Bias for Action - Performance Management Assessment Sample #11





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, Adaptability, Professional Development, Emotional Intelligence, Delegation, Change Management, Managing Risk, Client Focus, Teamwork, Organizational Fluency

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?





Part 2: Job Competencies


Bias for Action

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Encourages risk taking and experimentation to improve performance Identifies ways to simplify work processes and reduce cycle times Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).

Adaptability

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Accommodates changes as needed. Adjusts tactics and strategies. Learns from personal experiences and/or mistakes.

Professional Development

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Demonstrate enthusiasm and a willingness to learn new skills and knowledge Encourages employees to take courses relevant to their job. Contributing fully to the extent of their skills

Emotional Intelligence

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is able to manage their own emotions. Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Able to understand others' points of view.

Delegation

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Sets clear and reasonable expectations for others and follows through on their progress. Allows employees to decide how they wish to complete the tasks. Assigns tasks to create learning opportunities for the employees.

Part 3: Core Values

Change Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Able to get team members to change their attitudes. Works cooperatively with others to implement changes. Addresses organizational and departmental resistance to changes.

Managing Risk

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Uses risk management to be more effective in identifying and implementing projects. Maintains open communication with other departments. Turns risks into opportunities for advancement.

Client Focus

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Meets with clients on a regular basis. Effectively troubleshoots client issues. Is competent in handling client cases.

Teamwork

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Recognizes and respects the contributions and needs of each individual. Gives constructive advice to other team members. Encourages collaboration with other departments.

Organizational Fluency

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Able to explain departmental policies and procedures to others. Understands departmental policies and procedures. Adept at navigating within the culture of the department.

Part 4: 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?