Clarity - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Clarity:
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:
Clarity, Juggling Multiple Responsibilities, Empowering Others, Conflict Management, Business Acumen, Leadership, Establishing Focus/Direction, Supervisory Skills, Persuasion and Influence

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 think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


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.

Clarity

Clearly explains responsibilities to individuals. Makes sure employees understand why they were given certain assignments. Clarifies problems and their causes to help employees correct them. Attends to the important details of a job or task.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Juggling Multiple Responsibilities

Assesses current capabilities before committing to new requests from customers. Keeps track of multiple assignments and deadlines. Uses a scheduler/planner to keep tasks organized and on time. Switches attention to more urgent tasks when necessary.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Empowering Others

Creates a culture where employees are given the opportunity to take the initiative and make impactful decisions. Encourages employees to expand their skills in order to take on greater responsibilities. Gives employees autonomy to complete tasks on their own. Demonstrates confidence in the abilities of subordinates.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Conflict Management

Removes misperceptions that may be contributing to the conflict. Tries to understand others' point of view before making judgments Does not let minor issues escalate into major problems. Is responsive to contentious issues.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Business Acumen

Understands cash flow procedures and statements. Describes and summarizes data. Identifies new business opportunities. Understands business fundamentals and practices.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Leadership

Leads team to set goals, solve problems, and accomplish tasks. Provides resources to enable individuals to develop professionally. Able to influence others. Able to align manpower, design work, an allocate tasks to achieve goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Makes sure that employees understand how their work relates to organizational goals. Stays focused even when under pressure and stress. Makes sure that employees understand and identify with the team's mission. Maintains self-control when personally criticized.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Supervisory Skills

Maintains professional interactions with peers, customers, and employees. Informs employees of what tasks need to be completed on each shift. Recognizes when employees have completed major milestones. Maintains an even temper in stressful situations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Persuasion and Influence

Has excellent influencing/negotiating skills. Ensures stakeholders are involved in the decision making process. Communicates effectively with others. Seeks to obtain consensus or compromise.
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
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.