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Bias for Action - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Bias for Action:
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:
Bias for Action, Continual Improvement, Project Management, Decision Making, Collaboration, Trustworthy, Co-worker Development, 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 think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


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.
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Bias for Action

Completes a large volume of work. Motivates others to achieve or exceed goals Coach others to foster an environment which can adapt quickly and willingly to rapid change. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Looks for ways to improve work processes and procedures. Looks for ways to expand and learn new job skills. Analyzes processes to determine areas for improvement. Looks for ways to expand current job responsibilities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Estimates the time needed for each phase of the project. Determines the project strategy for implementation. Engages stakeholders and team members in open discussions. Identifies the source materials that will be needed.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Carefully evaluates information before making an important decision. Decides which short- and long-term goals should be created. Makes good decisions for the department. Takes into account the impact decisions will have on others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Collaboration

Builds an environment of trust and respect to encourage risk-taking, innovation, and sharing of ideas. Utilizes digital tools to enhance collaborative efforts in creating process and policy documents. Integrates technology to boost collaborative work on process and policy documentation. Works to get buy-in of individuals based on common good of business.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Trustworthy

Is trustworthy; is someone I can trust. Consistently keeps commitments. Works in a way that makes others want to work with her/him. Demonstrates a sense of responsibility and commitment to public trust.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Provides ongoing feedback to co-workers on their development progress Works to identify root causes of performance problems Sets and clearly communicates expectations, performance goals, and measurements to others Takes immediate action on poor performance
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Committed to undertaking the implementation of the strategic vision. Provides vision and strategies to the team. Entrusts team members with executing the vision. Influences the attitudes and behaviors of subordinates to match the department's vision.
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
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.