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.

  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. Completes work on time Identifies ways to simplify work processes and reduce cycle times Encourages risk taking and experimentation to improve performance
Comments, Compliments, and/or Constructive Criticism:


  1. Passion To Learn:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Constantly enhances product knowledge through experimentation and play. Takes advantage of training opportunities when they arise. Demonstrates through personal behavior the commitment to high standards of performance. Enjoys learning new skills and techniques.
Comments, Compliments, and/or Constructive Criticism:


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Communicates effectively with others. Seeks to obtain consensus or compromise. Ensures stakeholders are involved in the decision making process. Able to express own goals and needs.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Builds upon the ideas and solutions of others. Takes risks to advance important ideas. Implements best practices within the department. Encourages open communication to ensure that all proposals are considered.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets ambitious standards of performance. Takes calculated risks to achieve significant rewards. Follows-up and takes action when goals are not met to ensure better results in the future. Completes work to given time frame and to budget
Comments, Compliments, and/or Constructive Criticism:


  1. Excellence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Keeps themselves and others focused on constant improvement. Can be counted on to add value wherever they are involved. Takes a lot of pride in their work. Demonstrates the functional or technical skills necessary to do their job.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Gives good advice and suggestions to coworkers. Builds strong relationships with team members. Demonstrates compassion and understanding of others. Appreciates the extra efforts made by coworkers.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to collaborate with others in solving problems to create solutions that satisfy both parties' interests. Assesses the validity and relevance of each piece of information, considering the context and source. Combines the valid points from each source to form a comprehensive and balanced perspective. Firmly believes the company is making the best offer.
Comments, Compliments, and/or Constructive Criticism:


  1. Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Treats others with respect and dignity. Respects the opinions of other employees. Constructively receives criticism and suggestions from others. Includes others in the decision making processes.
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands what materials will be required to successfully implement the plan. Is able to follow the plan set in place. Able to identify the needs of the department before a major change. Assesses the potential impact of changes to the strategic plan.
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?