Coaching - Performance Management Assessment Sample #5

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)

Limiting Feature: This assessment example features a minimum and a maximum limit on responses at the extreme ends of the scale. For this example, you are limited to selecting a response of "Exceptional" to at least 3 and no more than 6 items and a response of "Unsatisfactory" to at least 3 and no more than 6 items.

Instructions:

This performance appraisal program is designed to provide a standardized method to:
Provide an objective evaluation of an employee's performance and to share this feedback with the employee
Assist in determining the true development needs of the employee and actions that should be taken to improve their job performance.
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, Partnering/Networking, Recognition, Strategic Insight, Accountability, Emotional Intelligence, Decision Making, Achievement, Clarity, Managing Risk

Part 1: Skills and Accomplishments

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.
Please detail any professional development activities you have engaged in, such as
college courses, additional training, seminars, and trade magazine readings.
What do you consider your greatest strengths in your current job?
Which areas of your performance at the company do you feel need improvement?

Part 2: Job Competencies

Rating Scale:

Exceptional	Performance 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.
Satisfactory	The 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.
Unsatisfactory	The 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.

Rating Limit: Please note: You must select at least 3 but no more than 6 responses of "Exceptional" and at least 3 but no more than 6 responses of "Unsatisfactory". Once you check the 6th item with that response, the remaining unchecked options will be removed.

What you need to do

Part 3: Individual Productivity and/or SMART Goals

Employee Comments

Supervisor Comments

Part 4: Team Productivity and/or SMART Goals

Employee Comments

Supervisor Comments

Coaching	Unsatisfactory	Satisfactory	Exceptional
Meets regularly with employees to coach them on areas that will enhance their performance
Addresses employee behavior problems effectively.
Conducts regular performance appraisals and feedback.
Partnering/Networking	Unsatisfactory	Satisfactory	Exceptional
Promotes awareness of interests in partnerships and networks.
Develops trust in others to form partnerships and networks.
Guarantees equitable and fair treatment for all network participants.
Recognition	Unsatisfactory	Satisfactory	Exceptional
Offers recognition in a timely manner.
Reinforces and rewards employees for accomplishing necessary goals.
Is sincerely interested in the suggestions of co-workers
Strategic Insight	Unsatisfactory	Satisfactory	Exceptional
Analyzes unique issues or problems impacting the Company.
Implements long-term solutions to problems.
Identifies root causes of problems.
Accountability	Unsatisfactory	Satisfactory	Exceptional
Takes responsibility for errors in the production line.
Takes responsibility for their actions and admits mistakes openly.
Lets supervisor know of any setbacks to the progress on achieving goals.
Emotional Intelligence	Unsatisfactory	Satisfactory	Exceptional
Is able to manage their own emotions.
Is able to express themselves clearly.
Able to understand others' points of view.
Decision Making	Unsatisfactory	Satisfactory	Exceptional
Outlines the parameters influencing the decision making process.
Has a good rapport other people which is helpful in making decisions on the team.
Makes decisions independently (without having to be told what or how).
Achievement	Unsatisfactory	Satisfactory	Exceptional
Set high standards in their performance
Inspires others to work with a sense of urgency.
Establishes stretch goals to advance skills and output.
Clarity	Unsatisfactory	Satisfactory	Exceptional
Seeks to reduce ambiguity in messaging and documents.
Adjusts communication methods to the needs of the audience.
Communicates ideas and facts clearly and effectively in writing.
Managing Risk	Unsatisfactory	Satisfactory	Exceptional
Committed to implementing rules and procedures to minimize risk.
Prioritizes risks to act on critical issues first.
Accepts risk as needed.