Client Focus - Performance Management Assessment Sample #6





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 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:
Client Focus, Collaboration, Co-worker Development, Strategic Focus, Planning, Creativity, Passion to Learn, Technology Use/Management

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. Client Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accepts responsibility for ensuring client satisfaction. Prioritizes client issues based on urgency. Competent in managing client projects. Ensures clients are comfortable with the services provided.
Comments, Compliments, and/or Constructive Criticism:


  1. Collaboration:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates a culture that encourages understanding and valuing diverse perspectives to effectively resolve conflicts. Willing to work with others to solve problems. Promotes open participation and communication within department and throughout the organization. Recognizes and rewards the contributions of team members.
Comments, Compliments, and/or Constructive Criticism:


  1. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets and clearly communicates expectations, performance goals, and measurements to others Takes immediate action on poor performance Gives others development opportunities through project assignments and increased job responsibilities Provides ongoing feedback to co-workers on their development progress
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops a strategic vision for the future. Understands how to grow the business and increase customers. Scans the environment for opportunities to exploit. Supports changes being recommended from senior management.
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Has developed an effective strategic plan. Able to identify the needs of the department before a major change. Determines the steps required for completion of a task. Develops plans used to accomplish urgent or critical tasks.
Comments, Compliments, and/or Constructive Criticism:


  1. Creativity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Inspires creativity in their team. Develops solutions to challenging problems. Adds value to the department/organization. Is creative and inspirational.
Comments, Compliments, and/or Constructive Criticism:


  1. Passion To Learn:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Constantly enhances product knowledge through experimentation and play. Embraces new technology and procedures. Exhibits willingness to upgrade skills through additional training and education. Will participate in training classes even if offered outside of normal working hours.
Comments, Compliments, and/or Constructive Criticism:


  1. Technology Use/Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Maximizes the use of new technology to deliver products and services. Understands and is committed to implementing new technologies. Supports technical training and development of employees.
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?