Achievement - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Achievement:
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:
Achievement, Performance, Clarity, Client Focus, Co-worker Development, Company, Fiscal Management, Self-Management, Leadership, Persuasion and Influence

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.

Achievement

Takes calculated risks. Accepts setbacks and challenges as improvement opportunities Makes a plan for getting things done and drives execution of the strategic plan, actively supporting or leading initiatives to closure. Takes calculated risks to achieve significant rewards.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Performance

Listens and responds to issues and problems ...Produce Quality Able to organize work. Effective in performing his/her job.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Clarity

Uses appropriate grammar and tense in communications. Avoids stating unclear or conflicting goals. Seeks to reduce ambiguity in messaging and documents. Clarifies problems and their causes to help employees correct them.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Client Focus

Fulfills commitments made to clients. Follows up with any unanswered questions from the client. Puts client's needs first. Prioritizes the needs and preferences of the client.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Adapts coaching and mentoring approach to meet the style or needs of individuals Provides ongoing feedback to co-workers on their development progress Works to identify root causes of performance problems Sets and clearly communicates expectations, performance goals, and measurements to others
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Company

Understands the use of [Company] products and services. Understands the "basics" as to how [Company] functions/operates. Expresses loyalty and dedication to [Company] in interactions with others. Attends [Company] gatherings and social events.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Fiscal Management

Effective in using Company's resources. Monitors expenses and verifies the need for items purchased. Keeps excellent records for financial transparency. Monitors spending.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Self Management

Consciously controls own negative emotions in order to keep team morale up. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Analyzes interpersonal problems instead of reacting to them. Does not allow own emotions to interfere with the performance of others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Leadership

Provides resources to enable individuals to develop professionally. Acts decisively in implementing decisions. Highly effective supervisor. Able to organize the work of others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Persuasion and Influence

Has excellent influencing/negotiating skills. Attempts to persuade others rather than simply control them. Understanding what others need. Communicates effectively with others.
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.