How to fill in this performance evaluation
- 1Company name
e.g. Bayanihan Logistics and Trading Corp. - 2Company address
e.g. Unit 501, Cityland Pioneer, 128 Pioneer St., Mandaluyong City 1550 - 3Company phone and email
e.g. (02) 8631 4402 · hr@bayanihanlogistics.ph - 4Employee
e.g. Jerome A. Castillo - 5Position
e.g. Customer Care Associate - 6Department
e.g. Customer Service
Decide before the six months end
Under Article 296 of the Labor Code, probation lasts at most six months. Evaluate the employee against the standards made known at hiring a few weeks before it ends. If you do not regularize, serve the written notice before the last day — an employee allowed to work past probation becomes regular by law.
About extending
Extending only moves the decision to a later date WITHIN the six months — for example, a review at month four extended to month six. Going past six months is allowed only in rare cases where the employee freely agrees in writing; do not rely on it.
Rate fairly, and write it down
A rating only holds up if it is backed by what actually happened in the period.
- Rate the whole period, not the last two weeks.
- Use the scale the same way for everyone: 3 means the job is done as expected.
- Back every 1, 2 or 5 with an example in the comments.
- Discuss it with the employee before they sign, and give them a copy.
The rating scale
5 Outstanding — far exceeds what the job requires. 4 Very Satisfactory — exceeds it. 3 Satisfactory — meets it. 2 Fair — partly meets it; improvement needed. 1 Poor — does not meet it.
Questions people ask
Can we let a probationary employee go for a low rating?
Only for failing the reasonable standards that were made known when they were hired, with written notice served within a reasonable time before probation ends. A low rating on criteria the employee was never told about is a weak ground.
How is the overall rating worked out?
The paper averages the ratings you typed (1 to 5) and gives the word: 4.50 and up Outstanding, 3.50–4.49 Very Satisfactory, 2.50–3.49 Satisfactory, 1.50–2.49 Fair, below 1.50 Poor. A criterion left blank is not counted.
Does the employee's signature mean they agree?
No. It shows the employee received and read the evaluation. An employee who disagrees should still sign and may write their comments or attach a reply. Keep the signed copy in the employee's 201 file.
Can we change the criteria?
The six criteria are a common set for office and field staff. If your company uses its own form or key performance indicators, rate those instead and write them into the comments — or ask for a custom version.
Is this an official government form?
No. It is a company's internal form in a common Philippine format. Government offices use the CSC's Strategic Performance Management System (SPMS) forms instead.
This page explains common practice and is not legal advice. Offices set their own rules — when in doubt, call ahead or ask your notary or lawyer.