PHILIPS WIRE & CABLE CO.

HUMAN RESOURCES DEPARTMENT

SECURITY APPRAISAL FORM

Name:

Agency:

Evaluation Period:

A. PERFORMANCE RATING DEFINITION

The following rating must be used to ensure commonality of language and consistency on overall ratings.

Outstanding Performance is consistently superior

Exceeds Expectations Performance is above job requirements

Meets Expectation Performance is regularly competent and dependable

Below Expectation Performance fails to meet job requirements on frequent basis

Unsatisfactory Performance is consistently unacceptable

B. PERFORMANCE FACTORS

1. Administration – Measures effectiveness in planning, organizing Outstanding 5

and effectively handling activities and eliminating unnecessary Exceeds 4
activities. Expectation
Meets Expectation 3
Below Expectation 1
Unsatisfactory 0
N/A

2. Knowledge of Work – Security personnel’s skill level, knowledge Outstanding 5

and understanding of all phases of the job and those requiring Exceeds 4
improving skills and/or experience. Expectation
Meets Expectation 3
Below Expectation 1
Unsatisfactory 0
N/A

3. Communication – Measures effectiveness in listening to others, Outstanding 5

expressing ideas, both orally and in writing and providing relevant and Exceeds 4
timely information to the management, co-workers, subordinates and Expectation
customers. Meets Expectation 3
Below Expectation 1
Unsatisfactory 0
N/A

4. Teamwork – Measures how well this individual gets along with Outstanding 5
fellow employees, respects the rights of other employees and shows a Exceeds 4
HUMAN RESOURCES DEPARTMENT
cooperative spirit. Expectation
Meets Expectation 3
Below Expectation 1
Unsatisfactory 0
N/A

5. Decision Making / Problem Solving – Measures effectiveness in Outstanding 5

understanding problems and making timely practical decisions. Exceeds 4
Expectation
Meets Expectation 3
Below Expectation 1
Unsatisfactory 0
N/A

6. Managing change and Improvement – Measures effectiveness in Outstanding 5

initiating changes, adapting to necessary changes from old methods
when they are no longer practical, identifying new methods and Meets Expectation 3
generating improvement infacility’s performance.
Unsatisfactory 0
N/A

7. Customer Responsiveness – Measures responsiveness and courtesy Outstanding 5

in dealing with internal staff, external customers and vendors; Exceeds 4
employee projects courteous manner. Expectation
Meets Expectation 3
Below Expectation 1
Unsatisfactory 0
N/A

8. Personal Appearance – Measures neatness and personal hygiene,

compliance to required dress code. Outstanding 5

Unsatisfactory 0

9. Dependability – Measures how well security personnel comply with Outstanding 5

instructions and performs under unusual circumstance.
Meets Expectation 3

Unsatisfactory 0
N/A

10. Discipline – Security personnel’s adherence to Company Rules and

Regulations. Outstanding 5

Unsatisfactory 0

C. STRENGTHS AND ACCOMPLISHMENT

HUMAN RESOURCES DEPARTMENT

D. PERFORMANCE AREAS THAT NEED IMPROVEMENT

E. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE

CLASSIFICATION OF PERFORMANCE RATING

The employee’s performance to the company shall be rated under the following classifications:
Points Class Definition
Performance which frequently exceeds expectations. These employees
50 points Class A Commendable
are considered to be doing very good job.
Performance which is constantly at acceptable levels. These employees
36-49 points Class B Satisfactory understand and employ basic principles, techniques and procedures
necessary to efficient job performance.
Performance which slightly below the minimum requirements of the
Needs
33-35 points Class C job. If performance does not improve, corrective actions may be
Improvement
necessary.
32 and Performance which is significantly below minimum requirements.
Class D Unacceptable
below Immediate attention is required.

Security Guard’s Signature: ________________________________ Date: _______________________

Evaluator’s Signature: ________________________________ Date: _______________________

HUMAN RESOURCES DEPARTMENT