Commitment to Result - Performance Management Assessment Sample #6





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 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.

  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Takes immediate action toward goals. Willing to do whatever it takes-not afraid to have to put in extra effort. Encourages commitment in others to obtain results.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Risk:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands that risk may represent a threat or an opportunity. Accurately determines appropriate risk levels (i.e., levels of acceptable risk). Determines how the risk management information is to be used. Establishes the context for risk management activities.
Comments, Compliments, and/or Constructive Criticism:


  1. Juggling Multiple Responsibilities:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates. Keeps track of multiple assignments and deadlines. Begins tasks as soon as possible. Plans and organizes continuously while performing all other responsibilities and activities.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks to reduce the likelihood of accidents. Encourages others to work safely. Identifies and addresses safety needs. Is not afraid to question a potential safety issue observed in the workplace.
Comments, Compliments, and/or Constructive Criticism:


  1. Customer Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes the initiative in solving difficult customer issues. Builds trust with the customer. Prioritizes customer issues based on urgency. Uses feedback from the customer to help improve the customer's experience.
Comments, Compliments, and/or Constructive Criticism:


  1. Teamwork:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adjusts to changes in the composition of the team. Emphasizes the importance of getting individuals to work as a team Considers the impact and implications of decisions on the team. Encourages teamwork and collaboration.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Expresses loyalty and dedication to [Company] in interactions with others. Follows existing procedures and processes. Understands the "basics" as to how [Company] functions/operates. Understands how decisions impact other business units beyond their immediate department of work group.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Projects an image of transparency and trustworthiness in the administration of fair and equitable policies. Accepts responsibility to lead efforts to solving critical problems. Expects employees to account for their actions and performance. Can be counted on to do their role well.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains strong relationships with others. Demonstrates honesty and truthfulness at all times. Fosters a high standard of ethics and integrity. Fosters an environment built upon trust.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Actively seeks feedback from others. Considers other's opinion and suggestions. Looks to others for input. Open to the suggestions of 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?