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Commitment - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Commitment:
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:
Commitment To Result, Managing Risk, Juggling Multiple Responsibilities, Safety, Customer Focus, Teamwork, Company, Accountability, Integrity, Feedback

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. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Stops at nothing to achieve desired results. Develops a culture of responsibility and follow-through. Encourages commitment in others to obtain results. Fosters a culture of trust to build high employee commitment and lower turnover.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Risk:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Avoids maintaining the status quo (or standard operating procedures) when addressing new and influential situations. Designs risk response activities that are proportionate to the level of risk. Create continuity plans. Recognizes that small changes may snowball into major events.
Comments, Compliments, and/or Constructive Criticism:


  1. Juggling Multiple Responsibilities:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Completes routine tasks rapidly without sacrificing accuracy or quality. Is flexible and able to learn, evolve, and change. Maintains good record keeping for tracking progress on various projects. Ensures customers stay informed and confident when priorities shift, helping them navigate changes smoothly.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Ensures that all supervisors are aware of regulatory and compliance measures. Develops a strong safety culture. Encourages others to work safely. Keeps accurate safety records.
Comments, Compliments, and/or Constructive Criticism:


  1. Customer Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Builds trust with the customer. Seeks feedback from customers to improve service and demonstrate care for their experience. Provides excellent service to customers. Creates innovative solutions for the customers.
Comments, Compliments, and/or Constructive Criticism:


  1. Teamwork:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Facilitates effective teamwork during periods of change. Actively and openly participates in team meetings. Listens carefully to other team members. Communicates well with team members.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates a sense of momentum and forward progress. Creates a team structure that supports strong collaboration and communication. Creates flexibility in staffing to adapt to changes. Encourages employees to be proud to be part of the company.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accepts responsibility to lead efforts to solving critical problems. Recognizes when a mistake is made and works to correct the issue. Sets clear performance measures. Works hard to ensure the success of the department.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Upholds the highest standards of integrity, dedication, and excellence, always striving to achieve success. Leads by example, demonstrating a strong work ethic and commitment to excellence. Protects the integrity and confidentiality of information. Delivers on all promises.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Shares past experiences with others as learning opportunities. Is open to receiving feedback. Schedules regular check-ins to ensure feedback is ongoing, even between formal reviews. Creates an environment that encourages open communication, mutual respect, and continuous improvement to facilitate effective feedback between managers and their employees.
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?