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.

Bias for Action

Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times). Encourages risk taking and experimentation to improve performance Coach others to foster an environment which can adapt quickly and willingly to rapid change. Identifies ways to simplify work processes and reduce cycle times
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Looks for ways to improve work processes and procedures. Encourages an employee culture of continuous improvement to seek out better ways of doing things. Promotes training and development opportunities to enhance job performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Organizes, plans, and directs resources to accomplish the goals and objectives. Creates the communications that will be used throughout the project's implementation. Effective at using video conferencing software to manage remote teams. Identifies potential risks that could pose challenges to the project timeline.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Defines parameters that will impact the decision making process. Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently Determines constraints that may impact what decisions are acceptable. Facilitates meetings with others to try to consider alternative courses of action.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Collaboration

Create an environment where collaboration and teamwork is encouraged. Works with others to resolve issues facing the company. Open to feedback and willing to share insights to foster a collaborative work environment where everyone feels empowered to contribute. Involves others in reaching a consensus during group activities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Trustworthy

Takes ownership, delivers on commitments Consistently keeps commitments. Communicates an understanding of the other person's interests, needs and concerns. Works in a way that makes others want to work with her/him.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Sets and clearly communicates expectations, performance goals, and measurements to others Gives others development opportunities through project assignments and increased job responsibilities Works to identify root causes of performance problems Takes immediate action on poor performance
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Works to support the strategy of [Company] Models a strategic vision based on insights gained from in depth investigations into the performance of the company. Sets a schedule for achieving the organization's vision. Leads employees in new directions.
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.