Attitude - Performance Management Assessment Sample #11





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, Establishing Focus/Direction, Project Management, Technology Use/Management, Collaboration, Client Focus, Coaching, Recognition, Strategic Insight, Organizational Fluency

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?





Part 2: Job Competencies


Attitude

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Builds open and trusting relationships. Visibly supports and encourages diversity in style and background. Treats all people fairly and with respect.

Establishing Focus/Direction

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Makes sure that employees understand how their work relates to organizational goals. Maintains self-control when personally criticized. Maintains focus when handling several problems or tasks simultaneously.

Project Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Identifies potential risks that could pose challenges to the project timeline. Monitors finances to ensure optimal use of project funds. Documents the risk assessments for different parts of the project.

Technology Use/Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Supports technical training and development of employees. Supports employee training and development initiatives regarding implementation of technology. Proficient in the use of technical systems and processes.

Collaboration

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Regularly seeks feedback from employees on how to improve collaboration and acts on their suggestions. Builds consensus among partners. Rewards collaborative efforts of team members.

Part 3: Core Values

Client Focus

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Uses client feedback to help improve products and services. Thoroughly understands the needs of the client. Meets with clients on a regular basis.

Coaching

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Helps employees to understand responsibilities, authority, and expectations. Coaches employees in how to strengthen knowledge and skills to improve work performance. Meets regularly with employees to coach them on areas that will enhance their performance

Recognition

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Recognizes individuals for a specific outstanding achievement. Compliments other people when they do good work Recognizes team members who offer a significant contribution to a project.

Strategic Insight

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Pursues strategic alliances with valued partners. Strategically aligns projects to the goals of the company. Meets with customers to gain insight into their core needs and how best to serve them.

Organizational Fluency

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Adept at navigating within the culture of the department. Able to use corporate politics to advance department objectives. Understands departmental policies and procedures.

Part 4: 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?