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Communication - Performance Management Assessment Sample #9





Performance Management System:

Performance Assessments that include Communication:
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:
Communication Skills, Flexibility, Bias for Action, Emotional Intelligence, Management, Problem Solving, Change Management, Commitment To Result, Technology Use/Management, Organizational Fluency

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
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Communication Skills

Clarifies problems logically, simplifying complex matters into digestible parts. Informs supervisor about progress made on goals and objectives. Presents clear and persuasive information in reports. Provides feedback in a helpful and respectful way, focusing on improvement.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Flexibility

Swiftly adapts to changes, anticipates challenges and takes preemptive actions. Adapts processes and procedures in response to changes in the work environment. Able to increase output to meet increased demand. Responds to changing availability of supplies and resources.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Bias for Action

Encourages risk taking and experimentation to improve performance Displays high energy and enthusiasm on consistent basis. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times). Seeks and utilizes opportunities for continuous learning and self-development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Is attentive to emotional cues and interprets others' feelings correctly. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Is able to express themselves clearly. Accurately perceives the emotional reactions of others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Management

Is ready to offer help Sets an example for others to follow Keep staff informed about what is happening in the company Takes responsibility for things that go wrong
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Problem Solving

Assigns the right people with the right skills to the right tasks taking into account experience, expertise, and availability. Solves problems at root cause rather than at symptom level. Able to conduct a thorough Critical Incident interview. Works extra as needed to find the best solution to a problem.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Change Management

Able to get department employees to accept new changes. Is an inspiration for others to accept the recent changes. Facilitates change with minimal resistance. Inspires others to accept changes.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Commitment To Result

Committed to the team. Willing to do whatever it takes-not afraid to have to put in extra effort. Takes immediate action toward goals. Maintains persistence and dedication to achieving results.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Adopts the implementation of new technology into the workplace. Understands and is committed to implementing new technologies. Applies complex rules and regulations to maintain optimal system performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Adept at navigating within the culture of the department. Understands departmental policies and procedures. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Able to explain departmental policies and procedures to 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
What new skills do you plan to acquire within the next evaluation period?