Updated 12.19.2013
---------- Forwarded message ----------
From: Holy GardensGroup <holygardens.group@gmail.com>
Date: Wed, Dec 18, 2013 at 5:14 AM
Subject: Performance evaluation for H2 2013
To: "hgmpgreenhills ." <hgmp.calamba@gmail.com>, Holy Gardens Pangasinan <hgmp.pangasinan@gmail.com>, AP Bereavement Providers <bpi.acctng@gmail.com>, Holy Gardens Calapan Calapan <hgmp.calapan@gmail.com>, holygardens launion <hgmp.launion@gmail.com>, HGOMP Memorial Park <hgmp.oton@gmail.com>, Majorem Investor <majorem.lending@gmail.com>
Subject: Performance Evaluation
Date: December 18, 2013
I am embarking on Performance Evaluation of H2 performance (2nd semester 2013 until November 2013)
The evaluation covers:
1. Achievement of objectives/outcomes (assigned targets/agreed objectives) ranges from 30 to 40 points
2. Outputs: submission of required reports, posting of blogs: Holy Gardens Group Griefshare. 20% (many CMOs/sbus were amiss or were posting incomplete best pictures and kaizen reports)
DPMS by CSS
Weekly written reports by CMOs
3. Inputs - 20%
Communication: answering texts and emails
Learning: journals, comments at the Community Site
Book reports.
We can only rely on the available records and submission of documents. If none is available, I would be forced to give a 0 grade
I might be sending you the PE forms for completion if none is available.
For your proper guidance
Jorge Saguinsin
concurrent HR
The complete guidelines:
6. Promotion and Career Path
6.1 Performance evaluation
"The goals of an employee while working are two fold: 1 to learn the job 2. and be promoted as rapidly as possible" Are there other goals of the employ while in the employ of someone.?
The promotion is a way to incentivize and reenforce
1. performance and achievement of objectives; clarify and strengthen goals setting
2. capacity and skills of the employee.
3. to stay and be of service to the company
6.2 Total system:
The performance evaluation is an integral part of:
1. Salary scale (to be upgraded)
2. Administrative plan
3. Corporate plan.
6.3 Who: conducts the performance evaluation
The matrix system is employed. The SBU heads conducts his own PE, buttresses the same with data and supporting documents.
The evaluation is validated by 3ffb personnel, an HR and approved by the SMD or the Board.
6.4: When: frequency
1. Employees under probation are PE'd twice every 90 days until they become permanent or are ended contact. The first PE is conducted on the 70th day after being hired as Prob. 1, and on the same time span after the 90th day.
2. Thereafter the employee is PE'd every 6 months, at the end of H1 and H2
6.5 Documents to support PE
1. The PE form (just revised)
2. Copy of the book report;
3. The journal (the book itself)
4. Snapshot of the sent email of the sbu on answering emails
5. Checklist of submitted weekly reports and weekly plan by CMOs
6.6 Criteria and weights.
Staff and officers are evlauated on 3 major categories:
1. Outcomes - 40%
2. Outputs - 30%
3. Inputs - 30%
Total 100%
Where to get the data:
1. Outcomes come from the goal setting results of corporate plan which may be just imposed or arrived at a negotiation during corp plan. The corporate are divided among sbus. That is where the reliable data ends. The SBUs head divide the amount of sbu target among staff and agents.
The summary are in the administrative plan. CMO and those in charge MC must, Accounting Head must work hard to get the numbers right and spelled out for everyone and in the PE forms at the start of the year.
As for the rating, the results come from marketing and controller's data, records.
2. The Outputs are generally files and reports by the employee that is requied in the job. Thus the employees are encouraged to submit deliverables. , to make them aware and alert always in their job and be responsible.
How to rate:
Late report: - l for every day of delay.
Report submitted but wrong or incomplete - 1/2 of 1 %
3. Inputs: They are things done by the employees that contribute to efficiency and outputs/outcomes. How to rate:
1. Attendance: 10 pts
Unexcused absence - 1.0
Late of more than 10 minutes at the agreed time - 1/2 of 1%
Disappearing act (leaving the premises without permission) - 1.0
Changing day off without prior written authorization is considered as unexcused absence without prejudice to imposition of Class C offense
2. Journal: 5 pts. the entries in the journal will be counted. The journal must have at least 2 entries per week or 52 in all. The way to rate this is to count the number of good entries/52 and that is the grade/rating.
The employee can elect to do the journal or comments at the community blog. The comments on the blog of not more than 8 lines per comment to qualify on an article post.
It can only be either or or not both: kung blog blog, kung journal, choose journal
3. Communication: 10 pts
1. Text - you must answer when texted within 10 minutes it is sent by confirming. The correct way to answer a text is to index it (copy it) and forward to the sender with the answer or comment.
-1/2 of 1% for not answering this soon enough; 1% for not answering;
If the employee is found not to have sim card, expired sim card in his cellphone as required he he gets 0 for the entire communications factor/criteria
2. Emails - the same procedure applies for emails. If the email is addressed to an individual, he must reply as required within the day. Thus you have to read emails daily.
GT and TS do not read emails. Thus all 10 points go to text messages.
4. Book reports - 10 pts. The books must be related to business, economy, operations, marketing sales, personality development, landscaping, construction Irrelevant books such as novels, public administration are not entertained. If you did a summary of cosmetics for the dead, or hair science for the dead, or sewing (the skin of the dead) it is relevant.
Ebooks, books from slideshare are ok
l book report = 2 points.
The book report must be in a yellow pad, handwritten legibly and contains these three things:
1. What are 3 to 5 things I learned - enumerate and list them down clearly
2. What is the relation of what I learned to those that I all ready know.
3. What is the application to my job/to the business?
The book reports are to be submitted monthly and must be received by the office by the 25th of every reference month. Late book reports will not be considered.
6.7 Timelines for the performance evaluation
1. Probationary employees are strictly to be evaluated. No unexcused absences are allowed for Probationary 1. The are disqualified from PE, and removal takes 90 days or are requested to work elsewhere.
2. Probationary employees are to be PEd every 90 days. All others are to be PEd every 180 days.
3. PE are to be submitted to 3ffb, PD, not later than 30 days after end of H, for regular employees, and on the 80th day for the Prob 1, and l60th day for the prob 2. Failure to do so would make the employees permanent automatically.
Thus employment date and the probationary period are to be monitored closely by PD
6.8 Grading system:
85 to 89 minimum for permanency
90 to 100 - for promotion.
6.9 Others:
1. S.W evaluation
2. Supervisors evaluation. recommendation
6.10
The PE is signed by the SBU head, PD/Hr staff, approved by the managing director and confirmed by the board.
BIDDA: BELIEVE INSPIRE DREAM DO ACHIEVE
Google.com+/HolyGardensGroup
From: Holy GardensGroup <holygardens.group@gmail.com>
Date: Wed, Dec 18, 2013 at 5:14 AM
Subject: Performance evaluation for H2 2013
To: "hgmpgreenhills ." <hgmp.calamba@gmail.com>, Holy Gardens Pangasinan <hgmp.pangasinan@gmail.com>, AP Bereavement Providers <bpi.acctng@gmail.com>, Holy Gardens Calapan Calapan <hgmp.calapan@gmail.com>, holygardens launion <hgmp.launion@gmail.com>, HGOMP Memorial Park <hgmp.oton@gmail.com>, Majorem Investor <majorem.lending@gmail.com>
Memorandum :
TO : All
If you do not reply to this email, there will be additional subtraction from your CMOs Performance Evaluation
The complete guidelines:
6. Promotion and Career Path
6.1 Performance evaluation
"The goals of an employee while working are two fold: 1 to learn the job 2. and be promoted as rapidly as possible" Are there other goals of the employ while in the employ of someone.?
The promotion is a way to incentivize and reenforce
1. performance and achievement of objectives; clarify and strengthen goals setting
2. capacity and skills of the employee.
3. to stay and be of service to the company
6.2 Total system:
The performance evaluation is an integral part of:
1. Salary scale (to be upgraded)
2. Administrative plan
3. Corporate plan.
6.3 Who: conducts the performance evaluation
The matrix system is employed. The SBU heads conducts his own PE, buttresses the same with data and supporting documents.
The evaluation is validated by 3ffb personnel, an HR and approved by the SMD or the Board.
6.4: When: frequency
1. Employees under probation are PE'd twice every 90 days until they become permanent or are ended contact. The first PE is conducted on the 70th day after being hired as Prob. 1, and on the same time span after the 90th day.
2. Thereafter the employee is PE'd every 6 months, at the end of H1 and H2
6.5 Documents to support PE
1. The PE form (just revised)
2. Copy of the book report;
3. The journal (the book itself)
4. Snapshot of the sent email of the sbu on answering emails
5. Checklist of submitted weekly reports and weekly plan by CMOs
6.6 Criteria and weights.
Staff and officers are evlauated on 3 major categories:
1. Outcomes - 40%
2. Outputs - 30%
3. Inputs - 30%
Total 100%
Where to get the data:
1. Outcomes come from the goal setting results of corporate plan which may be just imposed or arrived at a negotiation during corp plan. The corporate are divided among sbus. That is where the reliable data ends. The SBUs head divide the amount of sbu target among staff and agents.
The summary are in the administrative plan. CMO and those in charge MC must, Accounting Head must work hard to get the numbers right and spelled out for everyone and in the PE forms at the start of the year.
As for the rating, the results come from marketing and controller's data, records.
2. The Outputs are generally files and reports by the employee that is requied in the job. Thus the employees are encouraged to submit deliverables. , to make them aware and alert always in their job and be responsible.
How to rate:
Late report: - l for every day of delay.
Report submitted but wrong or incomplete - 1/2 of 1 %
3. Inputs: They are things done by the employees that contribute to efficiency and outputs/outcomes. How to rate:
1. Attendance: 10 pts
Unexcused absence - 1.0
Late of more than 10 minutes at the agreed time - 1/2 of 1%
Disappearing act (leaving the premises without permission) - 1.0
Changing day off without prior written authorization is considered as unexcused absence without prejudice to imposition of Class C offense
2. Journal: 5 pts. the entries in the journal will be counted. The journal must have at least 2 entries per week or 52 in all. The way to rate this is to count the number of good entries/52 and that is the grade/rating.
The employee can elect to do the journal or comments at the community blog. The comments on the blog of not more than 8 lines per comment to qualify on an article post.
It can only be either or or not both: kung blog blog, kung journal, choose journal
3. Communication: 10 pts
1. Text - you must answer when texted within 10 minutes it is sent by confirming. The correct way to answer a text is to index it (copy it) and forward to the sender with the answer or comment.
-1/2 of 1% for not answering this soon enough; 1% for not answering;
If the employee is found not to have sim card, expired sim card in his cellphone as required he he gets 0 for the entire communications factor/criteria
2. Emails - the same procedure applies for emails. If the email is addressed to an individual, he must reply as required within the day. Thus you have to read emails daily.
GT and TS do not read emails. Thus all 10 points go to text messages.
4. Book reports - 10 pts. The books must be related to business, economy, operations, marketing sales, personality development, landscaping, construction Irrelevant books such as novels, public administration are not entertained. If you did a summary of cosmetics for the dead, or hair science for the dead, or sewing (the skin of the dead) it is relevant.
Ebooks, books from slideshare are ok
l book report = 2 points.
The book report must be in a yellow pad, handwritten legibly and contains these three things:
1. What are 3 to 5 things I learned - enumerate and list them down clearly
2. What is the relation of what I learned to those that I all ready know.
3. What is the application to my job/to the business?
The book reports are to be submitted monthly and must be received by the office by the 25th of every reference month. Late book reports will not be considered.
6.7 Timelines for the performance evaluation
1. Probationary employees are strictly to be evaluated. No unexcused absences are allowed for Probationary 1. The are disqualified from PE, and removal takes 90 days or are requested to work elsewhere.
2. Probationary employees are to be PEd every 90 days. All others are to be PEd every 180 days.
3. PE are to be submitted to 3ffb, PD, not later than 30 days after end of H, for regular employees, and on the 80th day for the Prob 1, and l60th day for the prob 2. Failure to do so would make the employees permanent automatically.
Thus employment date and the probationary period are to be monitored closely by PD
6.8 Grading system:
85 to 89 minimum for permanency
90 to 100 - for promotion.
6.9 Others:
1. S.W evaluation
2. Supervisors evaluation. recommendation
6.10
The PE is signed by the SBU head, PD/Hr staff, approved by the managing director and confirmed by the board.
CONFIDENTIALITY NOTICE/disclaimer: The information contained herein is strictly confidential in nature and is the property of Holy Gardens Group and intended only for the intended recipient and its retransmittal , reuse,reprinting or taking action other than the intended party is strictly prohibited. Holy Gardens assume no responsibility liability arising from such unauthorized use.
RRURAC: Read, Respond, Understand, Reflect, Apply and CheckGoogle.com+/HolyGardensGroup
Performance Evaluation is an opportunity for each one of us either to be promoted or not depending in our performances and compliance to the requirements of the evaluation.
ReplyDeleteIt's worth all our efforts & sacrifices if being promoted. The fruits of our labor, self-achievement and on being dedicated and faithful to our duties.
April Lyn Caragayan
HGOMP
Performance Evaluation is a method by which the job performance of an employee is evaluated. The main reason of being evaluated is that to know whether the employee improved or not depending on the performance he/ she gave in the company. For that achieves he /she are able to promote.
ReplyDeleteJanelle C. Petipit
CSS- HGOMP
Performance Evaluation is a method by which the job performance of an employee is evaluated. The main reason of being evaluated is that to know whether the employee improved or not depending on the performance he/ she gave in the company. For that achieves he /she are able to promote.
ReplyDeleteJanelle C. Petipit
CSS- HGOMP
Performance Evaluation is an opportunity for each one of us either to be promoted or not depending in our performances and compliance to the requirements of the evaluation.
ReplyDeleteIt's worth all our efforts & sacrifices if being promoted. The fruits of our labor, self-achievement and on being dedicated and faithful to our duties.
April Lyn Caragayan
HGOMP
Performance evaluation is one way of assessing our performances concerning on the criteria being set by our employer. It is a way of determining whether we reach our set objectives or not. It is also a form of motivation for us to double our efforts on complying on our responsibilities and on reaching our desired targets.
ReplyDeleteRocel Cariño
MT-HGLUMP
Performance Evaluation is such a great opportunity for all of us, it will motivate us more and focus on our responsibility as well. All the efforts and hardships that we contribute will be given a rewards.
ReplyDeleteAngel Baylon
CSS1-HGPMP
Performance Evaluation is how the size of your success is being measured. The strength of your desire, how you handle things and how you handle disappointment that comes along the way. It is also a way to know if you have improved or you need more effort to improve yourself to be able to do what exactly the company wants and needs you to do.
ReplyDeleteNoemi J. Espiritu
CSS-HGLUMP
This comment has been removed by the author.
ReplyDeletePE is a key component of employee development. The performance review is intended to be a fair and balanced assessment of an employee’s performance, so with these qualified employees will be assessed for promotion. And this somehow may push us to improve our work and really work hard.
ReplyDeleteDynah M. Evangelista
HGCMP
Thanks for comment. We are embarking on PE for H2. Do we know how to do this?
ReplyDelete