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Commitment to Result - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Commitment to Result:
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:
Commitment To Result, Decision Making, Innovation, Clarity, Managing Risk, Responsible, Co-worker Development, Global Perspective, Communication Skills, Leadership

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.
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Commitment To Result

Creates a sense of urgency among the store team members to complete activities, which drive sales. Able to focus on a task even when working alone. Coordinates all department activities into a cohesive team effort. Committed to the team.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Open to the suggestions from subordinates. Asks for additional information when making critical decisions. Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently Is able to make decisions quickly.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Innovation

Generates innovative and practical ideas and approaches. Seeks innovative ways to change, grow, and improve the company. Fosters a culture of creativity and curiosity by actively listening to and considering new ideas and opportunities. Offers constructive improvements to existing systems.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Clarity

Is clear about goals that need to be achieved. Clearly explains responsibilities to individuals. Adjusts communication methods to the needs of the audience. Avoids stating unclear or conflicting goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Risk

Ensures that any risky decisions taken are based on informed decision making. Tracks and monitors incidents that may increase the risk of adverse consequences. Turns risks into opportunities. Is aware of the financial implications of certain risks.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Responsible

Behavior is ethical and honest. Sets a good example. Acts as a resource without removing individual responsibility. Holds herself / himself accountable to goals / objectives
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Sets and clearly communicates expectations, performance goals, and measurements to others Works to identify root causes of performance problems Provides ongoing feedback to co-workers on their development progress Adapts coaching and mentoring approach to meet the style or needs of individuals
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Global Perspective

Considers customers point of view when making decisions. Respects individual differences. Is able to work with individuals having different backgrounds and cultures. Collaborates with others respectfully and effectively with other people regardless of differences in cultural backgrounds.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Willing to express their concerns to colleagues. Chooses the communication medium (ie. email, voice mail, memo, project document) that reflects the needs of the content. (ie. urgency, confidentiality, content scope) Listens attentively and responds thoughtfully, showing they value the conversation. Conducts impactful training sessions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Leadership

Is a highly effective supervisor. Holds others accountable for their actions. Highly effective supervisor. Effectively leads others.
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.