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Action - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Action:
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:
Action, Passion to Learn, Persuasion and Influence, Performance, Innovation, Achievement, Excellence, Interpersonal Skills, Coaching, 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. Action:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes steps to prepare for the start of the project. Will take action to address a problem rather than to wait to confer with others about the situation. Takes preemptive actions avoid obstacles or delays. Persists in work despite obstacles encountered.
Comments, Compliments, and/or Constructive Criticism:


  1. Passion To Learn:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Constantly enhances product knowledge through experimentation and play. Is committed to enhancing their own knowledge and skills. Is open minded and curious about learning new skills. Takes advantage of training opportunities when they arise.
Comments, Compliments, and/or Constructive Criticism:


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Has excellent influencing/negotiating skills. Able to express own goals and needs. Seeks to obtain consensus or compromise. Communicates effectively with others.
Comments, Compliments, and/or Constructive Criticism:


  1. Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
...Overall Performance Effective in performing his/her job. Works effectively in the department. ...Produce Quality
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Uses innovation to solve urgent specific problems. Optimizes the innovation process by incorporating feedback and lessons learned from previous experiences. Transforms raw ideas into actionable plans with a higher likelihood of successful implementation. Empowers employees to create innovative solutions to problems.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets performance metrics to measure achievement or attainment of goals. Highly motivated to achieve or exceed performance standards. Makes a plan for getting things done and drives execution of the strategic plan, actively supporting or leading initiatives to closure. Sets challenging goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Excellence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes a lot of pride in their work. Demonstrates the analytical skills to do their job. Can be counted on to add value wherever they are involved. Produces high quality work.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Promotes acceptance of diverse viewpoints from team members. Understands the core issues of conversations. Sees values in the diversity of individuals on the team. Is well respected in the department.
Comments, Compliments, and/or Constructive Criticism:


  1. Coaching:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps employees to understand responsibilities, authority, and expectations. Conducts regular performance appraisals and feedback. Addresses employee behavior problems effectively. Provides clear, motivating, and constructive feedback.
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Delegates role to team members to accomplish goals. Anticipates challenges and has plans to overcome them. Ensures staff are held accountable for following the department plan. Reorders the schedule of events to maximize attendance/efficiency.
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?