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Commitment to Result - Performance Management Assessment Sample #9





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, Technology Use/Management, Safety, Customer Focus, Vision, Accountability, Professional Development, Emotional Intelligence, Project Management, Delegation

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 consider your greatest strengths in your current job?



  4. Which areas of your performance at the company do you feel need improvement?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.
Edit this Survey
Would you like to edit this survey? Click here to begin.


Commitment To Result

Takes immediate action toward goals. Encourages commitment in others to obtain results. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Creates a sense of urgency among the store team members to complete activities, which drive sales.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Applies complex rules and regulations to maintain optimal system performance. Supports employee training and development initiatives regarding implementation of technology. Adopts the implementation of new technology into the workplace. Uses technology in decision making and problem solving.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Safety

Participates in safety training when offered. Performs work safely. Identifies predictable hazards in the workplace. Develops a sustainable safety culture.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Customer Focus

Gives feedback to the customer regularly. Is committed to the customer's success. Satisfies customer needs. Helps customers feel they are receiving services tailored specifically to their needs.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Delegates the task of implementing the vision to subordinates. Creates strategic initiatives that support the organization's common vision. Promotes a vision that inspires individuals to take risks to achieve greater rewards. Devoted to carrying out the strategic vision.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Accountability

Holds team accountable to meeting goals. Can be counted on to do what they say they are going to do. Acts like an owner when they make decisions. Takes full responsibility for unmet expectations and makes corrective actions immediately.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Seeks opportunities for continuous learning. Demonstrate enthusiasm and a willingness to learn new skills and knowledge Allows employees to fully participate in employee training and professional development. Seeks opportunities for professional development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Accurately perceives the emotional reactions of others. Able to understand others' points of view. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Is able to manage their own emotions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Plans and implements responses to potential threats to the success of the project. Interacts with stakeholders regarding the outcomes required by the project. Uses appropriate technology to efficiently communicate with team members. Understands the budget constraints for the project.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Allows employees to decide how they wish to complete the tasks. Defines goals and objectives for subordinates. Defines the roles, responsibilities, required actions, and deadlines for team members. Assigns tasks to create learning opportunities for the employees.
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
What new skills do you plan to acquire within the next evaluation period?