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.

Coaching

Provides clear, motivating, and constructive feedback. Addresses employee behavior problems effectively. Helps employees to maintain high personal standards. Meets regularly with employees to coach them on areas that will enhance their performance
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Client Focus

Prioritizes the needs and preferences of the client. Understands the needs of the client. Is above average in addressing the needs of the clients. Has excellent communication with clients.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Others

Consistently demonstrates ability and willingness to trust others. Is able to see issues from others' perspectives. Forms working relationships with employees from other departments. Helpful
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Able to deal with sensitive issues with tact and professionalism. Able to explain departmental policies and procedures to others. Able to use corporate politics to advance department objectives. Adept at navigating within the culture of the department.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Global Perspective

Demonstrates a curiosity about diverse individuals and cultures. Works well with others from different cultural backgrounds. Comfortable using teleconferencing equipment to facilitate meetings with others abroad. Forms strong client relationships with international partners.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Is creative. Develops solutions to challenging problems. Conceives, implements and evaluates ideas. Is creative and inspirational.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Attitude

Shows by their actions that they trust in the positive intentions of others. Treats all people fairly and with respect. Contributes to a positive and fun work environment. Visibly supports and encourages diversity in style and background.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Quality

Corrects issues in a timely manner. Develops specific quality standards/goals to be met within a specified timeframe. Adopts, integrates, and disseminates quality guidelines and standards. Assists quality control inspectors.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Achievement

Driven to complete goals despite obstacles that may arise. Completed training on the new equipment. Is determined to complete tasks regardless of obstacles that may occur. Takes calculated risks to achieve difficult goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Risk

Develops policies to address risk situations in the workplace. Adds value to the organization through acceptance of certain risk. Able to adapt quickly to changing situations. Recognizes the potential impact of systemic risks.
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.