Client Focus - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Client Focus:
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:
Client Focus, Empowering Others, Conflict Management, Strategic Insight, Entrepreneurship, Action, Self-Management, Professional Development, Administrative Skill, Excellence

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.

Client Focus

Satisfies client needs. Adapts to changing client needs. Responds to the needs of the client. Follows up with any unanswered questions from the client.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Empowering Others

Encourages employees to solve problems on their own. Values the expertise that others bring to the team. Listens to the ideas employees have for solving issues. Allows employees to participate in the workload of the department.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Conflict Management

Determines who has the autonomy (authority) to make the decisions necessary to end the conflict. Deals effectively with employee grievances. Clearly expresses expectations to others. Strives to ensure that all basic needs are met, resulting in mutual benefits for both parties.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Insight

Understands how to strategically grow the business and increase customers. Implements long-term solutions to problems. Strategically aligns projects to the goals of the company. Converses with customers and clients to get a better insight into their personal needs.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Entrepreneurship

Is comfortable operating in an environment of uncertainty. Able to adapt the department to changing business demands and climate. Excellent at managing relationships with stakeholders. Encourages risk taking for developing potential business opportunities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Action

Is driven to complete a high amount of work. Addresses safety issues immediately. Takes responsibility for meeting performance standards. Works quickly to get the job done.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Self Management

Does not allow own emotions to interfere with the performance of others. Is aware of personal impact on others and adjusts behavior to create a positive leadership presence. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding. Consciously controls own negative emotions in order to keep team morale up.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Keep themselves up-to-date of technical/professional issues Quickly acquire and apply new knowledge and skills when needed Seeks opportunities for continuous learning. Seeks opportunities for professional development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Administrative Skill

Implements and uses performance measures. Strong organizational skills to keep the workspace and department in order Has strong technical/computer skills. High attention to detail.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Excellence

Can be counted on to add value wherever they are involved. Keeps themselves and others focused on constant improvement. Takes a lot of pride in their work. Produces high quality work.
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.