Accountability - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Accountability:
Assessment 1 (5-point scale; IDP Comments)
Assessment 2 (3-point scale with Comments)
Assessment 3 (Manager Assessment; 360-Feedback)
Assessment 4 (3-point scale; Rating Limits)
Assessment 5 (3-point scale; Rating Limits)
Assessment 6 (5-point scale with Comments)
Assessment 7 (Comment Boxes Only; IDP)
Assessment 8 (Comment Boxes Only)
Assessment 9 (3-point scale with Letter Grade)
Assessment 10 (360-Feedback; Bonus/Merit Pay)
Assessment 11 (Core Values & Job Competencies)
Assessment 12 (4-point scale; 6 Comment Boxes)
Instructions:


This performance appraisal program is designed to provide a standardized method to:
  1. Provide an objective evaluation of an employee's performance and to share this feedback with the employee
  2. Assist in determining the true development needs of the employee and actions that should be taken to improve their job performance.
  3. This form is intended to ensure fair and equitable salary management. Please note that this review is one of several factors considered in salary decisions.

Employee Input

Please provide brief answers to the questions below. Your feedback is vital to us. We aim to capture all your achievements during the performance review period. The details you enter will be part of your Performance Appraisal. If you need to include any additional printed sheets, please sign, date, and submit them to your Department Head. Additionally, if someone else should contribute to this review, kindly provide their name and contact details.


Competencies Included:
Accountability, Continual Improvement, Attitude, Project Management, Technical, Trustworthy, Negotiation, Business Acumen, Vision

Part 1: Skills and Accomplishments




  1. Please provide a comprehensive list of your significant accomplishments and any special projects you contributed to during this evaluation period. Be sure to include:
    • The objectives and goals of each project.
    • Your specific role and contributions.
    • The outcomes or results achieved.
    • Any challenges you faced and how you overcame them.
    • The skills and knowledge you applied or developed.
    This information will help us recognize your efforts and understand the impact of your work.



  2. Please detail any professional development activities you have engaged in, such as
    college courses, additional training, seminars, and trade magazine readings.



  3. What do you think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


Part 2: Job Competencies

Rating Scale:

Exceeds ExpectationsPerformance consistently surpasses job requirements. Both the quality of your work and the manner in which you achieve it far exceed the standards and expectations for your position. You demonstrate exceptional competence and productivity. This high level of performance is evident throughout the year and across all critical aspects of your role.
SatisfactoryThe employee consistently shows satisfactory performance and effectively completes assigned tasks. They are fully competent in their role and perform their duties adequately. However, they may require some direction or supervision.
UnsatisfactoryThe employee consistently falls short of the performance standards expected for this role in nearly all key areas. The quality and manner of their work are below company standards and deemed unacceptable. Without significant and immediate improvement, this rating should prompt the employee to reflect on the suitability of their continued employment.

Accountability

Takes responsibility for results. Encourages employees to take on greater responsibilities. Works to achieve established goals. Defines roles, rights, and responsibilities of employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Looks for ways to improve work processes and procedures. Looks for ways to expand current job responsibilities. Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Encourages an employee culture of continuous improvement to seek out better ways of doing things.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Attitude

Works to eliminate unnecessary work or barriers that get in others' way. Contributes to a positive and fun work environment. Shows by their actions that they trust in the positive intentions of others. Is gracious and professional in their interactions with others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Defines the project scope, goals, and resources. Works with customers and clients to assess their needs and define project parameters. Estimates the time needed for each phase of the project. Regularly measures and records progress of the project.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technical

Willingly shares information and expertise; sought out as resource by others Demonstrates mastery of the technical competencies required in his/her work. Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Trustworthy

Delivers on promises made. Takes care to maintain confidential information. Seeks to mitigate grievances by clarifying intentions and finding suitable remedies. Is a person you can trust.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Able to distinguish and navigate between different negotiation strategies and styles. Ensures a thorough understanding of key issues and priorities. Stays composed and counters aggressive negotiation tactics by reframing unreasonable proposals or actions. Establishes a strong, cooperative atmosphere; defines expectations; and presents a well-structured agenda aligned with key priorities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Business Acumen

Incorporates innovative approaches and being adaptable to change. Understands consumer behaviors and how they may change in the future. Describes and summarizes data. Understands the costs, profits, markets, and added value of issues.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Crafts strategic plans that embody the organization's shared vision. Envisions and articulates a clear path for the department's accelerated growth over the next year. Plans a roadmap for the department's growth and expansion. Detects problems and creates solutions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Part 3: Your Individual Development Plan

Short-term Goals
What goals do you wish to accomplish in the next year?


Long-term Goals
What goals do you wish to accomplish within the next 2 to 3 years?


Skill Acquisition
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.