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Coaching - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Coaching:
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:
Coaching, Client Focus, Others, Organizational Fluency, Global Perspective, Creativity, Attitude, Quality, Achievement, Managing Risk

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 think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


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.
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Coaching

Helps employees to understand responsibilities, authority, and expectations. Provides clear, motivating, and constructive feedback. Conducts regular performance appraisals and feedback. Meets regularly with employees to coach them on areas that will enhance their performance
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Client Focus

Accepts responsibility for ensuring client satisfaction. Is committed to the success of the client. Creates an environment that enables clients to receive excellent service. Provides a responsive service that meets the needs of clients.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Others

Constructively receives criticism and suggestions from others. Helpful Respects the opinions of other employees. ...treats others with respect and dignity.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Able to deal with sensitive issues with tact and professionalism. Gets things done through the department. Anticipates problems that may affect the department. Understands the current organizational culture.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Global Perspective

Can effectively deliver presentations to international clients. Collaborates with others respectfully and effectively with other people regardless of differences in cultural backgrounds. Is aware of the culture, behaviors, identities and beliefs of others. Engages in problem solving with individuals outside of the country.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Creates a lot of new ideas. Develops solutions to challenging problems. Adds value to the department/organization. Conceives, implements and evaluates ideas.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Attitude

Visibly supports and encourages diversity in style and background. Shows by their actions that they trust in the positive intentions of others. Contributes to a positive work environment. Is gracious and professional in their interactions with others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Quality

Verifies the correct materials were used in the installation. Able to identify quality issues critical to the organization. Provides regular and timely feedback on quality levels. Communicates with team members regarding best quality practices.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Achievement

Makes use of talents of others to help achieve a high level of performance. Takes calculated risks to achieve higher levels of performance. Sets challenging goals. Completes work to given time frame and to budget
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Risk

Identifies the most significant risks from business operations. Designs risk management activities that support the success of the company. Is knowledgeable of standard risk management principles. Ensures all components of risk management are in place.
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
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.