Bias for Action - Performance Management Assessment Sample #9





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, Communication Skills, Flexibility, Emotional Intelligence, Managing Performance, Analytical, Goals, Technology Use/Management, Customer Focus, Others

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?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.

Bias for Action

Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times). Motivates others to achieve or exceed goals Displays high energy and enthusiasm on consistent basis. Seeks and utilizes opportunities for continuous learning and self-development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Chooses the communication medium (ie. email, voice mail, memo, project document) that reflects the needs of the content. (ie. urgency, confidentiality, content scope) Delivers messages with personal energy, enthusiasm, and conviction. Communicates crucial information to others. Able to deliver presentations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Flexibility

Effectively manages changes in financial resources. Demonstrates flexibility in thoughts and actions. Maintains an adaptive mindset crucial for navigating the dynamic challenges and opportunities that arise in business environments. Can handle changes without complaining.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Is able to express themselves clearly. Is able to control their own emotions. Is attentive to emotional cues and interprets others' feelings correctly. Is able to manage their own emotions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Sets the Objectives and Key Results (OKRs) required for the position. Ensures team members receive rewards for positive performance accomplishments. Sets and maintains high standards for self and others. Aligns individual and team performance expectations with the organization's expectations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Analytical

Uses appropriate techniques to solve problems. Asks the "right" questions to size up or evaluate situations. Balances risks and costs with the rewards and probabilities of success when decisions. Selects the appropriate techniques for analysis.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Goals

Understands & contributes to development of strategic goals. Makes sure that team members have a clear idea of our group's goals. Makes sure that I have a clear idea of our group's goals. Achieves established goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Uses technology in decision making and problem solving. Adopts the implementation of new technology into the workplace. Maximizes the use of new technology to deliver products and services. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Customer Focus

Builds trust with the customer. Adapts to changing customer needs. Identifies the core needs of the customer. Follows up with any unanswered questions from the customer.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Others

Is able to see issues from others' perspectives. Respects the opinions of other employees. Works across boundaries within the organization. Treats others with respect and dignity.
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
What new skills do you plan to acquire within the next evaluation period?