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Collaboration - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Collaboration:
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:
Collaboration, Conflict Management, Self-Management, Analytical, Clarity

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.
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  1. Collaboration:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Has the confidence and trust of other team members. Defines shared goals with the committee members. Gains the cooperation of others to accomplish common goals and objectives. Regularly seeks feedback from employees on how to improve collaboration and acts on their suggestions.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks to reduce the scarcity of limited resources by sourcing materials from new locations. Identifies and takes steps to prevent potential confrontations. Assists team members by helping them see the other point of view. Identifies the root sources of conflict.
Comments, Compliments, and/or Constructive Criticism:


  1. Self Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Analyzes interpersonal problems instead of reacting to them. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding. Does not allow own emotions to interfere with the performance of others. Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
Comments, Compliments, and/or Constructive Criticism:


  1. Analytical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Evaluates evidence for accuracy and relevance. Understands how to develop critical and analytical thinking. Selects the appropriate techniques for analysis. Maximizes the efficient use of scarce resources such as time and money.
Comments, Compliments, and/or Constructive Criticism:


  1. Clarity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Attends to the important details of a job or task. Makes sure goals and objectives are clearly and thoroughly explained and understood. Maintains clarity in goals and objectives. Is clear about the roles and duties of team members.
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?