Coaching - Performance Management Assessment Sample #6





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 your employee's performance and to share this feedback with the employee
  2. Assist in determining the true development needs of your 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.

Manager's Assessment

As a manager, your insights are essential to capture the accomplishments and performance of your team members during the review period. Please provide brief answers to the questions below. The information you provide will be included in the employee's Performance Appraisal.

If you need to submit additional printed sheets, ensure they are signed, dated, and handed over to your Department Head. Additionally, if you believe another individual should contribute to this review, please provide their name and contact details.


Competencies Included:
Coaching, Recognition, Business Acumen, Fiscal Management, Continual Learning, Feedback, Managing Performance, Performance, Initiative, Technical

Part 1: Skills and Accomplishments


  1. Please provide a comprehensive list of this employee's significant accomplishments and any special projects they contributed to during this evaluation period. This information will help us recognize their efforts and understand the impact to the organization.



  2. Please detail any professional development activities this employee has engaged in, such as
    college courses, additional training, seminars, and trade magazine readings.



  3. What do you consider this employee's greatest strengths in your current job?



  4. Which areas of their performance at the company do you feel they need to improveme?


Part 2: Job Competencies

Rating Scale:

Exceeds ExpectationsPerformance consistently surpasses job requirements. Both the quality of their work and the manner in which they achieved it far exceeded the standards and expectations for the position. They demonstrated exceptional competence and productivity. This high level of performance is evident throughout the year and across all critical aspects of their 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.

  1. Coaching:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps employees to understand responsibilities, authority, and expectations. Conducts regular performance appraisals and feedback. Develops the skills and capabilities of others. Provides clear, motivating, and constructive feedback.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Offers recognition in a timely manner. Is sincerely interested in the suggestions of co-workers Makes people around them feel appreciated and valued. Readily shares credit and gives others opportunity for visibility.
Comments, Compliments, and/or Constructive Criticism:


  1. Business Acumen:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops business plans that are forward looking. Calculates return on investment (ROI) for various business projects. Identifies potential regulatory risks and strategies to mitigate them. Understands cash flow procedures and statements.
Comments, Compliments, and/or Constructive Criticism:


  1. Fiscal Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Monitors spending. Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff. Monitors expenses and verifies the need for items purchased. Develops budgets and plans for various programs and initiatives.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Learning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Pursues self-improvement through continual learning. Participates in regular training offered. Builds on their strengths while addressing their weaknesses. Pursues learning that will enhance job performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Shares past experiences with others as learning opportunities. Is visible and approachable. Actively seeks feedback from others. Considers other's opinion and suggestions.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Determines the Objectives and Key Results (OKRs) needed for the position. Uses existing performance frameworks to define measures of performance. Rewards employees for exceeding goals. Administers the performance rewards program in a fair and equitable manner.
Comments, Compliments, and/or Constructive Criticism:


  1. Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works well in this position. Has great overall performance Sets a high standard for job performance. Effective in performing his/her job.
Comments, Compliments, and/or Constructive Criticism:


  1. Initiative:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Builds strong interpersonal relationships upon first meeting. Immediately works on solving problems. Encourages others on the team to suggest process improvements. Acts on own initiative to improve the department outcomes.
Comments, Compliments, and/or Constructive Criticism:


  1. Technical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Is knowledgeable of procedures or systems necessary for the job. Seeks information from others as needed. Willingly shares information and expertise; sought out as resource by others
Comments, Compliments, and/or Constructive Criticism:



Part 3: Employee's Individual Development Plan

Short-term Goals
What goals do you wish the employee to accomplish in the next year?


Long-term Goals
What goals do you wish the employee to accomplish within the next 2 to 3 years?


Skill Acquisition
What new skills should the employee plan to acquire within the next evaluation period?