PERFORMANCE ASSESSMENT FORM

Name of Employee: CLYDEN PAUL MARAON Position Title:

STOCKMAN W/ CASHIERING
FUNCTION

Date Hired: APRIL 17, 2006 Boutique: PENSHOPPE VALENCIA

Appraisal Period Covered: January-June 2008 Store Manager: HOLLANDER P. HORA

 Regular Employee  Probationary Employee

INSTRUCTIONS:
Rate the person’s performance accordingly. Convert the % Achievement scores using the specified 4-point
scale. Multiply the 4-point rate to the weight percentage of the KPI to get the final rating for that specific
KPI. Then add all KPI scores to get the Final Deliverables Score.

KPI Sales Target Stockroom Admin Customer Service Cash Wrap Service
KPI WEIGHTS 30% 30% 20% 20%
4 Outstanding 105% and above 100& 100% 100%
3 Very Good 100 – 104.99% 90 – 99% 90 – 99% 90 – 99%
2 Acceptable 95 – 99.99% 75 – 89% 75 – 89% 75 – 89%
1 Unacceptable 94.99% and below 74% and below 74% and below 74% and below

PART I: DELIVERABLES

KPI GOAL ACTUAL RATING WT EQUIVALENT

Sales Target 893,730 788,885 1 30% 0.3
Stockroom Admin 88% 2 30% 0.6
Cash Wrap Service 86% 2 20% 0.4
Customer Service 90% 3 20% 0.6
TOTAL RATING 1.9

PART II COMPETENCY DEVELOPMENT

INSTRUCTIONS:
RATE the following performance dimensions using the following scales:

D DEVELOPING Demonstrates SOME of the competency level descriptors.

C COMPETENT MEETS MOST (at least 75%) of the required competency level descriptors
M Has MASTERY Consistently MEETS ALL or EXCEEDS the required competency level
Descriptors; Has Mastery of the skill and competency required

For the column on AREA FOR DEVELOPMENT, please be specific about the areas in need of training. For instance,
instead of writing down “communication skills,” indicate whether it is business writing, grammar course, diction, etc.

For the column on ACTION PLAN, please indicate the appropriate solution. It can be any of the following:
 Training
 Cross-posting
 Joining clubs
 Academic studies
 Mentoring by _____ (Please specify)
 Others: ________ (Please specify)
 COMPETENCY DEVELOPMENT RATING AREA FOR ACTION PLAN
DEVELOPMENT
WORK FUNCTIONS
1. Receipt of Delivery – Ability to follow and adhere to D Stocks Improve
established guidelines on the receipt of deliveries and adjustment adjustment
transfers
2. Cashiering - Ability to operate the POS machine. D Uploading practice
master file
3. Cash Wrap Administration - Ability to adhere to and D Informing our practice
implement guidelines, policies and procedures relative modes of
to managing customer transactions and administration payment
of the cash wrap area.
4. Housekeeping – Ability to maintain and implement D Stocks and Enhancement
store housekeeping and maintenance guidelines, cleaning
policies and procedures. materials at
stockroom
COMPETENCIES
5. Product Knowledge – Knowledge of full line of C Know the FAB Frequent
products, their features, benefits and advantages updating from
brochure
6. Salesmanship – Extent to which the employee D upselling practice
uses effective selling skills – suggestive,
alternative, upselling; includes the ability to close
a sale, handle objections and adhere to
established selling procedures and methods.
7. Mathematical Skills – Ability to perform basic C Cash count practice
arithmetic and mathematical operations and approach frequently
practical problems by choosing appropriately from a
variety of mathematical techniques.
8. Oral Communication Skills – Ability to communicate D Opening practice
effectively, thoroughly and accurately to a customer or conversation to
group of customers; knows how to interface with customer
customers

PART III. VALUES: ENTERPRISE

PERFORMANCE DIMENSIONS 4 3 2 1
Outstanding Very Acceptable Unacceptable
Good
1. Opportunity seeking – refers to employee’s ability to x
breakthrough opportunities, and take prudent risk in pursing
opportunities.
2. Results-orientation - refers to employee’s result/profit x
orientation and concern for the company’s growth. Manifests
sense of job/project ownership and business partnership in
pursuit of results.
3. Quality and Productivity - refers to extent of accuracy, x
completeness, outstanding work result and ability to meet
deadlines.
4. Innovativeness – refers to employee’s ability to seek, think and x
create new ideas towards improvement of existing methods
meeting customer needs.
5. Cost-efficiency – refers to employee’s prudent utilization of x
company resources resulting to efficient cost (as in time, energy
and money).
6. Initiative – refers to employee’s ability to work independently x
 and going the extra mile in performing one’s job.

VALUES: PROFESSIONALISM, SERVICE, AND INTEGRITY

PERFORMANCE DIMENSIONS 4 3 2 1
Outstanding Very Acceptable Unacceptable
Good
7. Integrity - refers to employee’s honesty and commitment in x
performing his job and dealings with colleagues, customers,
business partners, and the public.
8. Silence of Office – refers to employee’s ability to keep x
company information to its utmost confidentiality and
unauthorized disclosure could be detrimental to the interest of
the company.
9. Accountability – refers to employee’s ability to willingly accept x
job responsibilities and account for one’s actions.
10. Competency and sincere service – refers to employee’s x
adequate ability or capacity to perform one’s job. This also
refers to employee’s positive response to the needs of its
customers.
11. Respect for others – refers to employee’s ability to give high x
regard and understanding on individual or group opinion/views.
12. Teamwork/Partnership – refers to mutually supportive x
relationship with superiors and colleagues in pursuit to specified
goals. This also includes trust to one’s colleague and
willingness to acknowledge mistakes quickly.
(Support includes openness, honest communication, sharing of
ideas and open-mindedness).
13. Compliance of the Company rules and regulations – refers x
to employee’s ability to follow set rules and regulations of the
company including amendments.
14. Professional Growth- refers to employee’s enthusiasm to x
develop his/her knowledge and skills to better do his/her job.
15. Struggle to improve oneself personally – manifests constant x
effort to overcome defects (e.g. being moody, ill-tempered,
critical) and live/acquire a virtue (e.g. stable mood, patience)
TOTAL POINTS 39 = 2.6
PART IV. ACTION PLAN /RECOMMENDATION

FOR POOR/ACCEPTABLE RATING* FOR EXCELLENT/OUTSTANDING RATING*

Genuine Service-demonstrate always a sincere service
always to customers.

Opportunity-always improve one’s self for the better

outcome.
OTHERS

* Pls. be specific. State the specific action to be taken, when, where, how and how much it will incur

PART V. REMARKS/COMMENTS

RATEE’S REMARKS RATER’S REMARKS

Rated By Manager: HOLLANDER P. HORA (signed) Date: July 18, 2008

Noted By Division Head : EMELYN LEE-TRINIDAD Signature ____________Date _________

Remarks ________________________________________________________________________
________________________________________________________________________
________________________________________________________________________

I acknowledge that my superior discussed with me the above rating.

CLYDEN PAUL MARAON (signed) July 18, 2008

Employee Name and Signature Date