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)
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)
This performance appraisal program is designed to provide a standardized method to:
- Provide an objective evaluation of an employee's performance and to share this feedback with the employee
- Assist in determining the true development needs of the employee and actions that should be taken to improve their job performance.
- 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
Bias for Action, Communication Skills, Flexibility, Emotional Intelligence, Managing Performance, Analytical, Goals, Technology Use/Management, Customer Focus, Others
Part 1: Skills and Accomplishments
- 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.
- Please detail any professional development activities you have engaged in, such as
college courses, additional training, seminars, and trade magazine readings. - What do you consider your greatest strengths in your current job?
- Which areas of your performance at the company do you feel need improvement?
Instructions: In this example assessment, there are 4 possible Overall Scores:
- 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)
Part 2: Job Competencies
Rating Scale:
| Exceeds Expectations | Performance 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. |
| Satisfactory | The 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. |
| Unsatisfactory | The 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. |
|
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.