Attitude - Performance Management Assessment Sample #9





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 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:
Attitude, Accountability, Integrity, Feedback, Emotional Intelligence, Project Management, Innovation, Technical, Developing Others, Vision

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?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

Part 2: Job Competencies

Rating Scale:

Exceeds ExpectationsPerformance consistently surpasses job requirements. Both the quality of your work and the manner in which you achieve it far exceed the standards and expectations for your position. You demonstrate exceptional competence and productivity. This high level of performance is evident throughout the year and across all critical aspects of your 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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.

Attitude

Works to eliminate unnecessary work or barriers that get in others' way. Builds open and trusting relationships. Treats all people fairly and with respect. Contributes to a positive work environment.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Accountability

Defines roles, rights, and responsibilities of employees. Works to achieve established goals. Accepts personal responsibility for not meeting expectations. Accepts personal responsibility for producing high quality and timely work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Integrity

Demonstrates sincerity in actions with others. Establishes relationships of trust, honesty, fairness, and integrity. Fosters a high standard of ethics and integrity. Maintains strong relationships with others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Feedback

Considers other's opinion and suggestions. Open to the suggestions of others. Asks others for their ideas and opinions. Actively seeks feedback from others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Is attentive to emotional cues and interprets others' feelings correctly. Is able to manage their own emotions. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Understands the budget constraints for the project. Keeps stakeholders informed of progress on the project. Prepares contingency plans to avoid supply chain disruptions. Creates a vision for execution of the project to ensure coordination across all teams.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Innovation

Suggests new ideas at meetings. Implements best practices within the department. Searches for opportunities and innovative ways to improve the organization. Challenges current procedures to develop other alternatives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technical

Willingly shares information and expertise; sought out as resource by others Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Seeks information from others as needed. Knows how to produce high quality products/work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Developing Others

Creates a work environment that fosters positive feedback to employees. Assesses employees' developmental needs. Recognizes and celebrates accomplishments of others. Creates opportunities for professional development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Committed to turning the strategic vision into reality by meticulously planning, coordinating, and overseeing the implementation of an action plan. Turns the department's vision into defined objectives and a strategic framework. Is a positive influence on employees, encouraging them to take the initiative and be proactive in their roles. Able to convert the current department vision into strategic objectives/plan.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Part 3: 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?