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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.
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  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes ownership of problems to find the best solutions. Can be counted on to do what they say they are going to do. Does not make excuses for being late for work. Demonstrates a commitment to taking responsibility for actions.
Comments, Compliments, and/or Constructive Criticism:


  1. Passion To Learn:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes initiative for own learning and development. Is open minded and curious about learning new skills. Enjoys learning new skills and techniques. Takes advantage of training opportunities when they arise.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Functions well under stress, deadlines, and/or significant workloads. Stays focused even when under pressure and stress. Makes sure that employees understand and identify with the team's mission. Aligns the department's goals with the goals of the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops a good rapport with others. Persuades others to consider alternative points of view. Ensures stakeholders are involved in the decision making process. Has excellent influencing/negotiating skills.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates new ways of doing routine tasks. Facilitates acceptance of new ideas. Keeps an open mind towards innovative concepts ensuring managers are continuously exploring potential growth avenues. Develops several approaches or solutions to a problem.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates a sense of urgency to quickly and accurately solve problems and issues. Sets performance metrics to measure achievement or attainment of goals. Sets challenging goals for the department. Is results oriented.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Respects other members of the team/department. Attends to both the content and the context of what was being said. Values the input from coworkers. Offers constructive criticism to have a positive impact on performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets and clearly communicates expectations, performance goals, and measurements to others Adapts coaching and mentoring approach to meet the style or needs of individuals 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
Understands the Company's strengths and weaknesses and uses this information to create optimal solutions to problems. Analyzes unique issues or problems impacting the Company. Understands how to strategically grow the business and increase customers. Develops a strategic vision for the future.
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops effective plans to deal with unforeseen circumstances. Anticipates potential challenges, develops plan to overcome them and then carries out the plan. Ensures staff have the supplies and resources necessary to enact the plan. Open to input from others into the plan for development of the strategic plan.
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?