LOCAL GOVERNMENT UNIT OF NABUA,
CAMARINES SUR
AGENCY PERFORMANCE
EVALUATION SYSTEM
(AGENCYPES)
SUBORDINATE RATER FORM
(S R F)
_________________________________R
ATING PERIOD
_________________________________
NAME OF SUPERVISOR TO BE RATED
_________________________________
POSITION
_________________________________
OFFICE
PLEASE READ THE INSTRUCTIONS
CAREFULLY BEFORE ACCOMPLISHING
THIS FORM
INSTRUCTIONS FACTORS
This form is used for evaluating the performance PART I – PERFORMANCE
of your supervisor in this rating period. Please
use pen or ballpen when accomplishing this Accomplishment of Work
form.
How would you asses the overall work accomplishment
Please observe fairness and objectivity when of your supervisor in relation to his/her performance
rating your supervisor. targets?
In rating your supervisor, check the box that 10 Attains exceptional level of achievement;
most objectively represents his/her level or accomplishments exceeding targets by 30%.
performance guided by the definitions of rating
under each factor. Please use this rating scale 8 Attains level of achievement more than adequate
below. but falls short of being exceptional;
accomplishments exceed the targets by 15-29%.
High 10 Outstanding 6 Attains adequate level of achievement; meets
targets as planned and exceed it up to 14%.
8 Very Satisfactory
4 Attains adequate level of achievement less than
6 satisfactory the adequate level but can be improved; meet only
51-99% of the targets.
4 Unsatisfactory
2 Poor accomplishment is below 50% of the
Low 2 Poor targets.
After accomplishing this form, please affix your PART II – CRITICAL FACTORS
signature and submit this to your higher
supervisor. 1) Management of Work
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 scan decisions.
10 Exceptional.
8 More than adequate but fall short of being
exceptional.
6 Adequate.
4 Less than adequate but can be improved.
2 Poor.
2) Exceptional
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 fall short of being
exceptional.
6 Adequate.
4 Less than adequate but can be improved.
2 Poor.
3) Courtesy of Public relations
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 Always go all the way to make people comfortable COMMENTS AND
and satisfied even under pressure and occupied RECOMMENDATIONS
with work.
8 Frequently goes out of the way even when occupied
with in giving assistance to the public.
6 Normally or usually goes out of the way to assist the
public.
4 Occasionally assist the public.
2 Most of the time discourteous; often times
complained about due to inconsiderate attitude.
4) Punctually in Attendance
Please rate the observed behavior of your supervisor in
coming to office on time or be present at work to
complete assigned responsibilities.
10 Not more than 3 times tardy / under time and 4 days NAME AND SIGNATURE O9F RATEE
absent, stays in office even after office hours to
complete assigned responsibilities; at hand when
needed at all time.
POSITON
8 4-6 times tardy / under time and 8 days absent;
generally present when needed.
6 7-10 times tardy / under time and 9-12 days absent
normally present when needed. OFFICE/DIVISION
4 11-15 times tardy / under time and 13-16 times
absent; at times missing without informing staff about
his/her whereabouts. DATE
2 More than 15 times tardy and more than 16 days
absent; leaving they workplace without notice and
attending to unofficial matters most of the time.
 PUNCTUALLY IN ATTENDANCE COMMENTS AND PEF – 3
RECOMMENDATIONS
Please rate the observed behavior of your peer in reporting LOCAL GOVERNMENT UNIT OF NABUA,
for or being present at work to complete assigned CAMARINES SUR
responsibilities.

10 Not more than 3 times tardy / under time and 4 days AGENCY PERFORMANCE
absent; stays in office even after office hours to EVALUATION SYSTEM
complete assigned responsibilities; at hand when
needed at all time.
(AGENCYPES)
8 4-6 times tardy / under time and 5-8 days absent;
generally present when needed.
PEER RATER FORM
6 7-10 times tardy / under time and 9-12 days absent
normally present when needed.
(P R F)

4 11-15 times tardy / under time and 13-16 times absent;

at times missing without informing staff about his/her _________________________________
whereabouts. NAME AND SIGNATURE O9F RATEE RATING PERIOD
2 More than 15 times tardy and more than 16 days absent; _________________________________
leaving they workplace without notice and attending to NAME OF SUPERVISOR TO BE RATED
unofficial matters most of the time. POSITON
_________________________________
POSITION

_________________________________
OFFICE/DIVISION
OFFICE

DATE PLEASE READ THE INSTRUCTIONS

CAREFULLY BEFORE ACCOMPLISHING
THIS FORM

INSTRUCTIONS FACTORS
PART I – PERFORMANCE
1. This form is used for evaluating the performance of
your supervisor in this rating period. Please use pen Accomplishment of Work
or ballpen when accomplishing this form.
How would you assess the over performance of
your peer in achieving his/her targets?
2. Please observe fairness and objectivity when
rating your supervisor. 10 Attains exceptional level of achievement;
accomplishments exceeding targets by 30%.
3. In rating your supervisor, check the box that most
objectively represents his/her level or performance 8 Attains level of achievement more than
guided by the definitions of rating under each factor.
adequate but falls short of being exceptional;
Please use this rating scale below. accomplishments exceed the targets by 15-
29%.
High 10 Outstanding
6 Attains adequate level of achievement; meets
8 Very Satisfactory targets as planned and exceed it up to 14%?
6 Satisfactory 4 Attains adequate level of achievement less
than the adequate level but can be improved;
4 Unsatisfactory meet only 51-99% of the targets.
2 Poor accomplishment is below 50% of the
Low 2 Poor targets.
PART II - CRITICAL FACTORS
4. After accomplishing this form, please affix your
signature and submit this to your higher supervisor. Peer Relations
Please rate your peer in the manner by which
he/she relates to you and co-employees.
10 Gets along easily; demonstrates concern for
peers; initiates team effort work and
harmonies and working relationship.
8 Generally friendly and helpful cooperative with
peers.
6 Normally cooperative and helpful in carrying our
task; at times need some support and advice
from supervisor and peer groups.
4 Oftentimes, works at his own; seldom regards
peer concerns.
2 Has difficulty in dealing with peers draws
negative impressive uncooperative; not a team
player.
Courtesy and Public Relations
In your observations, how would you rate your
peers behaviors, manner of speech and actuations
in dealing with public / clientele.
10 Always go all the way to make people
comfortable and satisfied even under pressure
and occupied with work.
8 Usually goes out of the way even when
occupied with work in giving assistance to the
public.
6 Normally goes out of the way to assist the
public.
4 Occasionally assist the public; at times,
discourteous, shows lack of patience in dealing
with public.
2 Most of the time discourteous; often times
complained about due to inconsiderate attitude.
 INSTRUCTIONS FACTORS

PART I – PERFORMANCE 3. Cleanliness and orderliness of work Area.

1. This form is used for evaluating performance of the
employee whom you are transacting business with. Accomplish of Work Is his/her work area cleaned of unsightly
Your feedback on his/her service delivery will help items, clean, organized, or orderly?
us objectively evaluate the overall performance of Is he/she knowledgeable in his/her assigned
the employee and eventually improved our service task; not giving you a runaround on your Low High
delivery system. transaction, facilitate, systematic, assuring and 2 4 6 8 10
decisive?
2. Please be fair and objective when rating the
employee. Low High 4. Grooming and Appearance
2 4 6 8 10
Does he/she present neat and presentable
3. In rating the employee, please check the box that appearance, wears proper uniform/attire and
most objectively represents his/her level of PART 11 – CRITICAL FACTORS ID?
performance using the rating scale below.
1. Courtesy Low High
2 4 6 8 10
High 10 Outstanding Is he/she polite, cordial and attentive? Does
he/she smile, greet clients, make them
8 Very Satisfactory comfortable and at ease.
6 Satisfactory Low High
2 4 6 8 10
4 Unsatisfactory

Low 2 Poor 2. Readiness for Service

Is he/she always at this station; punctual, not

engaging in unofficial matters like chatting,
4. After accomplishing this form, please affix your eating, telephoning, etc. while the clients is
signature and return TO THE Public Assistance waiting or watching?
Counter / Officer of the Day / Supervisor of the Low High
employee whom you are transacting business with 2 4 6 8 10
 LOCAL GOVERNMANET UNIT OF NABUA, CAMARINES SUR
PERFORMANCE EVALUATION FORM
For the rating period ______________ to ______________
EMPLOYEEE: EDUARDO S. BILLONES OFFICE/DIVISION: OFFICE OF THE ADMIN. AND GEN. SERVICES

POSITION: CEMERETERY CARE TAKER UNIT: LOCAL GOVERNMENT UNIT, NABUA CAMARINES SUR
PART I. PERFORMANCE
TARGETS ANDACCOMPLISHMENTS RATING
WEIGHT WORK UNIT OF QUANTITY QUALITY TIME SUPERVISOR EMPLOYEE
ACTIVITY MEASURE/INDICATOR
Target Acomp Target Acomp Target Acomp QN QL T APS EPS QN QL T APS EPS

Total Equivalent Point Score

Multiply by percentage Weighted Allocation (70%)
Weighted Average Score (WAS)

DISCUSS AND AGREE ON THE ABOVE TARGETS: Legend: PERC Action:

QN – Quantity
QL – Quality
_______________ ________________________ ________ T – Time HON. DELIA C. SIMBULAN
Rater Ratee Date EPS – Equivalent Municipal Mayor