13418441 Hotel Salary Riew Form

(c) Drs. Agustinus Agus Purwanto, MM

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).

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)

GOOD (FULLY MEETS STANDARDS) (3)

ACCEPTABLE (USUALLY MEETS STANDARDS) (2)

UNSATISFACTORY (SUBSTANTIALLY SHORT OF STANDARDS) (1)

The care and accuracy with which this appraisal is completed willdetermine its value to you, to the employee, and to the organization.

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

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.

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.

Performance usually meets all the minimal established requirements for the job. The employee’s performance occasionally may require improvement.

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

EMPLOYEE PERFORMANCE APPRAISAL - NON-EXEMPT


OVERALL COMMUNICATION SKILLS (Consider written, verbal, and listening skills)

Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00

COMMENTS:

DEPENDABILITY

Fulfills responsibilities, instills full confidence, works well without continual supervision.


COMMENTS:

RELIABILITY

Consistent attendance, punctually arrives and leaves work, meetings and appointments.


COMMENTS:

ATTITUDE/COOPERATION/ADAPTABILITY


COMMENTS:

Demonstrates proficiency at expressing ideas and listening, asking for and providing productive feedback, and has a positive, effective communication style.

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

SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)


JUDGMENT


COMMENTS:

KNOWLEDGE

Demonstrates skills and an understanding of the position, policies, and procedures required in present job.


COMMENTS:

QUALITY

Works with attention to detail and absence of error.


COMMENTS:

QUANTITY/APPLICATION

The amount of work an individual accomplishes. Consistently applies ability and completes work in given timeframe.


COMMENTS:

Demonstrates ability to make sensible and appropriate decisions. Demonstrates discretion/professionalism in unusual situations. Ability to make solid decisions.



PROBLEM SOLVING

Identifies problems and determines their causes, assesses alternatives, makes recommendations/decisions.


COMMENTS:

INITIATIVE

A self-starter who contributes and/or carries out new ideas or methods.


COMMENTS:

PLANNING

Develops and utilizes methods and work organization to efficiently complete overall workload.


COMMENTS:


COMMENTS:

OTHER (IDENTIFY)

SECTION B: FACTORS AFFECTING JOB PERFORMANCE (OPTIONAL PERFORMANCE CATEGORIES)


THIS SECTION SHOULD BE COMPLETED WITH THE EMPLOYEE AT THE CONCLUSION OF THE APPRAISAL.

COMPLETED MANDATORY TRAINING

Yes No

COMMENTS

PLANS, GOALS, AND OTHER COMMENTS

Include any plans to further develop the employee's strengths, or any areas to develop requiring improvement.

EMPLOYEE COMMENTS

Employee’s Signature: Date:

Evaluated By: Alex Khoo

Print Name Signature

Reviewed By: Uwe Gundlach

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).

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.

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.)

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.”

SECTION C: CONCLUSION


(Next Level Supervisor) Print Name Signature

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:

PERFORMANCE RATING CALCULATION

30 days 60 days 90 days


DATE:

CENTER/DEPT:

PAY #: REVIEW PERIOD (Month/Year):

From: To:

EMPLOYEE: ###

JOB TITLE: OVERALL RATING:

ANNUAL ORIENTATION SPECIAL

INSTRUCTIONS:

1. Complete all sections (A and B).

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)

GOOD (FULLY MEETS STANDARDS) (3)

ACCEPTABLE (USUALLY MEETS STANDARDS) (2)

UNSATISFACTORY (SUBSTANTIALLY SHORT OF STANDARDS) (1)

The care and accuracy with which this appraisal is completed will

determine its value to you, to the employee, and to the organization.

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 nine core performance categories. All exempt employees must be rated in each of these areas and given specific feedback on performance. There are also two optional performance categories that may be relevant, depending on the exempt positio

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.

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.

Performance usually meets all the minimal established requirements for the job. The employee’s performance occasionally may require improvement.

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

EMPLOYEE PERFORMANCE APPRAISAL - EXEMPT MANAGERIAL (Supervisory Level and Above)


OVERALL COMMUNICATION SKILLS

(Consider written, verbal, and listening skills)


COMMENTS:

POSITION PERFORMANCE


COMMENTS:

ECONOMIC OUTCOME AND/OR OPERATING PERFORMANCE


COMMENTS:

Demonstrates proficiency at expressing ideas and listening, asking for and providing productive feedback, and has a positive, effective communication style.

Works individually and with others to effectively carry out responsibilities and assignments of the position. Accepts and accomplishes special projects in a timely manner. Professionally knowledgeable and competent.

Generates ideas, selects strategies/alternatives, effectively uses controllable resources. Makes timely decisions. Influences quality/quantity results or makes other contributions to the economic or operative effectiveness of the Unit.



SUPERVISION/ADMINISTRATIVE PERFORMANCE


COMMENTS:

LEADERSHIP


COMMENTS:

ORGANIZATIONAL PERFORMANCE


COMMENTS:

ADAPTABILITY


COMMENTS:

Structures and monitors unit or individual activities. Plans, set goals, organizes, reviews, controls, communicates, and coordinates the performance of others using resources productively. Delegates tasks appropriately.

Creates and communicates a clear vision. Uses personal/professional insight and competencies to communicate with and inspire others, guiding effective performance. Builds a high performing work environment as evidenced by successful operations.

Understands organizational processes; how work groups/individuals function to achieve results. Sensitive to how decisions and change influence performance. Encourages problem-solving/teamwork in interdependent settings.

Anticipates and recognizes problems/opportunities early. Creative and resourceful. Handles ambiguous circumstances and changes to University's advantage. Profits from experience. Applies learning to the future.



CONFLICT RESOLUTION

Resolves conflicts directly and completely. Discusses issues with appropriate party's) with courtesy and tact.


COMMENTS:

DISSEMINATION OF INFORMATION


COMMENTS:

OTHER (IDENTIFY)


COMMENTS:

OTHER (IDENTIFY)


COMMENTS:

Includes appropriate personnel on decisions or changes. Informs appropriate personnel on a timely basis. Accurate judge of who needs to know what.



THIS SECTION SHOULD BE COMPLETED WITH THE EMPLOYEE AT THE CONCLUSION OF THE APPRAISAL.

COMPLETED MANDATORY TRAINING

Yes No

COMMENTS

What 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?

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).

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.

Describe any specific goals or special projects this employee is assigned during the next four quarters. Specify details and milestones.

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.”

SECTION B: CONCLUSION


EMPLOYEE COMMENTS

Employee's Signature: Date:

Evaluated By: Uwe Gundlach

Print Name Signature

Reviewed By: Uwe Ackremann (Next Level Supervisor) Print Name Signature

Gray-shaded areas contain formulas and are protected against entry.

CORE PERFORMANCE CATEGORIES: PERFORMANCE RATING

OVERALL COMMUNICATION SKILLS 0.00

POSITION PERFORMANCE 0.00

ECONOMIC/OPERATING PERFORMANCE 0.00

SUPERVISION/ADMINISTRATIVE PERFORMANCE 0.00

LEADERSHIP 0.00

ORGANIZATIONAL PERFORMANCE 0.00

ADAPTABILITY 0.00

CONFLICT RESOLUTION 0.00

DISSEMINATION OF INFORMATION 0.00

OPTIONAL CATEGORIES:

OTHER 0.00

OTHER 0.00

NUMBER OF CATEGORIES:

TOTAL: 0.00 0.00

(Field automatically counts

categories entered)

OVERALL PERFORMANCE RATING: 0.00

EXTENSION INFORMATION

Reason:

PERFORMANCE RATING CALCULATION

30 days 60 days 90 days

BALI HOSPITALITY PROFESSIONAL SERVICES2009 ANNUAL SALARY REVIEW - FINANCIAL IMPACT ANALYSIS

DEPARTMENT: 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 RangeName Position Gr Salary Score Rev Date (d-mm-yr) Min Mid Max Pen. % PR CC Total Incr Incr Incr Rat'n 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 3,534

SUMMARY : 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$ : 0.00

APPROVALS :

Human Resources, Hotel Finance, Hotel General Manager Date President Director

BALI HOSPITALITY PROFESSIONAL SERVICES2009 SALARY ADJUSTMENT WORKSHEET

NAME : Hồ Tấn Dũng DEPARTMENT : ROOM DIVISION

TITLE : Mason STRUCTURE : HOUSE KEEPING

GRADE : 8 EFFECTIVE DATE : 1-Jan-09

CURR RANGE PENETRN : 161% PRIOR REV. DATE : 30-Dec-99

PERFORMANCE RATING : PR CCX X

MERIT INCREASE :

0.00% X 12.0 /12 X 1200 = 0 Mths since 2009 Salary Merit Increase

last increase

PROMOTIONAL INCREASE : 0.00% X 1,200 = 0 2009 Salary Promotional Incr

OTHER INCREASE : *** SEE BELOW 0.00% X 1,200 = 0 2009 Salary Other Increase

NEW BASE SALARY :2008 Salary 1,200+ Merit Incr 0+ Promotional Incr 0+ Other Incr 02008 Base Salary 1,200 Total % Incr 0.00%Range Penetration 161% Monthly Salary 100

NEXT MERIT REVIEW DUE : 1-Jan-09

PRORATA INCREASE DUE AT THAT TIME : 0.00 /12 Months

APPROVALS:

Executive Housekeeper Date Human Resources Date

Finance Date General Manager Date

***Reason for OTHER INCREASE :

3rd Level Approval :Date

13418441 Hotel Salary Riew Form

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