A. Reflect actual accomplishments and results;
B. Rate each of the objectives;
C. Compute for the score per objective;
D. Determine the overall rating for accomplishment
E. Reach an agreement; and
F. Assess the competence.
The rater and the ratee shall discuss and agree on the actual accomplishments and results-based on the performance commitments and measure made at the beginning of the rating period. They shall be given equal opportunity upon the evaluation of each objective whether it has been observed or not.
DESCRIPTION OF MEANING OF RATING
Performance represents an extraordinary level of achievement and commitment in terms of quality and time, technical skills and knowledge, ingenuity, creativity, and initiative. Employees at this performance level should have demonstrated exceptional job mastery in all major areas of responsibility. Employee achievement and contributions to the organization are marked excellence.
Performance exceeded expectations. All goals, objectives, and targets were achieved above the established standards.
Performance met expectations in terms of quality of work, efficiency, and timeliness. The most critical annual goals were met.
Performance failed to meet expectations, and/or one or more of the most critical goals were not met.
Performance was consistently below expectations, and/or reasonable progress toward critical goals was not made. Significant improvement is needed in one or more important areas.
Plus factor achievements are those not covered within the regular duties and responsibilities. Its weight shall not exceed the weight of the highest mandated KRA.
The rater and the ratee shall reach agreement by signing the OPCRF/IPCRF guided by the equal opportunity principle (EOP).
Most of the time demonstrates