13418441 Hotel Salary Riew Form

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13418441 Hotel Salary Riew Form

  1. 1. EMPLOYEE PERFORMANCE APPRAISAL - NON-EXEMPT DATE: DEPT: PAY #: REVIEW PERIOD (Month/Year): From: To: EMPLOYEE: ### JOB TITLE: OVERALL RATING: 0.0 ANNUAL ORIENTATION SPECIAL INSTRUCTIONS: 1. Complete all sections (A, B and C). 2. Carefully evaluate each of the factors separately, based on recurring day-to-day performance since the last review and not on recent or isolated exceptional events. Use examples, whenever possible, to support each performance rating. 3. There are seven core performance categories. All non-exempt employees must be rated in each of these areas and given specific feedback on performance. There are also four optional performance categories that may be relevant, depending on the non-exem 4. For each factor, evaluate the employee using the definitions provided below. 5. The overall rating will be automatically calculated on Page 6. EXCELLENT (EXCEEDS STANDARDS) (4) Performance frequently exceeds the established requirements for the job. The employee fully understands the position, takes the appropriate initiative, and requires only occasional direct supervision. GOOD (FULLY MEETS STANDARDS) (3) Performance fully meets all the established requirements for the job. The employee is familiar with all aspects of the position and performs these in a competent and satisfactory manner. ACCEPTABLE (USUALLY MEETS STANDARDS) (2) Performance usually meets all the minimal established requirements for the job. The employee’s performance occasionally may require improvement. UNSATISFACTORY (SUBSTANTIALLY SHORT OF STANDARDS) (1) Performance is considered below established requirements for the job. The employee needs to improve performance significantly to reach satisfactory performance and requires daily close supervision and/or additional training to bring performance within ac The care and accuracy with which this appraisal is completed will determine its value to you, to the employee, and to the organization.Page 1(c) Drs. Agustinus Agus Purwanto, MM
  2. 2. SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES) OVERALL COMMUNICATION SKILLS (Consider written, verbal, and listening skills) Demonstrates proficiency at expressing ideas and listening, asking for and providing productive feedback, and has a positive, effective communication style. Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: DEPENDABILITY Fulfills responsibilities, instills full confidence, works well without continual supervision. Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: RELIABILITY Consistent attendance, punctually arrives and leaves work, meetings and appointments. Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: ATTITUDE/COOPERATION/ADAPTABILITY Commitment, team spirit, amount of interest and enthusiasm shown in the performance of responsibilities and attitude toward coworkers, students and the University. Works effectively and willingly with others (individuals and departments) in positive, sup Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS:Page 2(c) Drs. Agustinus Agus Purwanto, MM
  3. 3. SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES) JUDGMENT Demonstrates ability to make sensible and appropriate decisions. Demonstrates discretion/professionalism in unusual situations. Ability to make solid decisions. Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: KNOWLEDGE Demonstrates skills and an understanding of the position, policies, and procedures required in present job. Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: QUALITY Works with attention to detail and absence of error. Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: QUANTITY/APPLICATION The amount of work an individual accomplishes. Consistently applies ability and completes work in given timeframe. Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS:Page 3(c) Drs. Agustinus Agus Purwanto, MM
  4. 4. SECTION B: FACTORS AFFECTING JOB PERFORMANCE (OPTIONAL PERFORMANCE CATEGORIES) PROBLEM SOLVING Identifies problems and determines their causes, assesses alternatives, makes recommendations/decisions. Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: INITIATIVE A self-starter who contributes and/or carries out new ideas or methods. Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: PLANNING Develops and utilizes methods and work organization to efficiently complete overall workload. Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: OTHER (IDENTIFY) Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS:Page 4(c) Drs. Agustinus Agus Purwanto, MM
  5. 5. SECTION C: CONCLUSION THIS SECTION SHOULD BE COMPLETED WITH THE EMPLOYEE AT THE CONCLUSION OF THE APPRAISAL. COMPLETED MANDATORY TRAINING Has employee completed mandatory training? (E.G. Sexual Harassment Awareness & Prevention Training, Code of Conduct & Ethics Training, Compliance Training, Safety-Sensitive training, Other (please specify). Yes No Note: Failure to comply with Mandatory training requirements will be noted on this performance appraisal, and tentative fiscal merit salary increases will be withheld until all required training has been completed. COMMENTS PLANS, GOALS, AND OTHER COMMENTS Include any plans to further develop the employees strengths, or any areas to develop requiring improvement. Describe any specific goals or special projects this employee is assigned during the next four quarters. Specify details and milestones. (Set cooperatively by supervisor and employee.) EMPLOYEE COMMENTS After you have reviewed this appraisal and discussed it with your supervisor/manager, please state briefly your comments regarding this evaluation. If you have no comments, please indicate “none.” Employee’s Signature: Date: Evaluated By: Alex Khoo Print Name Signature Reviewed By: Uwe GundlachPage 5(c) Drs. Agustinus Agus Purwanto, MM
  6. 6. (Next Level Supervisor) Print Name Signature PERFORMANCE RATING CALCULATION Gray-shaded areas contain formulas and are protected against entry. CORE PERFORMANCE CATEGORIES: PERFORMANCE RATING OVERALL COMMUNICATION SKILLS 0.00 DEPENDABILITY 0.00 RELIABILITY 0.00 ATTITUDE/COOPERATION/ADAPTABILITY 0.00 JUDGMENT 0.00 KNOWLEDGE 0.00 QUALITY 0.00 QUANTITY/APPLICATION 0.00 OPTIONAL CATEGORIES: PROBLEM SOLVING 0.00 INITIATIVE 0.00 PLANNING 0.00 OTHER 0.00 NUMBER OF CATEGORIES: TOTAL: 0.00 0 (Field automatically counts categories entered) OVERALL PERFORMANCE RATING: 0.00 EXTENSION INFORMATION Reason: 30 days 60 days 90 daysPage 6(c) Drs. Agustinus Agus Purwanto, MM
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  13. 13. EMPLOYEE PERFORMANCE APPRAISAL - EXEMPT MANAGERIAL (Supervisory Level and Above)DATE:CENTER/DEPT:PAY #: REVIEW PERIOD (Month/Year): From: To:EMPLOYEE: ###JOB TITLE: OVERALL RATING: ANNUAL ORIENTATION SPECIALINSTRUCTIONS:1. Complete all sections (A and B).2. Carefully evaluate each of the factors separately, based on recurring day-to-day performance since the last review and not onrecent or isolated exceptional events. Use examples, whenever possible, to support each performance rating.3. There are nine core performance categories. All exempt employees must be rated in each of these areas and given specificfeedback on performance. There are also two optional performance categories that may be relevant, depending on the exemptpositio4. For each factor, evaluate the employee using the definitions provided below.5. The overall rating will be automatically calculated on Page 6.EXCELLENT (EXCEEDS STANDARDS) (4)Performance frequently exceeds the established requirements for the job. The employee fully understands the position, takes theappropriate initiative, and requires only occasional direct supervision.GOOD (FULLY MEETS STANDARDS) (3)Performance fully meets all the established requirements for the job. The employee is familiar with all aspects of the position andperforms these in a competent and satisfactory manner.ACCEPTABLE (USUALLY MEETS STANDARDS) (2)Performance usually meets all the minimal established requirements for the job. The employee’s performance occasionally mayrequire improvement.UNSATISFACTORY (SUBSTANTIALLY SHORT OF STANDARDS) (1)Performance is considered below established requirements for the job. The employee needs to improve performance significantly toreach satisfactory performance and requires daily close supervision and/or additional training to bring performance within ac The care and accuracy with which this appraisal is completed will determine its value to you, to the employee, and to the organization. Page 13 (c) Drs. Agustinus Agus Purwanto, MM
  14. 14. SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)OVERALL COMMUNICATION SKILLS(Consider written, verbal, and listening skills)Demonstrates proficiency at expressing ideas and listening, asking for and providing productive feedback, and has a positive,effective communication style.Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS:POSITION PERFORMANCEWorks individually and with others to effectively carry out responsibilities and assignments of the position. Accepts andaccomplishes special projects in a timely manner. Professionally knowledgeable and competent.Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS:ECONOMIC OUTCOME AND/OR OPERATING PERFORMANCEGenerates ideas, selects strategies/alternatives, effectively uses controllable resources. Makes timely decisions. Influencesquality/quantity results or makes other contributions to the economic or operative effectiveness of the Unit.Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: Page 14 (c) Drs. Agustinus Agus Purwanto, MM
  15. 15. SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)SUPERVISION/ADMINISTRATIVE PERFORMANCEStructures and monitors unit or individual activities. Plans, set goals, organizes, reviews, controls, communicates, and coordinatesthe performance of others using resources productively. Delegates tasks appropriately.Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS:LEADERSHIPCreates and communicates a clear vision. Uses personal/professional insight and competencies to communicate with and inspireothers, guiding effective performance. Builds a high performing work environment as evidenced by successful operations.Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS:ORGANIZATIONAL PERFORMANCEUnderstands organizational processes; how work groups/individuals function to achieve results. Sensitive to how decisions andchange influence performance. Encourages problem-solving/teamwork in interdependent settings.Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS:ADAPTABILITYAnticipates and recognizes problems/opportunities early. Creative and resourceful. Handles ambiguous circumstances and changesto Universitys advantage. Profits from experience. Applies learning to the future.Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: Page 15 (c) Drs. Agustinus Agus Purwanto, MM
  16. 16. SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)CONFLICT RESOLUTIONResolves conflicts directly and completely. Discusses issues with appropriate partys) with courtesy and tact.Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS:DISSEMINATION OF INFORMATIONIncludes appropriate personnel on decisions or changes. Informs appropriate personnel on a timely basis. Accurate judge of whoneeds to know what.Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: OTHER (IDENTIFY)Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: OTHER (IDENTIFY)Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00 COMMENTS: Page 16 (c) Drs. Agustinus Agus Purwanto, MM
  17. 17. SECTION B: CONCLUSION THIS SECTION SHOULD BE COMPLETED WITH THE EMPLOYEE AT THE CONCLUSION OF THE APPRAISAL.COMPLETED MANDATORY TRAININGHas employee completed mandatory training? (E.G. Sexual Harassment Awareness & Prevention Training, Code ofConduct & Ethics Training, Compliance Training, Safety-Sensitive training, Other (please specify).Yes NoNote: Failure to comply with Mandatory training requirements will be noted on this performance appraisal, andtentative fiscal merit salary increases will be withheld until all required training has been completed.COMMENTSWhat plans have you and the employee developed to build on present strengths?What plans have you and the employee established to work on areas requiring improvement?Describe any specific goals or special projects this employee is assigned during the next four quarters. Specify details andmilestones.After you have reviewed this appraisal and discussed it with your supervisor/manager, please state briefly your comments regardingthis evaluation. If you have no comments, please indicate “none.” Page 17 (c) Drs. Agustinus Agus Purwanto, MM
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  19. 19. EMPLOYEE COMMENTS Employees Signature: Date: Evaluated By: Uwe Gundlach Print Name Signature Reviewed By: Uwe Ackremann(Next Level Supervisor) Print Name Signature PERFORMANCE RATING CALCULATION Gray-shaded areas contain formulas and are protected against entry.CORE PERFORMANCE CATEGORIES: PERFORMANCE RATINGOVERALL COMMUNICATION SKILLS 0.00POSITION PERFORMANCE 0.00ECONOMIC/OPERATING PERFORMANCE 0.00SUPERVISION/ADMINISTRATIVE PERFORMANCE 0.00LEADERSHIP 0.00ORGANIZATIONAL PERFORMANCE 0.00ADAPTABILITY 0.00CONFLICT RESOLUTION 0.00DISSEMINATION OF INFORMATION 0.00OPTIONAL CATEGORIES:OTHER 0.00OTHER 0.00 NUMBER OF CATEGORIES: TOTAL: 0.00 0.00 (Field automatically counts categories entered) 0.00 OVERALL PERFORMANCE RATING: EXTENSION INFORMATION Reason: 30 days 60 days 90 days Page 19 (c) Drs. Agustinus Agus Purwanto, MM
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  27. 27. BALI HOSPITALITY PROFESSIONAL SERVICES2009 ANNUAL SALARY REVIEW - FINANCIAL IMPACT ANALYSISDEPARTMENT: ROOM DIVISIONSALARY STRUCTURE : HOUSE KEEPINGCURRENCY : US DollarsEFFECTIVE DATE : 1-Jan-09CUT-OFF DATE : 1-Jan-09 DATE SCHEDULE PRINTED 19-Mar-09 : 2008 Rating Prior Salary 2009 Salary Range Range Merit Merit Merit Prom Other Pro Total Salary 2009 New Range Name Position Gr Salary Score Rev Date (d-mm-yr) Min Mid Max Pen. % PR CC Total Incr Incr Incr Ratn Incr Incr Amt Salary Pen. % Assistant Housekeeper 2 3000 1-Jan-07 1,920 3,437 4,956 Floor Supervisor 4 1920 1-Jan-07 1,056 1,364 3,534 Laundry Manager 2 1800 1-Jan-07 1,920 3,437 4,956 Housekeeping Secretary 6 1584 1-Jan-07 960 1,356 1,752 Floor Suppervior 4 1440 1-Jan-07 1,056 1,364 3,534SUMMARY : 2007 Salaries Total : 9,744 Overall % - Increase : 0.00% Increase : $- 1997 Total : 0Exch rate to US$ : VND 16,000 US$ : 0.61 US$ : 0.00 US$ : 0.00APPROVALS :Human Resources, Hotel Finance, Hotel General Manager Date President Director
  28. 28. BALI HOSPITALITY PROFESSIONAL SERVICES 2009 SALARY ADJUSTMENT WORKSHEETNAME : Hồ Tấn Dũng DEPARTMENT : ROOM DIVISIONTITLE : Mason STRUCTURE : HOUSE KEEPINGGRADE : 8 EFFECTIVE DATE : 1-Jan-09CURR RANGE PENETRN : 161% PRIOR REV. DATE : 30-Dec-99PERFORMANCE RATING : PR CC X XMERIT INCREASE : 0.00% X 12.0 /12 X 1200 = 0 Mths since 2009 Salary Merit Increase last increasePROMOTIONAL INCREASE : 0.00% X 1,200 = 0 2009 Salary Promotional IncrOTHER INCREASE : *** SEE BELOW 0.00% X 1,200 = 0 2009 Salary Other IncreaseNEW BASE SALARY : 2008 Salary 1,200 + Merit Incr 0 + Promotional Incr 0 + Other Incr 0 2008 Base Salary 1,200 Total % Incr 0.00% Range Penetration 161% Monthly Salary 100NEXT MERIT REVIEW DUE : 1-Jan-09PRORATA INCREASE DUE AT THAT TIME : 0.00 /12 MonthsAPPROVALS:Executive Housekeeper Date Human Resources Date Finance Date General Manager Date***Reason for OTHER INCREASE : 3rd Level Approval : Date

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