Action - Performance Management Assessment Sample #11





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, Creativity, Self-Management, Management, Performance, Time Management, Managing Risk, Developing Others, Teamwork, Organizational Fluency

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?





Part 2: Job Competencies


Action

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Fixes problems when they occur. Is the first to volunteer for assignments. Avoids "Analysis Paralysis" through action.

Creativity

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Creates a lot of new ideas. Adds value to the department/organization. Is creative.

Self Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Does not allow own emotions to interfere with the performance of others. Is aware of personal impact on others and adjusts behavior to create a positive leadership presence. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.

Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Takes responsibility for things that go wrong Keep staff informed about what is happening in the company Is ready to offer help

Performance

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Listens and responds to issues and problems Effective in performing his/her job. Has great overall performance

Part 3: Core Values

Time Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Sets a good balance between work and family life. Consistently meets the project schedule. Uses automation when possible to save time.

Managing Risk

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Determines if the level of risk is tolerable. Works effectively to transfers risk. Monitors risk events and notifies appropriate stakeholders.

Developing Others

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Assigns tasks and responsibilities to develop skills of others. Recognizes and celebrates accomplishments of others. Encourages employees through recognition of positive changes in behavior.

Teamwork

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Actively participates as a team member Treats other team members with respect. Is committed to the success of the team.

Organizational Fluency

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Understands the current organizational culture. Gets things done through the department. Is aware of other organizational cultures to compare/contrast with the current organizational culture.

Part 4: 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?