Performance Management System:
Performance Assessments that include Conflict Management:
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)
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)
This performance appraisal program is designed to provide a standardized method to:
- Provide an objective evaluation of an employee's performance and to share this feedback with the employee
- Assist in determining the true development needs of the employee and actions that should be taken to improve their job performance.
- 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:
Conflict Management, Responsible, Recognition, Planning, Bias for Action, Attitude, Leadership, Managing Performance, Quality, Problem Solving, Results Oriented
Conflict Management, Responsible, Recognition, Planning, Bias for Action, Attitude, Leadership, Managing Performance, Quality, Problem Solving, Results Oriented
Part 1: Skills and Accomplishments
- Please list of your significant accomplishments and any team projects you completed during this evaluation period. Be sure to include a description of the purpose of each project and your specific contributions. This information will help us recognize your efforts and understand the impact of your work.
- Please detail any professional development activities you have engaged in, such as
college courses, additional training, seminars, and trade magazine readings. - What do you consider your greatest strengths in your current job?
- Which areas of your performance at the company do you feel need improvement?
Part 2: Job Competencies
Rating Scale:
| 5: Exceptional | Performance 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. |
| 4: Very Good | The employee consistently exhibits strong performance across nearly all competencies, skills, and responsibilities. They often surpass expectations when executing their tasks, with minimal preventable or controllable errors. Furthermore, they make significant contributions to their team(s) and are highly regarded and sought after within their team(s). |
| 3: Satisfactory | The 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. |
| 2: Needs Improvement | The employee falls short of the high expectations for this competency and does not sufficiently achieve assigned task objectives or fulfill all responsibilities. The employee has not demonstrated sustained improvement or maintained the necessary skill set. Performance must improve within the specified time frame set by the manager. |
| 1: Unsatisfactory | The 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. |