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Client Focus - Performance Management Assessment Sample #11





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, Coaching, Strategic Focus, Vision, Bias for Action, Continual Learning, Emotional Intelligence, Delegation, Decision Making, Technology Use/Management

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

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Client Focus

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Accepts responsibility for ensuring client satisfaction. Delivers customized solutions for each client. Understands what resources are needed to meet client needs.

Coaching

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Meets regularly with employees to coach them on areas that will enhance their performance Conducts regular performance appraisals and feedback. Addresses employee behavior problems effectively.

Strategic Focus

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Strategically deploys resources to areas of the greatest need. Creates a vision for the organization based on how the organization should appear in the future. Creates a SWOT matrix to help analyze data.

Vision

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Designs strategies that mirror the organization's unified vision. Envisions and articulates a clear path for the department's growth over the next year. Detects problems early on and creates well-thought-out solutions to ensure the company continues to progress smoothly.

Bias for Action

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Seeks and utilizes opportunities for continuous learning and self-development. Completes a large volume of work. Conveys a sense of urgency about addressing problems and opportunities

Part 3: Core Values

Continual Learning

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Improves on their skill sets. Pursues self-improvement through continual learning. Shares best practices with others and learns from others.

Emotional Intelligence

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is able to express themselves clearly. Is able to control their own emotions. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.

Delegation

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Allows employees to decide how they wish to complete the tasks. Defines goals and objectives for subordinates. Encourages and empowers subordinates to use initiative in achieving goals and objectives.

Decision Making

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Stays focused on the main objective when making decisions. Considers the ethical implications of decisions. Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action

Technology Use/Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Applies complex rules and regulations to maintain optimal system performance. Supports employee training and development initiatives regarding implementation of technology. Understands and is committed to implementing new technologies.

Part 4: 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?