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Action - Performance Management Assessment Sample #9





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 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:
Action, Communication Skills, Flexibility, Emotional Intelligence, Persuasion and Influence, Performance, Goals, Technology Use/Management, Partnering/Networking, Teamwork

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 consider your greatest strengths in your current job?



  4. Which areas of your performance at the company do you feel need improvement?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.
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Action

Is the first to volunteer for assignments. Uses strategies to stay ahead of potential challenges at work. Takes proactive steps to address potential issues before they became a problem. Takes action to respond to dissatisfied customer.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Transforms complicated ideas into simple ones. Keeps an open-door policy to provide support and guidance. Delivers influential presentations. Conveys ideas confidently and succinctly.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Flexibility

Builds a more engaged and cohesive team willing to pivot and support each other through transitions and changes. Possesses a high degree of flexibility to meet the challenges posed by unforeseen circumstances. Fosters an inclusive learning environment where everyone feels supported, ultimately leading to stronger team cohesion and increased productivity. Is open to change and new ways of doing things.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Is attentive to emotional cues and interprets others' feelings correctly. Able to understand others' points of view. Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Is able to manage their own emotions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Persuasion and Influence

Able to express own goals and needs. Communicates effectively with others. Has excellent influencing/negotiating skills. Ensures stakeholders are involved in the decision making process.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Performance

Effectively organizes resources and plans Listens and responds to issues and problems Has great overall performance Works well in this position.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Goals

Conducts timely follow-up; keeps others informed on a need to know basis. Achieves goals. Makes sure that I have a clear idea of our group's goals. Makes sure that team members have a clear idea of our group's goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Supports technical training and development of employees. Proficient in the use of technical systems and processes. Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Applies complex rules and regulations to maintain optimal system performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Partnering/Networking

Builds alliances between departments and teams. Develops networks with other companies to reduce costs and improve services. Provides expertise that may be lacking in other partners or other parts of the network. Defines a partnering strategy for identifying and selecting a partner.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Gives constructive advice to other team members. Shares resources and information with the team. Encourages open communication Recognizes and respects the contributions and needs of each individual.
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
What new skills do you plan to acquire within the next evaluation period?