Clarity - Performance Management Assessment Sample #6





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 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:
Clarity, Problem Solving, Commitment To Result, Technical, Recognition, Fiscal Management, Bias for Action, Attitude, Managing Performance

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.

  1. Clarity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adjusts communication methods to the needs of the audience. Makes sure employees understand why they were given certain assignments. Clearly explains the vision and goals of the company. Clearly defines work objectives for employees.
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Generates alternative solutions to problems and challenges. Makes judgments based upon relevant information. Solves problems using logic and insight. Works cooperatively with others to solve problems.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Committed to the team. Willing to do whatever it takes-not afraid to have to put in extra effort. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Encourages commitment in others to obtain results.
Comments, Compliments, and/or Constructive Criticism:


  1. Technical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates mastery of the technical competencies required in his/her work. Seeks information from others as needed. Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice. Knows how to produce high quality products/work.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Offers recognition in a timely manner. Says "thank you" to show appreciation for work of others. Compliments other people when they do good work Recognizes the abilities and skills of self and others
Comments, Compliments, and/or Constructive Criticism:


  1. Fiscal Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff. Effective in using Company's resources. Keeps excellent records for financial transparency. Develops of the department's annual budget.
Comments, Compliments, and/or Constructive Criticism:


  1. Bias for Action:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Conveys a sense of urgency about addressing problems and opportunities Seeks and utilizes opportunities for continuous learning and self-development. Coach others to foster an environment which can adapt quickly and willingly to rapid change. Encourages risk taking and experimentation to improve performance
Comments, Compliments, and/or Constructive Criticism:


  1. Attitude:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Shows by their actions that they trust in the positive intentions of others. Works to eliminate unnecessary work or barriers that get in others' way. Treats all people fairly and with respect. Contributes to a positive work environment.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Aligns individual and team performance expectations with the organization's expectations. Determines the Objectives and Key Results (OKRs) needed for the position. Implements remediation plans as needed. Recognizes people who provide outstanding leadership in planning, organizing.
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?