasionally fails to perform his work well due to inability to work effectively with others, but he has the ability to improve if placed under close supervision
2 Completely unable to work effectively with others and there is no evidence to show he can improve in his interpersonal relations
3. Professionalism
Please rate the employee’s ability to maintain integrity as a public servant in the conduct of his/her duties and responsibilities.
10 Sets excellent examples without fail in the conduct of duties and responsibilities. Religiously upholds NFA’s corporate values and strictly adheres to the agency’s operating procedures in the performance of his work.
8 Highly conscientious with the use of time actually spent for work. Performs his responsibilities and duties with a very high degree of integrity and commitment
6 Honest in his dealings with NFA clients and other stakeholders
4 Performance marred by occasional bouts of dishonesty but could morally recover
2 Repeatedly figures in cases of graft and corruption and there is no evidence to show that he can morally recover
4. Emotional Stability
Please rate the employee in relation to his/her emotional maturity and self-command.
10 Exhibits exceptional poise, calmness and good humor under any situation
8 Demonstrates superior self-command under stress
6 Well poised most of the time
4 Occasionally impatient or irritated
2 Over sensitive; easily disconcerted
5. Initiative/Resourcefulness
Please rate the employee's capacity to conceive new ideas, methods, and techniques to improve job; ability to find ways to accomplish assigned task within available resources and constraints.
10 Works
consistently characterized by marked originality and imagination. Constant source of new highly workable ideas and techniques in improving work methods.
8 Introduces/Initiates ways and methods within his work area to meet the changing times and varied demands/requirements of his duties.
6 Occasionally suggests improvements in SOPs and mechanics involving his work
4 Employee has to be constantly prodded to find new ways of doing his job for better results, but employee performance could improve under close supervision
2 Employee shows no evidence he can improve his performance even under close supervision. Performance constantly fails to meet the minimum requirements of the job.
6. Work Dependability
How would you rate the employee's ability to prioritize and discharge job responsibilities to meet commitments, carry out instructions, and get desired results.
10 Performance is rarely equaled. Produces superior output even under difficult situations
8 Performance clearly exceeds targets. Always completes work ahead of time
6 Performance meets targets based on agreed standards
4 Performance falls short of the targets/minimum requirements but could stand improvement
2 Performance is unacceptable and there is no evidence to show he can improve his performance
7. Management of Work (for supervisors only)
Please rate your supervisor's demonstrated ability to plan and prioritize activities, assign work properly, set appropriate work standards, establish monitoring systems, streamline office operations and make prompt and sound decisions.
10 Exceptional
8 More than adequate but falls short of being exceptional
6 Adequate
4 Less than adequate but can be improved
2 Poor
8. Management of People (for supervisors only)
Please rate your supervisor in his/her ability to promote employee development, observe fairness and impartiality, maintain discipline, motivate staff and give effective feedback on performance.
10 Exceptional
8 More than adequate but falls short of being exceptional
6 Adequate
4 Less than adequate but can be improved
2 Poor
9. Attendance and Punctuality
A.
Based on Records
1.
Attendance:
NUMBER OF ABSENCES
POINT SCORE
FOR THE SEMESTER
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2.50 Only one (1) day absence for the semester
2.25 not more than 2-3 days absence for the semester
2.00 not more than 4-5 days absence for the semester
1.75 not more than 6-7 days absence for the semester
1.50 not more than 8-10 days absence for the semester
1.25 not more than 11-14 days absence for the semester
1.00 more than 15 days absence for the semester
For this purpose, authorized sick leave not exceeding 7.5 working days, forced leave, maternity and paternity leave, and privilege leave of absences are not included in the counting of the number of absence.
2.
Punctuality:
NUMBER OF TARDINESS/
POINT SCORE
UNDERTIME
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2.50 less than one (1) tardiness/undertime per month
2.25 not more than 1-3 times tardy/undertime per month
2.00 not more than 4-6 times tardy/undertime per month
1.75 not more than 7-9 times tardy/undertime per month
1.50 not more than 10-12 times tardy/undertime per month
1.25 not more than 13-15 times tardy/undertime per month
1.00 16 or more times tardy/undertime per month
B
.
Based on Observable Attendance in the Workplace
5 - Shows exceptional punctuality in the job. Stays in the office even after office hours to complete assigned tasked.
4 - Always present when needed. Always maximize use of office time for
official business.
3 - Normally present when needed. Generally uses office time for official
business.
2
- At times missing attending to personal matters.
1 - Often disappears attending to personal matters.
COMMENTS AND RECOMMENDATIONS:
________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
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NAME AND SIGNATURE OF RATER
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POSITION
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DATE