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Change Management - Performance Management Assessment Sample #9





Performance Management System:

Performance Assessments that include Change Management:
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:
Change Management, Goals, Technology Use/Management, Co-worker Development, Negotiation, Others, Vision, Integrity, Professional Development, Emotional Intelligence, Project Management, Delegation

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.
Edit this Survey
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Change Management

Addresses organizational and departmental resistance to changes. Works cooperatively with others to implement changes. Able to get department employees to accept new changes. Effective in dealing with ambiguous and challenging situations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Goals

Goal Setting Makes sure that team members have a clear idea of our group's goals. Conducts timely follow-up; keeps others informed on a need to know basis. Achieves established goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Supports technical training and development of employees. Understands and is committed to implementing new technologies. Adopts the implementation of new technology into the workplace. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Adapts coaching and mentoring approach to meet the style or needs of individuals Sets and clearly communicates expectations, performance goals, and measurements to others Gives others development opportunities through project assignments and increased job responsibilities Takes immediate action on poor performance
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Changes communication styles to meet the listener's needs. Demonstrates emotional stability to facilitate productive problem-solving and relationship building. Stays composed and counters aggressive negotiation tactics by reframing unreasonable proposals or actions. Able to manage and resolve conflicts constructively.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Others

Includes others in the decision making processes. Consistently demonstrates ability and willingness to trust others. Supports the efforts of other employees in implementing solutions to problems. Respects the opinions of other employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Focuses efforts on implementing the organization's strategic vision. Ensures that work is systematically aligned and coordinated with the organization's vision. Able to see trends in the business environment. Aligns subordinates' work with the vision's critical priorities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Integrity

Demonstrates honesty and truthfulness at all times. Fosters a high standard of ethics and integrity. Accepts responsibility for mistakes. Establishes relationships of trust, honesty, fairness, and integrity.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Seeks opportunities for professional development. Quickly acquire and apply new knowledge and skills when needed Demonstrate enthusiasm and a willingness to learn new skills and knowledge Contributing fully to the extent of their skills
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Is able to control their own emotions. Is able to manage their own emotions. Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Accurately perceives the emotional reactions of others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Organizes work and sets priorities as needed. Creates the metrics used to measure progress on the project. Maps out the project, timeline, resource requirements, metrics and communication. Ensures that the project remains at or under budget.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Defines goals and objectives for subordinates. Allows subordinates to use their own methods and procedures. Assigns tasks to create learning opportunities for the employees. Defines the roles, responsibilities, required actions, and deadlines for team members.
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?