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.

Change Management

Develops plans for following through on the changes. Is an inspiration for others to accept the recent changes. Supports new initiatives for organizational changes to improve effectiveness. Inspires others to want to change.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Goals

Conducts timely follow-up; keeps others informed on a need to know basis. Achieves goals. Sets high expectations and goals; encourages others to support the organization. Makes sure that I have a clear idea of our group's goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Supports technical training and development of employees. Uses technology in decision making and problem solving. Supports employee training and development initiatives regarding implementation of technology. Adopts the implementation of new technology into the workplace.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Takes immediate action on poor performance Sets and clearly communicates expectations, performance goals, and measurements to others Adapts coaching and mentoring approach to meet the style or needs of individuals Provides ongoing feedback to co-workers on their development progress
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Bases arguments on objective standards or criteria, such as market value, legal standards, or expert opinions. Is prepared to walk away if core interests are not met. Listens to all sides without bias and makes fair decisions. Understands the other person's needs, concerns, and motivations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Others

Respects the opinions of other employees. Helpful Consistently demonstrates ability and willingness to trust others. Constructively receives criticism and suggestions from others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Assigns the responsibility of implementing the vision to the team, ensuring they have clear guidance, adequate resources, and the necessary authority. Assigns the vision implementation to team members. Creates strategic initiatives that support the organization's common vision. Behaves in a way that is consistent with business values & code of conduct
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Integrity

Fosters an environment built upon trust. Demonstrates sincerity in actions with others. Protects the integrity and confidentiality of information Does what was promised.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Keep themselves up-to-date of technical/professional issues Demonstrate enthusiasm and a willingness to learn new skills and knowledge Allows employees to fully participate in employee training and professional development. Encourages employees to take courses relevant to their job.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Is able to manage their own emotions. Able to understand others' points of view. Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Is attentive to emotional cues and interprets others' feelings correctly.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Uses appropriate software tools to assist in managing the project. Monitors timelines and milestones to ensure set benchmarks are met. Hold team members accountable for completing specific tasks on the project. Follows progress on the project from initial phase to completion.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Entrusts subordinates with important tasks. Defines goals and objectives for subordinates. Assigns tasks to create learning opportunities for the employees. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
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?