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Bias for Action - Performance Management Assessment Sample #6





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 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:
Bias for Action, Passion to Learn, Persuasion and Influence, Innovation, Achievement, Excellence, Interpersonal Skills, Negotiation, Others, Planning

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.
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  1. Bias for Action:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Coach others to foster an environment which can adapt quickly and willingly to rapid change. Seeks and utilizes opportunities for continuous learning and self-development. Completes a large volume of work. Completes work on time
Comments, Compliments, and/or Constructive Criticism:


  1. Passion To Learn:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Exhibits willingness to upgrade skills through additional training and education. Enhances value to the company through additional training and development. Inspires others to learn new things. Stays up-to-date on emerging technologies.
Comments, Compliments, and/or Constructive Criticism:


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks to obtain consensus or compromise. Has excellent influencing/negotiating skills. Able to express own goals and needs. Persuades others to consider alternative points of view.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps focus the department on innovation. Investigates all types of innovations. Looks for new ways of doing things. Challenges existing work processes/products to enhance value.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Completed required training and certification. Completed training on the new equipment. Demonstrates a well-organized and timely approach to achieve desired results Rapidly completes tasks and assignments.
Comments, Compliments, and/or Constructive Criticism:


  1. Excellence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is planful and organized. Produces high quality work. Can be counted on to add value wherever they are involved. Demonstrates the analytical skills to do their job.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Honest about owning up to mistakes made. Is well respected in the department. Takes time to recognize the efforts of others. Recognizes when others do a good job.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is resolute in positions to better withstand pressure and resist making hasty concessions. Establishes good working relationships with others. Persuades the other party of the benefits of our proposals. Takes steps to control emotional responses to avoid making rash decisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works across boundaries within the organization. Constructively receives criticism and suggestions from others. Is able to see issues from others' perspectives. Supports the efforts of other employees in implementing solutions to problems.
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands what equipment will be needed for the project. Develops plans used to accomplish urgent or critical tasks. Anticipates challenges and has plans to overcome them. Prioritizes tasks based on urgency/need.
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?