PERFORMANCE APPRAISAL MECHANICS

1. Supervisors will conduct performance review of all subordinates within a given time frame.
Evaluations will be done with utmost degree of integrity, excellence and professionalism.
2. Each supervisor will be required to discuss the performance appraisal they have scored on
subordinates thoroughly, thus, allowing the subordinate to be made aware of his/her
performance.
3. Supervisor makes a recommendation to HR on what action steps can be done to help improve
the performance of the subordinate.
4. Should the subordinate receive a “grade” that is deemed to be needing improvement or a
failing one, supervisor is requested to meet with HR and the President to come up with the most
appropriate actions.
5. In the event that the subordinate feels that the grade he/she received is not as expected, the
subordinate is free to ask questions until the inquiry is satisfied.
6. The performance appraisal/review is not an avenue for retaliation. This is a program for the
company to help develop, find potential talent and allow them to grow with the company. This
is not also an avenue for connivance just to receive merits and citations from the company,
whose generosity should not be abused.
7. Recognitions can be given on the employees who received the highest scores in performance
and in core values.
8. While the performance appraisal is an avenue for growth, this also becomes an indicator for
managing employees whose performance is subpar. This is of course subject to Book 6 of the
Labor Code, indicative of justifiable causes of why an employer may sever the employment of
any employee in the office.

GRADING SYSTEM

Gamut Grade Translation Recommendation

69 – Below Failed Conduct Performance
Improvement Plan (PIP)
70 – 79 Met Minimum Conduct coaching to help
employee improve grade for the
next quarter
80 – 84 Average Employee receives recognition
85 -89 Good Employee receives recognition

90 - 94 Very Good Employee receives recognition

95 – 100 Excellent Employee receives recognition
PERFORMANCE REVIEW MECHANICS

1. Each employee, supervisors included, will be reviewed at the end of the business year to
determine who was the top employee of the year.
2. The basis of which are the grades received from each quarterly review which will be later on
averaged accordingly.
3. The top 5 employees will be recognized, and the employee who receives the highest general
weighted average for the entire year will be heralded as employee of the year.
4. The president reserves the authority and right to determine what reward is appropriate for the
employee.
5. The performance appraisal is a program designed also to determine who is a possible candidate
for a salary increase after the general weighted average has been computed.

6. Range for movements in salary are as follows:

Gamut Grade Translation Movement in salary

85 – 89 Good 1,500 increase
90 – 94 Very good 2, 000 increase
95 – 100 Excellent 2, 500 increase