COMMENTS / APPROVALS

VII. Employee Comments

This section gives the employee the opportunity to make any additional comments to the
appraisal.

This appraisal will clearly showed my one year performance. This will help me analyzed and develop
effective programs that will help to achieve my targets. This will also help the things to improve and maintain
District Sales Coordinator.

VIII. Approvals / Signitures

The Manager and Manager's Manager both sign the appraisal indicating support for the
content and performance rating. Other Manager review indicated input and / or review by
the "dotted-line",functional or HR Manager. The Employee's signiture indicates that the
appraisal has been reviewed and discussed with the Manager-it does not necessarily
indicate agreement.

Manager Approval: Date:

Manager's Manager Approval: Date:

Employee Acknowledgement: Date:

Other Manager Review: Date:

onal comments to the

ce. This will help me analyzed and develop my skills and more
o help the things to improve and maintained in my performance as

ating support for the

put and / or review by
re indicates that the
es not necessarily
 ANNUAL PERFORMANCE APPRAISAL

STRICTLY CONFIDENTIAL

EMPLOYEE'S NAME JOEL LISING

POSITION TITLE / DEPARTMENT DISTRICT SALES COORDINATOR / AIG-RAP
PERFORMANCE PERIOD 01 JANUARY 2018 - 31 DECEMBER 2018

PERFORMANCE REVIEW

I. PERFORMANCE AGAINST GOALS

Briefly assess / describe performance against goals / job responsibilities and effectiveness at de
others, including "hit and misses". Be specific, providing examples where appropriate.

Note: This is joint exercise between the immediate superior and staff.
Use additional sheet if necessary.
1) Attain at least 50% trade share and 25% market share for all the towns and cities covered by the
zone (33.4%).

Category Actual (As of Target For The Calendar

DECEMBER 2018) Year

Trade Share (50%) 18 20

Market Share (50%) 13 20

Total Rating (%)

Rating For Vet No.1 = 26.05

2) Attain the Top Breed non-Kabalikat modern trade entity recruitment target of twelve (12)
for the calendar year (33.3%).
Actual (As of Target For The Calendar % Achievement
__________) Year

12 12 100.0
 Rating For Vet No.2 = 33.3

3) Attain the Kabalikat dealers total product concept (tpc) target of 100% of the zone’s dealer
base as of 31 December 2017.(33.3%)
Actual (As of Target For The Calendar % Achievement
December 2018) Year

65 105 62

Rating For VET No.3 = 21

Over-All VETS Rating = 80 ME

ORMANCE APPRAISAL

LY CONFIDENTIAL

ALES COORDINATOR / AIG-RAP

Y 2018 - 31 DECEMBER 2018

ponsibilities and effectiveness at developing

ples where appropriate.

n the immediate superior and staff.

and cities covered by the

% Achievement Target For The Period In % vs. Target For The

Review (%) Period In Review

90.00 100 45

65.00 100 30

78

ruitment target of twelve (12)

Target For The Period In % vs. Target For The Period In Rating (%)
Review (%) Review

100 100.00 33.30

et of 100% of the zone’s dealer

Target For The Period In % vs. Target For The Period In Rating (%)
Review (%) Review

100 62 21
II Overall Performance Rating
This rating is based on performance for the entire year. It should be based on (1) performnce
of the entire scope of job responsibilities and attainment of business goals, and (2) progress
against development goals. Please consider changes in job responsibilities/goals, unforseen
challenges, and/ or circumstances beyond control.
Place an "x" mark below to indicate the employee's overall performance rating.

5 - Significantly Exceeds Expectation

4 - Exceeds Expectation
x 3 - Meets Expectation
2 - Needs Improvement
1 - Unacceptable Performance

Definition:
Significantly Exceeds Expectation
Achieves excellent quality of performance. Provides highly valued contributions to the whole organization and
entire team. Exhibits exceptional expertise in doing his tasks and continuously develops his skills and
knowledge. Strongly supports and adheres to individual and organizational development.
Exceeds Expectation
Reliably delivers more than what is expected. Provides important contributions to the whole organization and
entire team. Exhibits strong expertise in doing his tasks and continuously develops his skills and knowledge.
Supports and adhere to individual and organizaional development.
Meets Expectation
Attains and sometimes exceeds expectation. Acknowledged as a contributor to the whole organization and
entire team. Competent in doing his tasks and develops his skills and knowledge. Accomplishes assigned
responsibilities with some guidance. Conributes to the development of others.
Needs Improvement
Generally performs as expected but sometimes falls short of objectives. Supervision is required in order to
achieve targets. Demonstration of desired skills is lacking consistency.
Unacceptable Performance
Performance is completely unacceptable. Employee failed to meet the major targets. Competencies needed
to perform on the job were rarely demonstrated. Constant supervision in accomplishing tasks is necessary.

III Overall Performance Comments

Provide a narrative summary of how this person performed his/ her total responsibilities and
the business factors that influenced the choice of rating. Explain special situations such as:
change in job responsibilities, unforseen challenges, and/ or circumstances beyond conrol.
based on (1) performnce
goals, and (2) progress
bilities/goals, unforseen

formance rating.

ons to the whole organization and

ly develops his skills and
evelopment.

ns to the whole organization and

velops his skills and knowledge.

to the whole organization and

edge. Accomplishes assigned

ervision is required in order to

targets. Competencies needed

omplishing tasks is necessary.

total responsibilities and

ecial situations such as:
mstances beyond conrol.
DEVELOPMENT
IV. Career Dialogue
Please take this opportunity to think and identify your career aspiration by answering
the questions below. It should be jointly agreed by the Employee and Manager.

1. How do you view your career progression to date?

( Highlight significant achievements, qualitatively describe assignments and experiences, provide
length of time in assignments. )

For my 5 year as DSC , theres a lot of challenges encountered

and achievements as well.
With the focus of recruiting new dealers and TPC dealers, sales established a remarkable increase versus
last year, this is thru the combined efforts of my team and the effective programs crafted
and implemented.
For this new calendar year, i will be continue to focus on recruiting of new dealers and develop as well. I will
and inspire myself to improve my performance through creating effective programs in our respective area.

2. What type of career opportunities would you like to be considered for?

( Position or type of assignment )

As of now, I'm not looking for any position, since I have a lot of things to do in my area as District Sal
Coordinator, my priority at this time is to become more effective and efficient to my present position ready for

3. What are the performance criteria and achievements that best qualify you for your desired
career path?
( Core competencies you possess, achievements, experience, on the job success stories )

As DSC I learned a lot of things to improved my skills in terms on selling and dealing with other peoples that he
to reached my goals and targets and follow the orders from the company and my immediate superio
able increase versus

d develop as well. I will also motivate

our respective area.

n my area as District Sales

resent position ready for the higher position.

th other peoples that help me

d my immediate superiors.
4. Which areas of improvements doto
desired career path?

I focus on performing my duties with passion and provide quality service to my clientle.

5. What development opportunities could be provided to you in your current assignment to

furher your development?
( What can you do now to enhance your capabilities? How can this role provide greater challenge and
fulfillment? )

     Strategicsales and management trainings/seminars,

      TrainingWorkshops,
      Leadership Trainings,
Enhancement of Closing the deal to customers and
Good business relationship.
V. Development Plan
The development plan is a brief overview of the employee's development actions for the coming
year. The plan should address key development opportunities for the current and long-term
development.

Development Opportunity Action Plan

Attain the non Kabalikat dealers (NKD) recruitment Recruit new dealers and develop as well.
and the Kabalikat total product concept dealer
developmental (TPCD) development target (25%). Placement of complete products to dealers.

Evaluate and find non tpc dealers

Attain the Kabalikat dealers retention rate target Maintain and develop dealers in the area.
of 80% (25%).
Recruit more potential dealers in the area.

Attain the Kabalikat dealers sales volume/value Monitoring of sales volume and booking of dealers
lock- in progress success rate target of 80%(25%). every month.

Attain the project management accomplisment(PMA) Accomplish the task given by the management
target of 97.0% (25%). and superior.
 Improvement of Target Date
Others

Know the non kabalikat potential January 1,2019

hog feeds dealer to be recruit. to
December 31,2019

Give more programs to dealers January 1,2019

to
December 31,2019

Continous dealers incentives January 1,2019

programs and to be renew every to
quarters. December 31,2019

Support the programs given by the

superior. January 1,2019
to
Focus for the person in charge December 31,2019
Team work
VI. Progress Against Prior Year's Development Plans
Briefly assess progress against prior year's development plans. Describe what was
accomplished and what was developed or learned.

Attain at least 50% trade share and 25% market share for all towns and cities covere
by the zone (33.4%)

Attain the top breed non-kabalikat modern trade entity recruitment target of twelve
for the calendar year (33.3%)

Attain the kabalikat dealers total products concept (tpc) target of 100% of the zone's
dealers base as of 31 December 2017 (33.3%)
 Status

I was able to achive 26.5%

Must focus on recruiting new dealers

Must focus on developing dealers

I was able to achieve 33.3%

(Able to recruit 12 MTE for the C.Y 2018)

I was able to achieve 21%

Must focus on placement of complete RAP products

to dealers.
COMMENTS / APPROVALS
VII. Employee Comments
This section gives the employee the opportunity to make any additional comments to the
appraisal.

VIII. Approvals / Signitures

The Manager and Manager's Manager both sign the appraisal indicating support for the
content and performance rating. Other Manager review indicated input and / or review by
the "dotted-line",functional or HR Manager. The Employee's signiture indicates that the
appraisal has been reviewed and discussed with the Manager-it does not necessarily
indicate agreement.

Manager Approval: Date:

Manager's Manager Approval: Date:

Employee Acknowledgement: Date:

Other Manager Review: Date:

onal comments to the

ating support for the

put and / or review by
re indicates that the
es not necessarily
 ZONE 12 LIST OF MODERN TRADE ENTITY ( MT
No. TRADE NAME OWNER NAME
1 BESTFRIENDS PET CARE VETERINARY CLINIC-ROXAS BRANCH MARITESS HERNANDEZ
2 BESTFRIENDS PET CARE VETERINARY CLINIC-ILAGAN BRANCH MARITESS HERNANDEZ
3 BARCELA GROCERY AND GENERAL MERCHANDIZE RUBEN BARCELA
4 PAR-KB BOOKS,PENS AND NOVELTIES PATRICK ANTONIO
5 ELEVEN TWO-TWO PET SHOP & VET.SUPPLY JOANA PALAPUS
6 ISABELA NORTHERN KENNEL-ONLINE SELLER JEFF MISSION
7 ANDRES GROCERIES-ONLINE SELLER REYNOLDS ANDRES
8 ANIMAL WORLD VET CLINIC RHODORA LEONES
9 PET VET ANIMAL CLINIC AND GROOMING CENTER JETMARK RAMIREZ
10 SCHOOL TEACHER-ONLINE SELLER JOSEPH MANZANO
11 BARCELA PHARMACY RUBEN BARCELA
12 FAITH PET CLINIC SHERYL YEE DE GUZMAN
E ENTITY ( MTE ) DEALERS
ADDRESS CONTACT #
BANTUG,ROXAS,ISABELA 09275393353
OSMENA,ILAGAN CITY,ISABELA 09275393353
CALIGUIAN,BURGOS,ISABELA 09165260776
BANTUG,ROXAS,ISABELA 09175027617
BANTUG,ROXAS,ISABELA 09175866399
MINANTE 1,CAUAYAN CITY,ISABELA 09778548895
BURGOS,RAMON,ISABELA 09153149282
BULANAO,TABUK CITY,KALINGA 09069197985
MALIGAYA,TUMAUINI,ISABELA 09350529581
BUGALION NORTE,RAMON,ISABELA 09979378078
CALIGUIAN,BURGOS,ISABELA 09165260776
VICTORY NORTE,SANTIAGO CITY,ISABELA 09774434970
DISTRICT SALES COORDINATOR REPORT
Date: DSC:
Area Covered: UPPER ISABELA/KALINGA DSM:
ZONE: 12

HOGS DEALERS MOVEMENT

RSF,GFF,TOP
Volume (Uno+
Total Dealers Volume BREED & RAHP
TOWNS Dealers Last Month) (50KG
(Universe) (50KG bag) Dealers (Last
bag)
Month)
QUEZON 14 1,500 9 700
ROXAS 16 2,000 10 550
TABUK 29 3,000 16 545
MALLIG 7 1,000 3 300
BENITO SOLIVEN 12 1,500 8 400
BURGOS 11 1,000 6 250
ILAGAN 20 5,000 11 1,300
GAMU 8 500 4 135
TUMAUINI 11 3,000 9 300
CABATUAN 9 2,000 5 300
LUNA 9 500 5 250
SAN MANUEL 6 1,000 4 400
AURORA 10 1,500 5 600
REINA MERCEDES 9 1,500 5 200
NAGUILLAN 7 500 4 150
SAN MARIANO 8 1,000 2 50
DELFIN ALBANO 5 300 3 80
QUIRINO 2 500 1 50
RIZAL 5 500 3 100
PINUKPOK 4 200 2 50
JOEL N. LISING
ROMEO M. DEL ROSARIO

MARKET SHARE

DEALERS VOLUME

64.29% 46.67%
62.50% 27.50%
55.17% 18.17%
42.86% 30.00%
66.67% 26.67%
54.55% 25.00%
55.00% 26.00%
50.00% 27.00%
81.82% 10.00%
55.56% 15.00%
55.56% 50.00%
66.67% 40.00%
50.00% 40.00%
55.56% 13.33%
57.14% 30.00%
25.00% 5.00%
60.00% 26.67%
50.00% 10.00%
60.00% 20.00%
50.00% 25.00%