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


Client Focus

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Supports client focused policies and procedures. Keeps the client informed of all progress. Documents client interactions.

Coaching

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Meets regularly with employees to coach them on areas that will enhance their performance Addresses employee behavior problems effectively. Develops the skills and capabilities of others.

Strategic Focus

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is effective in using strategic tools such as value chain analysis, business environment analysis, and competitor analysis. Develops strategies to effectively use company resources and exploit potential opportunities. Makes decisions that yield more competitive advantages.

Vision

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is adept at identifying underlying problems within the organization and is capable of envisioning innovative and effective solutions to address these issues. Engages with key stakeholders to gather insights and ensure alignment with the organization's mission and vision. Develops action plans to align his/her work with the goals of the organization.

Bias for Action

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Encourages risk taking and experimentation to improve performance Seeks and utilizes opportunities for continuous learning and self-development. Coach others to foster an environment which can adapt quickly and willingly to rapid change.

Part 3: Core Values

Continual Learning

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Improves on their skill sets. Views setbacks as opportunities to learn from. Is open to new ideas and concepts.

Emotional Intelligence

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is attentive to emotional cues and interprets others' feelings correctly. Able to understand others' points of view. 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. Clearly defines duties and tasks to be completed. Defines the roles, responsibilities, required actions, and deadlines for team members.

Decision Making

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Recognizes and generates innovative solutions. Understands what factors are important for deciding if a decision is "worth it"? Views the issues from multiple perspectives before making a decision.

Technology Use/Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Proficient in the use of technical systems and processes. Uses technology in decision making and problem solving. Supports technical training and development of employees.

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?