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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.
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  1. Clarity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Writes clear job descriptions for positions in the organization. Is clear about the roles and duties of team members. Makes sure employees understand why they were given certain assignments. Provides a clear vision for the future.
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Conducts a meticulous investigation of incidents to ensure no possible cause is overlooked. Brings together individuals with different backgrounds, skills, and viewpoints, brainstorming harnesses a wide range of insights. Fosters a willingness to experiment and try new things, even if there's a risk of failure. Identifies all stakeholders who need to be kept informed about the action plan and its progress.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Coordinates all department activities into a cohesive team effort. Willing to do whatever it takes-not afraid to have to put in extra effort. Creates a sense of urgency among the store team members to complete activities, which drive sales. Maintains persistence and dedication to achieving 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. 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. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Finds opportunities to recognize others. Is sincerely interested in the suggestions of co-workers Makes people around them feel appreciated and valued. Compliments other people when they do good work
Comments, Compliments, and/or Constructive Criticism:


  1. Fiscal Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Monitors spending. Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff. 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 Identifies ways to simplify work processes and reduce cycle times Motivates others to achieve or exceed goals Seeks and utilizes opportunities for continuous learning and self-development.
Comments, Compliments, and/or Constructive Criticism:


  1. Attitude:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Builds open and trusting relationships. Is gracious and professional in their interactions with others. Shows by their actions that they trust in the positive intentions of others. Contributes to a positive and fun work environment.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Establishes standards for expected performance. Recognizes employees who have courage in persevering against great odds and difficulties. Uses established criteria for measuring job performance. Ensures employees are trained in areas where performance may be lacking.
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?