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Numbers Sheet Name Numbers Table Name

Instructions
Table 1
Top Sheet
Table 1
Sec1 Objectives
Table 1
Sec2 Core Values
Table 1
Sec3 Functional Competencies
Table 1
Sec4 Feedback & Overall Rating
Table 1
Sec5 Learning Action Plans
Table 1
was converted to an Excel worksheet. All other
worksheets. Please be aware that formula

Excel Worksheet Name

Instructions

Top Sheet

Sec1 Objectives

Sec2 Core Values

Sec3 Functional Competencies

Sec4 Feedback & Overall Rating

Sec5 Learning Action Plans

 DEFINITION OF TERMS
GOALS Long-term purpose ; More abstract; Based on ideas; End Result; Does not change year
OBJECTIVES Specific actions that are needed to achieve a goal; Its precise, measurable and time-ba
CORE VALUES/BEHAVIORS Drives culture of the organization; Applicable to all employees at all levels
FUNCTIONAL COMPETENCIES Competencies and Attributes specific to a role, function or level; Refer to the Job Descri
OBJECTIVES CORE VALUES

PLANNING PHASE

Based on Company Goals/Objectives for the ffg

year, each Dept Head to align set his/her goals
and objectives with the Managing Director then
ranslate these into departmental goals and
objectives, then individual objectives.

Nov- Dec

The individual objectives need to be discussed

and agreed between the employee and the
Immediate Superior.

MONITORING PHASE/ MID YEAR REVIEW

Formal individual discussion between rater and Ratee can provide examples on how he/she has
ratee must be conducted displayed the core values.

Ratee will fill in milestones achieved during this Rater to provide comments/feedback and
mid-year review in the PAF document in the form.

May - June
Rater to provided feedback on the milestones

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 May - June

REGULAR FEEDBACK AND DISCUSSIONS ARE HIGHLY ENCOURAGED A

YEAR END REVIEW

Ratee to provide his/her year end achievement. Additional examples to be provided by Ratee

Dec - Jan Rater to agree and give additional comments. Rater to provide specific feedback on the competencies

2
tract; Based on ideas; End Result; Does not change yearly
d to achieve a goal; Its precise, measurable and time-based
on; Applicable to all employees at all levels
pecific to a role, function or level; Refer to the Job Description and Job Success Profiles
FUNCTIONAL COMPETENCIES FINAL OVERALL RATING LEARNING & DEVT ACTION PLANS

Together with the discussion on the yearly If there was an agreed plan from the previous
objectives, the rater and the ratee will agree on year, this is also the time to agree whether to
specific competencies that will be the focus of carry forward these plans into the following year
the coming year;

The competencies to be agreed can depend upon

the objectives set; or it can be based on a
developmental plan

Ratee can provide examples on how he/she has Follow-through on the plans agreed; Has training
displayed the required competencies and/or coaching happened; If not. Why?

Rater to provide comments/feedback and

document in the form

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ND DISCUSSIONS ARE HIGHLY ENCOURAGED ALL THROUGHOUT THE YEAR

y Ratee Rater and Ratee must agree on the Final Rating Identify strengths and areas of improvement of
for each section the ratee and agree on support to be provided

This is also an opportunity for the rater to ask for

the competencies Ratee to calculate his/her overall rating , sign off, feedback from the ratee on how else can he/she
and send back to rater for final sign off support the ratee to ensure high performance for
the following year

Rater to submit to HR the signed-off form

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PERFORMANCE APPRAISAL FORM

The performance appraisal form is divided into the following sections:

Section 1:Objectives
Section 2:Core Values
Section 3:Functional Competencies
Section 4:Feedback & Overall Rating
Section 5:Learning Action Plans

INSTRUCTIONS: Accomplish one rating sheet for each of your subordinates.

EMPLOYEE NAME Andro Van Yu
POSITION Coffee Specialist
DEPARTMENT Retail
TENURE
RATING PERIOD July to December 2024
DATE OF SELF-ASSESSMENT
RATER
DATE OFNAME
MANAGER Cari Alacon
ASSESSMENT
DATE RECEIVED BY HR

Issuer: HRD
Effective Date: 07.01.2020
Form No: HRD-FO-005
Version No: 02

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SECTION 1: OBJECTIVES/KPIs (80%) use "alt, enter" to go to the next line

Instructions: Rate the identified Key Performance Indicators by reviewing the actual performance according to the indicated standards of the Key Performance Indicator.

MID-YEAR FULL-YEAR

KRA (Specific Objective) KPI Weight of Score Actual Mid-year Performance Score Actual Full-year Performance Full-year
KPIs (%) Rating Analysis Rating Analysis Score

Sales Target To achieve the total NNS target of the 96-100% sales target achievement 1 1 Some months of the
assigned store (targets can be combined if year we achieved
assigned to more than 1 store) 91-95% sales target achievement 0.75 0.75
almost of the target
86-90% sales target achievement 20% 0.5 0.5 0.75 given, but sometimes 0.15
85% and below sales target achievement 0.25 we achieved Lesser
0.25 than 96% of the target
but so minimal.
Passerby Rate To reduce passerby rate for the boutique / 25% and below passerby rate average 1 1 For those customers
booth according to global rating who have not yet a
26-30% passerby rate average 0.75 0.75
15% 0.75 member I introduce 0.11
31-35% passerby rate average 0.5 2 them to register In
36% and above passerby rate average 0.25 Nespresso website
0.25 and have them feel
Average Basket Value To ensure that the average basket value of Php 3,000 and above average basket value 1 1 I'll go for the goal of
the staff's transactions does not go below having a transaction
the acceptable rate Php 2,500-2,999 average basket value 0.75 0.75
for worth 3,000 and
Php 2,000-2,499 average basket value 15% 0.5 2 0.75 above, especially if 0.11
Php 1,999 and below average basket value 0.25 there's a promo, I
0.25 push them to avail it.
Accuracy of Transaction To ensure minimal credit note in No credit note transaction 1 1 I used to upsell and
transactions cross sell other items
1-2 credit notes per month 0.75 0.75
10% 0.75 as possible. to have a 0.08
3-4 credit notes per month 0.5 2 higher basket value
5-6 credit notes per month 0.25 and inorder also to
0.25 achieve our monthly
Customer Service To ensure that staff is providing an No customer complaint 1 1 Other transaction with
excellent customer service credit notes are
1-2 incidents of customer complaints 0.75 0.75
customer fault, like
3-4 incidents of customer complaints 10% 0.5 2 0.75 changing of mind, 0.08
4 or more incidents of customer complaints 0.25 upgrading to avail the
0.25 promo. some of it are
my fault like wrong
Training (ilearn) To ensure that ilearn modules are 100% of ilearn modules are accomplished 1 1 i finish all my ilearn
completely accomplished modules. I have no
91-99% of ilearn modules are accomplished 0.75 0.75
10% 0.75 pending modules to 0.08
81-90% of ilearn modules are accomplished 0.5 2 accomplish.
80% and below of ilearn modules are accomplished 0.25 0.25
Training Assessment To ensure that the trainings 91-100% average score on assessments 1 1 I attended all trainings
conducted are well understood and to 86-90% average score on assessments 0.75 0.75 and passed the
measure the learning capacity of the 10% 0.75 assessment 0.08
staff 81-85% average score on assessments 0.5 2
80% and below average score on assessments 0.25 0.25
Grooming To represent the Nespresso brand in No incidents of incomplete uniform and grooming violation 1 1
accordance with the set standards 1-2 incidents of incomplete uniform or grooming violations 0.75 0.75
10% 0.75 0.08
3-4 incidents of incomplete uniform or grooming violations 0.5 2
5 or more incidenrs of incomplete uniform of grooming 0.25 0.25
violations
1 1
0.75 0.75
0% 0.00
0.5 2
0.25 0.25
1 1
0.75 0.75
0% 0.00
0.5 2
0.25 0.25
100% Sub-total 0.75

FINAL RATING: 3

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SECTION 2: DISPLAY OF CORE VALUES (20%); Please give examples of situations where you were able to display the core values;

Assessment

Rating scale
5 Takes the initiative to seize opportunities to practice the values for self and the rest of the team;
4 Consistently displays the behavior and can be considered as a ROLE MODEL.
3 Consistently displays acceptable behaviors and may have no opportunity to be observed all of the time.
2 May need more development and coaching in a certain value.
1 Not consistent in the behaviors displayed

Employee Comments Rater Comments FULL

Core Values YEAR
Mid-year Full-year Mid-year Full-year SCORE
1. Integrity 5. I do make myself honest in every way in
Consistency of words and actions; actions and doings, in work and with my
Doing what is right and not what colleagues as well. Being true is better.
is easy;
Delivering on commitments;
Behaves in an honest, fair and she is honest with her our
ethical manner company standards but needs to 3
be consistent in doing so.

2 Excellence 5. Practicng the standard way in terms of She abides by the standard but always
Consistency in delivering the receiving Products, good customer service and likes to complicate things like when a
highest quality of products and divering good relation with the Customer to task was given for example in logging
become a loyal customers. out of Breaks in and out was asked to
services; be filed and monitored. but she
Challenges practices and initiate to file even the IN and OUT of
processes in quest of continuous staff we have our sprouts account but
improvement; she said she has a hard time tracking 3
Strives to deliver added value to back the in and out in that GC but its
internal and external customers part of our job and its the standard so
please do your part as we are doing
ours.

3 Teamwork 5. Having a team with do some efforts and Based on her team’s report she
Works cooperatively with others perseverance in work is having a great reward to doesnt know how to listen. She
and makes valid contributions to have, knowing their task in store and no always want things on her way given
problems made during operations. minimal the fact that she is the OIC she still
achieve common objectives; mistakes but it can be solved with understanding. needs to blend with her team. She is
Creates opportunities for self and lucky enough her team always and
others to work collaboratively to still respects her.
develop trust and mutual respect 3
and to allow for a harmonious
relationship to develop.

4 Accountability 5. I go to take all faults happened in the store I She knows her position but she doesn’
Owns up to one's actions even handle, as OIC even though I on off days I still t know how to be one. needs to be
mistakes make them message or call me anytime Incase of more accountable with her actions
any problems they encounter any problems bit and decisions.
Confronts problems head-on just for the day.
Demonstrates a strong
commitment to get the job done
3

5 Malasakit 5. pagiging malasakit sa kapwa ay nakaka over Same with this part cha always wants
Always acts in the interest of the whelm Ng feeling, not just to help but also having to get things her way. She doesnt
team, company and community; a concern to someone is really good deeds. Lalo consider the welfare of others esp.
na sa mga Kasama ko SA work, concern sa when it comes to schedule. often
Acts as the steward of the company, and over all sa trabaho. times asking to change schedule even
business, and being wiling to go without informing me.
beyond the callof duty to be of
help to others. 3

6 Respect 5. I and the team are can openly speak of what Most of the time she is not
Respects other opinions and their thoughts are, they have the freedom to considering asking permission from
views even if different from own; suggest and comments of what will be the best her superior. She always decides on
for the operations and in work areas. I also her own. There are instances that
Providing honest and constructive respects all the opinions shared within the team. needs my approval but did not seek
feedback with genuine intent to one. She goes on her way in doing
bring outthe best in others things. Bypassing her superior. can
send screenshots if needed 3

7 Empathy 5. All my teammates have freedom to speak and Should see to it that she hears what he
Practices active listening with the have their side comments. For me and the team
genuine desire to understand the we will do the standard and good way for the
sake of the operations to have a better work
other party's perspective and to environment. any problems occur we will figured
help others out how to solved the problem

FINAL RATING: 3.0

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SECTION 3: Assessment of Functional Competencies (Please indicate at least three (3) functional competencies.

Assessment

Rating Scale
5 Takes the initiative to seize opportunities to practice and display the required functional competency. Is seen as an EXPERT in the competency.
4 Considered to be highly proficient in the competency required for the job.
3 Displays average level of proficiency in the competency.
2 Exhibits basic proficiency in the competency. Immediate development intervention is required.
1 Not fit for the job

FULL
Functional Competencies Employee Comments Rater Comments YEAR
SCORE
Critical and Creative Thinking if there's some problems I encounter, I do find ways to solve Always decides on her own. Did not seek approval like ifor
- Strong analytical skills to identify problems and opportunities the issue and be open minded to all appects to come Incase of example there was this client who purchased bulk orders but
- Ability to put forward innovative ideas to grow the business problem solving and how to initiate responses somehow wants to pick up the items after 2mos. She did not
and achieve objectives even bother to ask for my permission regarding that instances
- Spot any irregularities or causes for concern knowing she has limited spaces in her area since she is handling
- Put systems in place to facilitate workflow pop up booths plus the secuirty of those items she did not even
consider.
3

Problem Solving operational problems occur when there's out of stocks items we problem solving is one of her flaws.. She always focuses on the
- Ability to think of and implement solutions quickly and encountered we do communicate other stores for stocks easier side. she wants to makes things complicated. like for
effectively transfer, and of some cases Ike customers engaging problems example petty cash replenishment it takes around 3 mos before
- Able to secure support from other parties, both internal and most likely machine problems, I do Solve it trough trouble she realizes that there is a pending voucher in her store and she
external, through effective communications shooting first before endorsing to someone. did not take the initiative to solved it. In doing credit notes it
takes awhile before she does actions on it. always ending up
blaming others esp. me instead on focusing on how to solved
issues like those. 3

People Management and Motivation giving them task in store,for sel improving and love at work. We Most of her staff and colleagues are complaining towards her
- Train and motivate people to maximize potential and also respect each other by understanding the needs and wants attitude. Esp. when it comes to asking favors in switching
performance each of us. restdays in displaying machines in everyday task. She doesnt
- Monitors the performance of the coffee specialists and know how to listen.
creates an action plan
- Create a happy and healthy work environment

1 3
People Management and Motivation giving them task in store,for sel improving and love at work. We Most of her staff and colleagues are complaining towards her
- Train and motivate people to maximize potential and also respect each other by understanding the needs and wants attitude. Esp. when it comes to asking favors in switching
performance each of us. restdays in displaying machines in everyday task. She doesnt
- Monitors the performance of the coffee specialists and know how to listen.
creates an action plan
- Create a happy and healthy work environment

Teamwork and Collaboration Teamwork is the best way for setting the goal to achieve and Same with this part cha always wants to get things her way. She
- Able to work with a team and delegate tasks to improving oneself to another by helping each other in any ways. doesnt consider the welfare of others esp. when it comes to
achieve a common goal schedule. often times asking to change schedule even without
- Able to motivate the team members to work as one to informing me.
achieve the target

Professionalism we know our boundaries, limit our doings if not related to work, Most of the time is not considering asking permission from her
- Must be able to set the right boundaries with the subordinates and have a good communication with each other for better superior. She always decides on her own. There are instances
- Communicates effectively and appropriately and always finds a understanding and to avoid misunderstanding issues. that needs my approval but did not seek one due to
way to be productive

5
FINAL RATING: 3.0

2
 FULL
YEAR
SCORE

3 3
3

4
SECTION 4: OVERALL COMMENTS/FEEDBACK - FOR FINAL REVIEW

Employee
i will be strict to my team by this and not too harsh. So that everyone have their own limitations and focus on their task given. Be more
open-minded to have A better work environment by expressing others feeling and thoughts. Thankful for my team cause have no stress
feeling. whenever Im on off days, their trustworthy for the operations. and any problems occur they can handle it though.

Rater
Needs to improve more with regards to accountability respect and judgement. As an OIC she should be liable and be of respect with her
team and her superior as well. She needs to value what her feels towards her and her superior as well. Should be more considerate in
others welfare and growth.

FINAL RATING (sample below) If Functional Competencies are already available

FINAL RATING X WEIGHT RESULT FINAL RATING X WEIGHT RESULT

Objectives 3 80% 3.2 Objectives 3 70% 2.1

Core Values 3.0 20% 0.6 Core Values 3.0 15% 0.45

Functional
3.0 15% 0.45
Competencie
s
FINAL OVERALL RATING 3.80 FINAL OVERALL RATING 3.0
rounded-off the final rating round off the final rating

FINAL RATING CLASSIFICATION

5 Excellent (exceeds expecations in most of the objectives)
4 Very Good (exceeds expectations in at least 2 or more objectives )
3 Satisfactory (generally meets expectations)
2 Needs improvement (did not meet the more critical objectives)
1 Unacceptable (did not meet most of the objectives)

AGREEMENTS AND SIGN OFFS:

Charlaine Abalo 16-Feb-24 Cari Alacon 16-Feb-24

Employee's Name, Signature Date Rater's Name, Signature Date

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en. Be more
ve no stress
ugh.

ect with her

siderate in

ESULT

3.0

Feb-24
Date

2
SECTION 5: Learning and Development Action Plans

Describe the developmental activities for the employee in the next rating period. State, the actual deliverables, outcomes and/or
results and evaluate accordingly.

Employee Comments:
Comments / Feedback on how to Updates- mid year review and year-
Areas of Strengths
further strengthen end
To gain more loyal customers and
patronizing our brand. Be friendly in every
details of service I do.

Rater's Comments
Comments / Feedback on how to Updates- mid year review and year-
Areas of Strengths
further strengthen end