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Business Acumen - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Business Acumen:
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:
Business Acumen, Strategic Focus, Passion to Learn, Administrative Skill, Technology Use/Management, Managing Risk, Partnering/Networking

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. Business Acumen:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Exhibits behavior that is consistent with the vision, mission, and core values of the organization Facilitates business changes with minimal resistance. Understands our competitors and their strengths and weaknesses. Bases decisions on business data rather than on intuition or hunches.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops a strategic vision for the future. Strategically positions resources to meet the needs of branch locations. Understands the importance of developing strategic capabilities. Lets employees know how their roles contribute toward the achievement of strategic company objectives.
Comments, Compliments, and/or Constructive Criticism:


  1. Passion To Learn:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Will participate in training classes even if offered outside of normal working hours. Stays up-to-date on emerging technologies. Holds self and associates accountable for goal achievement. Exhibits willingness to upgrade skills through additional training and education.
Comments, Compliments, and/or Constructive Criticism:


  1. Administrative Skill:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Completes reports on-time. Accurately implements contract provisions. High attention to detail. Able to develop, justify and present a budget.
Comments, Compliments, and/or Constructive Criticism:


  1. Technology Use/Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Supports employee training and development initiatives regarding implementation of technology. Supports technical training and development of employees. Uses technology in decision making and problem solving. Adopts the implementation of new technology into the workplace.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Risk:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Turns risks into opportunities for advancement. Uses risk management to remain in compliance with regulations. Accepts risk as needed. Quantifies current business practices to make better informed decisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Partnering/Networking:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Strives to cultivate and sustain trustful and committed relationships with all partners. Promotes teamwork across departments, encouraging information exchange, and setting common goals. Engages in collaborative training sessions or workshops to build skills across organizations. Defines a partnering strategy for identifying and selecting a partner.
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?