Administrative Skill - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Administrative Skill:
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:
Administrative Skill, Establishing Focus/Direction, Adaptability, Management, Quality, Problem Solving, Commitment To Result, Interpersonal Skills, Conflict Management, Recognition

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.

  1. Administrative Skill:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Strong organizational skills to keep the workspace and department in order Enthusiastic about taking on challenging projects. Takes responsibility for decisions. Accurately implements contract provisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Excellent at managing time. Makes sure that employees understand how their work relates to organizational goals. Sets appropriate goals for employees. Makes sure that employees understand and identify with the team's mission.
Comments, Compliments, and/or Constructive Criticism:


  1. Adaptability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Handles changes easily. Adjusts plans to meet the needs of new constraints. Will stop what they are doing to help colleagues in need. Performs a wide range of tasks, responds to changes in direction and priorities and accepts new challenges, responsibilities, and assignments.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Delegate tasks effectively Takes responsibility for things that go wrong Keep staff informed about what is happening in the company Is ready to offer help
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates quality improvement programs and processes. Maintains detailed instructions to ensure consistency and quality in the production line. Identifies appropriate sources of quality standards. Leads the department in quality improvement initiatives.
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Finds creative ways to get things done with limited resources. Skilled at quickly diagnosing issues, identifying root causes, and developing and implementing effective solutions in the workplace. Effective in solving problems. Is a good problem solver and decision maker
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Willing to do whatever it takes-not afraid to have to put in extra effort. Encourages commitment in others to obtain results. Coordinates all department activities into a cohesive team effort. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Offers constructive criticism to have a positive impact on performance. Attends to both the content and the context of what was being said. A good listener who is attentive to others. Works diligently to assist customers in finding the right products.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Acknowledges each party's intrinsic needs. Settles disputes resulting in a win-win for both parties. Identifies strategies to prevent the recurrence of issues. Attempts to accommodate vital interests of those who felt alienated or suffered injustice.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Lets employees know when they have done well Readily shares credit and gives others opportunity for visibility. Reinforces and rewards employees for accomplishing necessary goals. Compliments other people when they do good work
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?