The Confirmation Appraisal Form is a crucial document in Philippine employment practices, designed to evaluate employees completing their probationary period. This document is mandated by Philippine labor laws, which require a fair and documented process for converting probationary employees to regular status. The form typically follows a structured format that includes performance metrics, behavioral assessments, and specific job-related competencies. It serves as both an evaluation tool and a legal document, protecting both employer and employee interests. The Confirmation Appraisal Form must be completed before the end of the maximum probationary period of six months, as specified in the Labor Code of the Philippines, and should clearly indicate whether the employee is recommended for regular employment.
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1. Employee Information: Basic details including employee name, position, department, date of hire, and evaluation period
2. Evaluator Information: Details of the supervisor/manager conducting the evaluation
3. Performance Criteria: Core competencies and key performance indicators being evaluated
4. Rating Scale: Explanation of the rating system used in the evaluation
5. Performance Assessment: Detailed evaluation of various performance aspects with corresponding ratings
6. Overall Performance Summary: Summary of the employee's overall performance and achievements
7. Recommendation: Clear statement on whether the employee is recommended for regular employment
8. Acknowledgment and Signatures: Space for signatures of the evaluator, employee, and HR representative
1. Development Plans: Specific areas for improvement and proposed action plans, used when the employee needs additional support
2. Project Contributions: Specific projects handled during the probationary period, included for technical or project-based roles
3. Customer/Client Feedback: Summary of client feedback, included for customer-facing roles
4. Technical Skills Assessment: Detailed evaluation of technical competencies, included for technical positions
5. Leadership Potential: Assessment of leadership capabilities, included for management-track positions
1. Performance Metrics Data: Detailed breakdown of quantitative performance indicators and achievements
2. Training Completion Record: List of training programs completed during probationary period
3. Job Description: Original job description against which performance is evaluated
4. Previous Evaluation Notes: Records of any interim evaluations or feedback sessions during the probationary period
Relevant legal definitions
Probationary Period
Regular Employment
Performance Standards
Key Performance Indicators (KPIs)
Core Competencies
Rating Scale
Evaluation Period
Immediate Superior
Department Head
Regularization
Performance Metrics
Evaluator
Evaluee
Confirmation Date
Assessment Criteria
Performance Rating
Development Areas
Strengths
Competency Framework
Job Requirements
Regular Status
Employment Standards
Performance Review
Qualifying Period
Confirmation Decision
Regular Employment
Performance Standards
Key Performance Indicators (KPIs)
Core Competencies
Rating Scale
Evaluation Period
Immediate Superior
Department Head
Regularization
Performance Metrics
Evaluator
Evaluee
Confirmation Date
Assessment Criteria
Performance Rating
Development Areas
Strengths
Competency Framework
Job Requirements
Regular Status
Employment Standards
Performance Review
Qualifying Period
Confirmation Decision
Clauses
Employee Information
Performance Evaluation
Rating Methodology
Attendance and Punctuality
Work Quality
Job Knowledge
Initiative and Innovation
Communication Skills
Teamwork and Collaboration
Compliance and Discipline
Professional Development
Goal Achievement
Recommendation for Regularization
Evaluation Period
Acknowledgment and Certification
Confidentiality
Appeals Process
Documentation Requirements
Performance Improvement Plan
Evaluator's Declaration
Performance Evaluation
Rating Methodology
Attendance and Punctuality
Work Quality
Job Knowledge
Initiative and Innovation
Communication Skills
Teamwork and Collaboration
Compliance and Discipline
Professional Development
Goal Achievement
Recommendation for Regularization
Evaluation Period
Acknowledgment and Certification
Confidentiality
Appeals Process
Documentation Requirements
Performance Improvement Plan
Evaluator's Declaration
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Retail
Healthcare
Education
Business Process Outsourcing
Construction
Hospitality
Telecommunications
Professional Services
Government Services
Non-Profit Organizations
Mining and Resources
Agriculture
Relevant Teams
Human Resources
People Operations
Employee Relations
Talent Management
Performance Management
Operations
Administration
Legal
Compliance
Management
Relevant Roles
Human Resources Manager
HR Business Partner
Department Manager
Supervisor
Team Leader
Division Head
HR Director
Employee Relations Manager
Talent Management Specialist
Performance Management Officer
HR Generalist
Chief Human Resources Officer
Operations Manager
Line Manager
Project Manager
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