Job Performance Evaluation - SUPERVISORS

Supervisor’s Job Performance Evaluation (Support Services)
Name of Supervisor: _________________________________________

Area of Operation: _________________________________________
I. EVALUATION CRITERIA
2015 PERIODIC RATINGS
Daily Accountabilities
Pre-Operational 35%
1. Effectiveness in making preparation for daily operation activities.
2. Effectiveness in efficiently giving consideration to Pack Plans/Operation
Requirements/Booking and Manning Requirements including possible changes
therein.
3. Strictness on workers’ time-in.
4. Effectiveness in ensuring Manning Set-up based on Manning Requirements.
5. Effectiveness in deploying workers on time.
Operational 40%
1. Effectiveness in supervising workers and their activities from the start to finish of daily
operation in accordance with the work operation process flow.
2. Effectiveness in ensuring and maintaining workers’ performance efficiency.
3. Time Consciousness (Workers’ Break Time and Time Out).
4. Effectiveness in ensuring maintenance of Quality Standard from processes to
out-puts.
5. Effectiveness in continually ensuring workers’ compliance to GMP Rules.
6. Effectiveness in attaining zero spillage or zero defects.
7. Effectiveness in attaining high or reasonable level of recovery or quality out-
puts.
TOTAL RATE
Supervisor’s Job Performance Evaluation

8. Effectiveness in acting promptly and prudently in the event that problem may
occur during operation.
9. Ability to do complete and coherent documentation.
10. Ability to diligently maintain proper record keeping.
11. Effectiveness in addressing workers’ basic welfare during operation.
Effectiveness in giving due assistance to workers’ concerns to HR and Benefits
during break time.
12. Effectiveness in preparing manning set-up for the next day of operation.
13. Diligence in attending Meeting with Client’s Key Personnel to know instructions,
including Pack Plan for the next day.
Post Operation
1. Effectiveness in making turnover of operation to the coordinator of the next
shift.
TOTAL RATE

Work Behavior 25%
1. Leadership
- Effectiveness in promoting Teamwork.
- Effectiveness in inspiring workers to become efficient in meeting goals, such as
desired out-puts in accordance to quality standard.
- Effectiveness in driving workers to follow orders, rules and regulations.
2. Results Orientation
3. Teamwork and Relationship Building with workers, PQC, co-supervisor, management
staff, and client’s key personnel.
4. Discipline, Punctuality, Proper Record Keeping and Visibility of presence in the area of
operation.
5. Resource Optimization
6. Developing Others
7. Communication Management
8. Drive and Motivation
9. Willingness or eagerness to Learn
10. Hard Work
11. Sense of Ownership
12. Pro-active
13. Courtesy
- Customers
- Clients
- Superiors
- Fellow Workers
14. Safety Orientation
15. Willingness to attend UEWMPC Management Staffs and Supervisors Meeting.
TOTAL RATE

II. POINT SYSTEM
1.0 – 1.4 UNACCEPTABLE (Cannot perform the task even after close monitoring)
1.5 – 1.9 POOR (Performance is clearly below what is expected)
2.0 – 2.4 DEVELOPMENTAL (Able to deliver what is expected from time to time, but still has lapses)
2.5 – 2.9 SATISFACTORY (Acceptable performance; meets expectations from his current position)
3.0 – 3.4 COMMENDABLE (Strong, solid performance; does not require supervision)
3.5 – 4.0 EXCELLENT (Exceeds expectations; excels from his current position)
Total points # of Components Weight %
Rated Period ___ Period ___ Period ___ Period ___
Basic Operational Task ____ ÷ ____ x .35 = _________ _________ _________ _________
Job Description: ____ ÷ ____ x .40 = + _________ _________ _________ _________
Work Behavior: ____ ÷ ____ x .25 = _________ _________ _________ _________
TOTAL RATE =
PERIOD _______ - __________________

PERIOD _______ - __________________
PERIOD _______ - __________________
PERIOD _______ - __________________
III. RATING SYSTEM

1. Zero Non-compliance Policy – In rating a worker’s Job Performance, we adhere to Zero Non-compliance Policy.
Meaning, a worker is required to perfectly achieved Average Rating in all JPE Components.
IV. ACKNOWLEDGEMENT
The above assessment of my performance was discussed with my Superior on respective date I signed below.
Evaluated by: Confirmed by:
___________________________ ___________________________
Senior Supervisor Name of Employee
Period , 2015 Period , 2015
___________________________ ___________________________
___________________________ ___________________________
___________________________ ___________________________

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Job Performance Evaluation - SUPERVISORS

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Supervisor’s Job Performance Evaluation (Support Services)

Name of Supervisor: _________________________________________

2015 PERIODIC RATINGS

2015 PERIODIC RATINGS

Supervisor’s Job Performance Evaluation

PERIOD _ - ____________

III. RATING SYSTEM

Evaluated by: Confirmed by:

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