Staff Appraisal Guide

Staff Appraisal Guide


Staff Appraisal User Guide

Introduction

The new format Staff Appraisal form (enclosed) is designed to add value to the staff performance evaluation process. This is by moving to an improved rating methodology focusing on key personal attributes that aid performance, and by including a staff development plan.

Two Formats

There are two Appraisal templates used internally in Boomering
  1. Staff appraisal template
  2. Manager appraisal template.
The difference is on the Rating tabs, the manager has an additional element which alters the average score.

The Key Improvements

The format changes to 4 pages
  1. Self-Review (By the Employee)
  2. Rating (By the Employee)
  3. Rating (By the Manager)
  4. Development Plan – (Both contribute and sign)

Self-Review

Changes required to align the current role to the Job Description are identified. This is important to meet Department of Labor (DOLE) requirements in case of a later dispute on work content.
The lower half of the page summarizes the Ratings of the Employee and Manager and summarizes any pay increases.

Rating Pages

Staff ratings move to the Bell Curve with ratings 1-5, being
  1. 1 – Unacceptable (Should be terminated following DOLE due process)
  2. 2 – Below Expectation (Should be on a Performance Improvement Plan - PIP)
  3. 3 – Meets Expectations (Most Staff)
  4. 4 – Above Expectations (High performing staff or Team of staff)
  5. 5 – Outstanding (Exceptional performers, ready for promotion/big challenges).
The rating are in 3 sections, Technical Competence, Core Values, and Performance. These are sub-divided into further attributes that by rating, the employee and manager can compare scores and focus on alignment and improving. 

Development Plan

Here the Manager inserts his/her opinions, which may be contrary to the employee stated in their Self-Review. But they are discussed and agreed mutually.
A Development Plan is created with responsibilities assigned to all parties with guideline dates for completion. This may be trainings, certifications, expansion of responsibilities, etc. 

The Process

This Staff Appraisal form is used after 3 and 5 months of employment for contract regularization, then annually on a common review date with other staff (for annual bonus awarding purposes if applicable). Completion sequence is as follows
  1. One month before due date – The Appraisal form is emailed to the Employee to complete Tab 1 & 2, the Self- Review and Rating. Within a week this must be completed and returned to the HR Administrator
  2. The HR Administrator checks compliant completion and forwards to the immediate Manager
  3. The Immediate Manager
    1. Complete Tab's 2 & 3, being mindful of Rating Calibration with other staff across the organization; and
    2. The Development Plan Tab
    3. Then arrange a meeting in advance with the Employee; and
    4. Meet with enough time (recommend one hour) in a private place or virtually to complete the review
    5. Considers any salary review
    6. Arranges a further finalization meeting if a salary change is intended
    7. Obtains salary increase approval
    8. In the finalization meeting discloses the approved salary increase and, both sign the Appraisal form
    9. Sent to the HR Administrator before the submission deadline
  4. The HR Administrator or Manager within 2 weeks arranges and performs a follow-up meeting with the employee to ensure the process was carried-out fairly, seeking any process improvement learnings.
  5. The HR Manager collates all the Appraisal scores by department for the common review date and meets with department leaders and COO to
    1. Perform calibration
    2. Ensure the Bell Curve was roughly achieved, being mindful that high performing departments may average 4 rather than 3
    3. The COO will agree with the CEO if the company results justify a bonus payout to the best performing ratings and the basis of calculation.

    • Related Articles

    • Evaluation Forms

      Evaluation Forms Attached are the Superior and Staff Performance Evaluation Forms.