WHAT IS PERFORMANCE EVALUATION?

Performance Evaluation is defined as a

formal and productive procedure to measure an
employee’s work and results based on their job
responsibilities.

WHY DO WE EVALUATE PERFORMANCE?

Employee evaluations help companies

and employees promote communication and
provide useful feedback about job
performance, to facilitate better working
relationships, to provide a historical record of
performance and to contribute to professional
development.

THE DO’S AND DON’TS During Evaluation

DO’S
 Know going in – Have a clear picture in mind of
what you want your employee to walk away with.
 Keep it simple – Focus on two or three key
messages that accurately capture the picture of
your employee’s performance during the months
or year.
 Be clear – Use objective language that is clear and
concise. Ask yourself…if you read it and it was
about you, would you understand it?
 Give examples – Use concrete examples wherever
possible to illustrate points.
 Recognize what works – Emphasize strengths
where possible. Indicate where strong
performance has made a positive impact.
 Give respect
 Pick your words carefully
 Be objective and focus more on suggestion
 Be HONEST and direct
 Ensure that your employee understands which
aspects in their performance can be improved, and
vice versa.
DON’TS
 Don’t be vague, or ramble on without a clear
message.
 Use highly charged language, either positive or
negative.
 Don’t use only your perception of the
employee’s performance without reflecting input
from relevant stakeholders.
 Don’t send mixed messages.
 Don’t take a position without providing the
reasoning or supporting evidence behind it.
 Don’t be Subjective
 Don't make negative comments that attack an
employee's attitude rather than work
performance.
 Don’t compare Employees
 Don’t use Performance Reviews for Discipline
 Avoid using the phrase “I THINK” and “FOR
ME”
 Don’t give evaluation base on single experience
 OBJECTIVE TYPE
OBJECTIVE TYPE
He/she is already job proficient in several job duties with
in the division.
Medyo habaan pa ang pasensya pagdating sa trabaho
para sa ikabubuti nito.
She/he need to conquer his shyness to improve his/her
communication skill and to gain confidence on herself.
Mas magpursigi pa upang magtagumpay siya sa pagkamit
ng mga quota niya.
Employee needs to manage his time in order for him/her
to come to work early if ever.
Maging focus pa sana sa detalye upang maging maayos
pa ang takbo ng trabaho niya.
Employees must avoid unnecessary gesture during
communicating to avoid mininterpretations.
Employee must learn to love and embrace more his
duties and responsibilities.
Employee must learn to stick on the set or scheduled
time to avoid waste of effort and time.
Employee must maintain respect when communicating
with his/her co-employees.
Sa paggawa ng desisyon, kailangan niyang konsultahin
muna ang mga mas nakakataas sa kanya upang
maiwasan ang pagkakamali.
Employee must try to show positive energy on his/her
work to bring vibes to co employees and to motivate
them as well.
Be formal
VS. SUBJECTIVE TYPE
SUBJECTIVE TYPE
 I THINK he/she is already job proficient in several
job duties with in the division
 Wala siyang pasensya at ayaw ko yung
nagmumura siya kapag may di siya nagustuhan
sa isang bagay.
 Napansin ko lang na masyadong mahiyain at di
gaanong masalita sa ibang tao.
 I’m just a little bit disappointed on his his/her
sales performance.
 I always see him/her come to work late.
*What is your basis?
 May mga oras na parang lutang lang ang isip
 I just don’t like his/her mannerism when talking
 Masyadong maarte
 May mga oras na pinapaasa niya ako sa
kahihintay kung pupunta siya
 Walang respeto at galang sa pananalita
 Walang ka gana gana sa trabaho
*NOTE:
Please don’t generalize your comment base on
single experience or corollary.