Employee Attitude Evaluation Form Template for the Philippines

An Employee Attitude Evaluation Form is a structured assessment tool that helps you evaluate and document your employees' workplace behavior, professional conduct, and interpersonal skills. Under Philippine labor law, this form serves as crucial documentation for performance management processes while ensuring compliance with fair evaluation standards mandated by the Department of Labor and Employment (DOLE).

When do you need this document?

You need this evaluation form during regular performance review cycles, typically conducted annually or semi-annually as part of your company's performance management system. It's essential when assessing employees during their probationary period to determine permanent employment status. You'll also use this form when addressing specific behavioral concerns or when an employee's attitude is affecting team dynamics or productivity. The document becomes particularly important when making decisions about promotions, salary adjustments, or disciplinary actions, as it provides objective documentation of employee behavior patterns.

Key legal considerations

Your evaluation form must include clear, measurable criteria that focus on job-related behaviors rather than personal characteristics to comply with anti-discrimination laws. You need to ensure the evaluation process is fair, consistent, and free from bias based on gender, age, religion, or disability. The form should include sections for employee feedback and self-assessment to promote transparency and due process. You must maintain confidentiality of evaluation records and limit access to authorized personnel only. Include provisions for the employee to contest or provide additional input on their evaluation results. The rating system should be clearly defined with specific behavioral indicators for each score level to ensure objectivity and reduce potential disputes.

Legal requirements in Philippines

Under the Labor Code of the Philippines, employee evaluations must be conducted fairly and without discrimination. You must comply with the Data Privacy Act of 2012 when collecting, storing, and processing evaluation information, ensuring proper consent and data protection measures. Civil Service Commission rules apply if you're evaluating government employees, requiring adherence to specific performance evaluation protocols. Your evaluation criteria must align with job descriptions and competency frameworks established for each position. You're required to provide employees with access to their evaluation results and maintain records for the prescribed retention period. The evaluation process must include opportunities for employee development and improvement planning. Documentation must be sufficient to support any employment decisions made based on evaluation results, particularly for disciplinary actions or terminations.