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---------- Forwarded message ----------
From: Holy GardensGroup <holygardens.group@gmail.com>
Date: Fri, Jul 22, 2016 at 11:54 AM
Subject: Draft Memorandum Circular for Implementation of Performance Evaluation System
To: Helen Naval <bpi.hr2016@gmail.com>
From: Holy GardensGroup <holygardens.group@gmail.com>
Date: Fri, Jul 22, 2016 at 11:54 AM
Subject: Draft Memorandum Circular for Implementation of Performance Evaluation System
To: Helen Naval <bpi.hr2016@gmail.com>
Here is the explanation on the execution of the Performance Evaluation System:
Memorandum Circular No 2016 00x
Title: Guidelines for the Performance Evaluation System
I Objectives:
1. To encourage performance and serve as a leg for strategy and corporate planning;
2. To reward the doers in an objective manner and remove/minimize politics through SMART criteria
3. To help employees get promoted: avail of salary increases and allowances which are substantial
4. To weed out misfits early on, and reduce expenses
5. To encourage:
1. leaving old mindsets and adopt corporate and new ones
2. embracing beliefs and principles of Holy Gardens group
II Reality Background
1. Some SBUS (there are at least two who are brave enough) who complained and narrated that their staff are demotivated and it shows in mediocre sales performance. They are content with receiving the salaries despite the fact that our current salary scale is above the industry, the wage orders and some received substantial incentives for last years sales performance.
While we managed to sell more than 3,000 plots last year, we only managed to get 1/10 of that: about 425 (?) plots
2. The conformance of many sbus on routine behavior sucks:
1. Phone calls are not answered nor acknowledged. Same thing with text messages. Emails are unacknowledged or unread.
Routine reports : text reports are neglected
kaizen reports and best pictures are not sent
email reports
2. Most staff fail when given routine exams;
3. Tasks are pending undone, if at all submission are incomplete and very much delayed. This is up and down the organization even at 3ffb
4. Beliefs as excellence, customer service, learning seem to be a strange thing to many of the staff.
WTDN: REINSTATEMENT AND IMPLEMENTATION OF THE PERFORMANCE EVALUATION SYSTEM;
Who : HR - the coordinating office
1. will send out form
2. collect and check the form
3. verify HR related data:
1. attendance
2. punctuality
3. communication: emails, text
4. book reports/journals
3. have the PE noted approved by the GM SMD
4. file the PE
5. submit memo for increase in salary and allowance
CMO in charge - the one who will fill up the PE form
sign the PE and the recommendation
Accounting Audit: will verify the sales and collection report; will initial PE form
When: 1 Frequency . Every 6 months for regular employees to be done within 30 days after end of reference semester
For trainees:
For RI to be R2 to be started at the 70th day after hiring for RI and to be completed on the 80th day. On the 80th day, we should know if the employee shall continue to the Prob 2 period or will be dismissed
For R2 to be R3 to be started on the 160th day after start of employment to be completed on the 170th day. By then we should know if the trainee will be dismissed or allowed to be a regular employee.
