Accountability - Performance Management Assessment Sample #6





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 your employee's performance and to share this feedback with the employee
  2. Assist in determining the true development needs of your 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.

Manager's Assessment

As a manager, your insights are essential to capture the accomplishments and performance of your team members during the review period. Please provide brief answers to the questions below. The information you provide will be included in the employee's Performance Appraisal.

If you need to submit additional printed sheets, ensure they are signed, dated, and handed over to your Department Head. Additionally, if you believe another individual should contribute to this review, please provide their name and contact details.


Competencies Included:
Accountability, Passion to Learn, Establishing Focus/Direction, Persuasion and Influence, Innovation, Achievement, Interpersonal Skills, Co-worker Development, Strategic Insight, Planning

Part 1: Skills and Accomplishments


  1. Please provide a comprehensive list of this employee's significant accomplishments and any special projects they contributed to during this evaluation period. This information will help us recognize their efforts and understand the impact to the organization.



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



  3. What do you consider this employee's greatest strengths in your current job?



  4. Which areas of their performance at the company do you feel they need to improveme?


Part 2: Job Competencies

Rating Scale:

Exceeds ExpectationsPerformance consistently surpasses job requirements. Both the quality of their work and the manner in which they achieved it far exceeded the standards and expectations for the position. They demonstrated exceptional competence and productivity. This high level of performance is evident throughout the year and across all critical aspects of their 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.

  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Exhibits a sense of ownership of outcomes and results. Does not make excuses for being late for work. Makes sure the supervisor is always informed of any important events. Provides clear reasons for underperformance.
Comments, Compliments, and/or Constructive Criticism:


  1. Passion To Learn:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Enhances value to the company through additional training and development. Constantly enhances product knowledge through experimentation and play. Is open to feedback from others. Creates an environment that supports personal development and exploration.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure that employees understand how their work relates to organizational goals. Maintains focus when handling several problems or tasks simultaneously. Maintains self-control when personally criticized. Functions well under stress, deadlines, and/or significant workloads.
Comments, Compliments, and/or Constructive Criticism:


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Has excellent influencing/negotiating skills. Attempts to persuade others rather than simply control them. Ensures stakeholders are involved in the decision making process. Understanding what others need.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Implements best practices within the department. Challenges current procedures to develop other alternatives. Suggests new ideas at meetings. Creates a safe environment for idea-sharing.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes immediate action of projects that fall behind schedule. Systematically works to improve the organization Set high standards in their performance Is results oriented.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Appreciates the extra efforts made by coworkers. Respects other members of the team/department. Communicates initiatives in a clear and actionable manner to employees. Is honest about making mistakes and willing to fix them.
Comments, Compliments, and/or Constructive Criticism:


  1. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works to identify root causes of performance problems Sets and clearly communicates expectations, performance goals, and measurements to others Takes immediate action on poor performance Provides ongoing feedback to co-workers on their development progress
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Insight:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Converses with customers and clients to get a better insight into their personal needs. Creates values statement to ensure all employees are working under the same guiding principles. Attends industry conferences to gain further insight into how other companies deal with similar issues. Creates strategies that significantly benefit the Company.
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Anticipates the impacts of strategic plans. Has plans to handle unexpected events. Makes strategic and tactical decisions to guide the logistics process. Closely follows the plan established for the department.
Comments, Compliments, and/or Constructive Criticism:



Part 3: Employee's Individual Development Plan

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


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


Skill Acquisition
What new skills should the employee plan to acquire within the next evaluation period?