Client Focus - Performance Management Assessment Sample #9





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, Negotiation, Recognition, Planning, Creativity, Passion to Learn, Punctuality, Leadership, Managing Performance, Persuasion and Influence, Goals

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?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.

Client Focus

Acts with integrity in all client interactions. Regularly receives positive feedback from clients. Prioritizes client issues based on urgency. Anticipates potential obstacles to meeting client needs.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Establishes a protocol/structure at the beginning of the negotiations for the development of issues. Identifies verbal and nonverbal cues to help interpret actions and messages. Keeps emotions in check to avoid negative outbursts. Fully grasps both party's interests and options.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Recognition

Finds opportunities to recognize others. Recognizes individuals for a specific outstanding achievement. Recognizes the abilities and skills of self and others Lets employees know when they have done well
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Planning

Adjusts and rearranges the schedule to maximize efficiency. Develops strategic plans for ensuring competitiveness in the marketplace. Is good at planning for the "unexpected". Prioritizes tasks and allocates resources.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Is creative. Develops solutions to challenging problems. Creates a lot of new ideas. Adds value to the department/organization.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Passion To Learn

Is committed to enhancing their own knowledge and skills. Is open minded and curious about learning new skills. Enjoys learning new skills and techniques. Is open to feedback from others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Punctuality

Conducts appointments at scheduled start time. Maintains an efficient schedule of activities. Arrives to meetings on time. Starts meetings on time.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Leadership

Motivates others to reach and exceed organizational goals and objectives. Guides decision-making by coaching, counseling and rewarding. Sits down regularly with employees to review their job performance. Gives inspiring presentations or discussions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Assigns responsibility for meeting specific objectives. Rewards individuals who show imagination in developing creative solutions to problems. Assesses employee performance against defined standards. Addresses performance issues as soon as possible.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Persuasion and Influence

Ensures stakeholders are involved in the decision making process. Develops a good rapport with others. Understanding what others need. Communicates effectively with others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Goals

Conducts timely follow-up; keeps others informed on a need to know basis. Goal Setting Makes sure that I have a clear idea of our group's goals. Sets high expectations and goals; encourages others to support the organization.
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
What new skills do you plan to acquire within the next evaluation period?