Analytical - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Analytical:
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:
Analytical, Accountability, Integrity, Feedback, Juggling Multiple Responsibilities, Managing Risk, Safety, Interpersonal Skills, Empowering Others, Strategic Focus, Company

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. Analytical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies problems and issues needing resolution. Analyzes issues and reduces them to their component parts. Asks the "right" questions to size up or evaluate situations. Implements data validation techniques and methods.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops goals and establishes objective measures of success. Takes responsibility for errors and actively works to correct them. Holds employees responsible if expectations are not met. Takes responsibility for results.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Does what was promised. Demonstrates honesty and truthfulness at all times. Follows tasks to completion. Fosters an environment built upon trust.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Shares past experiences with others as learning opportunities. Considers other's opinion and suggestions. Is visible and approachable. Open to the suggestions of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Juggling Multiple Responsibilities:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Coordinates the work of a team by assigning tasks to other team members. Ranks the importance of tasks to make sure critical tasks are completed first. Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment. Uses a scheduler/planner to keep tasks organized and on time.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Risk:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Provides support to managers involved in the risk management process. Implement strategies to mitigate risks. Adds value to the organization through acceptance of certain risk. Performs regular risk analyses to minimize adverse outcomes.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Participates in safety training when offered. Performs work safely. Encourages others to work safely. Keeps accurate safety records.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assists those in the department who need help in meeting performance metrics. Considers the other individual's point of view. Strives to lead by example to demonstrate the value of interpersonal relationships. Demonstrates a high degree of ethics and integrity in the workplace.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Allows subordinates to perform mission critical tasks. Recognizes the contributions that others make to the department. Trusts employees with important responsibilities. Provides support and resources needed to accomplish goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Strategically positions resources to meet the needs of field based employees. Reinforces the strategic messaging in various teams, meetings, seminars and workshops. Evaluates and reviews the implementation of the strategic plan to ensure achievement of the objectives. Strategically positions resources to meet the needs of branch locations.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Follows existing procedures and processes. Understands the use of [Company] products and services. Impresses upon others the important aspects of [Company]. Attends [Company] gatherings and social events.
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?