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Client Focus - Performance Management Assessment Sample #5





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)
Limiting Feature: This assessment example features a minimum and a maximum limit on responses at the extreme ends of the scale. For this example, you are limited to selecting a response of "Exceptional" to at least 3 and no more than 6 items and a response of "Unsatisfactory" to at least 3 and no more than 6 items.
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.


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?





Part 2: Job Competencies

Rating Scale:

ExceptionalPerformance 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.
Rating Limit: Please note: You must select at least 3 but no more than 6 responses of "Exceptional" and at least 3 but no more than 6 responses of "Unsatisfactory". Once you check the 6th item with that response, the remaining unchecked options will be removed.

What you need to do

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Client Focus

Unsatisfactory Satisfactory Exceptional
  1. Regularly receives positive feedback from clients.
  1. Competent in managing client projects.
  1. Delivers on commitments made to clients.

Partnering/Networking

Unsatisfactory Satisfactory Exceptional
  1. Balances the strategic interests of those involved to maintain alliances.
  1. Strengthens the contacts with other departments.
  1. Seeks an understanding of diverse functions within the Company.

Business Acumen

Unsatisfactory Satisfactory Exceptional
  1. Formulates business strategies for addressing the Company's important needs.
  1. Effectively troubleshoots customer business issues.
  1. Is up-to-date with regulatory guidelines and policies.

Fiscal Management

Unsatisfactory Satisfactory Exceptional
  1. Effective in using Company's resources.
  1. Develops of the department's annual budget.
  1. Develops budgets and plans for various programs and initiatives.

Professional Development

Unsatisfactory Satisfactory Exceptional
  1. Demonstrate enthusiasm and a willingness to learn new skills and knowledge
  1. Contributing fully to the extent of their skills
  1. Keep themselves up-to-date of technical/professional issues

Cultural Awareness

Unsatisfactory Satisfactory Exceptional
  1. Views diversity as a strength, not as an issue.
  1. Understands the impact that our culture may have on interactions between individuals.
  1. Seeks out different viewpoints and benefits from different perspectives.

Project Management

Unsatisfactory Satisfactory Exceptional
  1. Researches potential solutions to meet the constraints of the project.
  1. Implements risk mitigation strategies to help move the project to successful completion.
  1. Monitors timelines and milestones to ensure set benchmarks are met.

Innovation

Unsatisfactory Satisfactory Exceptional
  1. Creates innovative products or services.
  1. Shows flexibility and willingness to adapt to new approaches and changing market conditions.
  1. Ensures that employees feel safe to take risks and experiment without the fear of failure or retribution.

Managing Risk

Unsatisfactory Satisfactory Exceptional
  1. Aware of appropriate actions to minimize risks.
  1. Conducts internal audit of risk assessments.
  1. Reduces risk to a manageable level.


Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments