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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.
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  1. Analytical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Looks for trends in the data. Identifies the part of the business value chain that is affected by a particular decision or action, diagnoses the situation, and prioritize what needs to be done and who needs to be involved. Actively seeks constructive feedback from others. Is well-versed in fundamental research concepts.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Can be counted on to do their role well. Takes full responsibility for results. Defines roles, rights, and responsibilities of employees. Provides clear reasons for underperformance.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Does what was promised. Fosters an environment built upon trust. Establishes relationships of trust, honesty, fairness, and integrity. Accepts responsibility for mistakes.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Shares past experiences with others as learning opportunities. Seeks feedback to enhance performance. Accepts the views of others. Actively seeks feedback from others.
Comments, Compliments, and/or Constructive Criticism:


  1. Juggling Multiple Responsibilities:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assesses current capabilities before committing to new requests from customers. Spends the most time and effort on critical tasks first. Uses a scheduler/planner to keep tasks organized and on time. Completes multiple tasks simultaneously.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Risk:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Evaluates risks in terms of their consequences and likelihood of occurrence. Gathers information regarding potential risks. Takes steps to minimize the impact/damage of the risk events. Seeks to reduce uncertainty (risks) in the supply chain.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is aware of OSHA safety guidelines. Develops a culture of safety. Points out behaviors in others that may be unsafe. Ensures that all supervisors are aware of regulatory and compliance measures.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is a role model for others demonstrating the importance of interpersonal skills. Able to work with individuals at all levels of the Company. Uses tact, compassion, and sensitivity in interactions with others. Is a highly respected individual in the company.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages independent, original thinking and creative problem-solving. Expresses confidence in the abilities of others. Recognizes the accomplishments of employees when they complete important assignments. Willing to share in the decision making process.
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. Develops strategies to effectively use company resources and exploit potential opportunities. Makes strategic decisions to optimize the returns on capital investments. Develops high-level strategic planning models to identify opportunities to improve the company.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Attends [Company] gatherings and social events. Follows existing procedures and processes. Understands how decisions impact other business units beyond their immediate department of work group. Understands the use of [Company] products and services.
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?