Attitude - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Attitude:
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:
Attitude, Accountability, Integrity, Punctuality, Change Management, Safety, Responsible, Conflict Management

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. Attitude:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Visibly supports and encourages diversity in style and background. Contributes to a positive work environment. Contributes to a positive and fun work environment. Works to eliminate unnecessary work or barriers that get in others' way.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Commits to leading the initiatives to solving critical issues. Holds employees responsible if expectations are not met. Always starts work on time. Willing to answer for their own actions and performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates honesty and truthfulness at all times. Maintains strong relationships with others. Does what was promised. Follows tasks to completion.
Comments, Compliments, and/or Constructive Criticism:


  1. Punctuality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Starts the workday when scheduled. Arrives to meetings on time. Responds to requests for information in a timely manner. Avoids making personal phone calls during working hours.
Comments, Compliments, and/or Constructive Criticism:


  1. Change Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops plans for following through on the changes. Effective in dealing with ambiguous and challenging situations. Effective in implementing new organizational vision and values. Is an inspiration for others to accept the recent changes.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Participates in safety training when available. Points out behaviors in others that may be unsafe. Mitigates hazards and safety issues that arise. Is aware of OSHA safety guidelines.
Comments, Compliments, and/or Constructive Criticism:


  1. Responsible:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets a good example Acts as a resource without removing individual responsibility. ...takes personal responsibility for results. Holds herself / himself accountable to goals / objectives
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks to remove misperceptions that may contribute toward conflict. Seeks to maintain positive relationships with coworkers. Promotes openness and urges individuals to explore various options for resolving the conflict. Clearly expresses expectations to others.
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?