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Conflict Management - Performance Management Assessment Sample #2





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)
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:
Conflict Management, Client Focus, Adaptability, Self-Management, Continual Improvement, Performance, Initiative, Technical, Excellence, Safety

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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Conflict Management

Does not let minor issues escalate into major problems. Discusses conflict situations with supervisor. Tries to understand others' point of view before making judgments Promotes a culture that values diverse perspectives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Client Focus

Understands what resources are needed to meet client needs. Is competent in handling difficult clients. Views client satisfaction as an everyday priority. Maintains strong relationships with clients.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Adaptability

Ability to recognize the potential benefits of change, and create an infrastructure which supports change. Able to step in and help co-workers when needed. Will stop what they are doing to help colleagues in need. Adjusts tactics when things are not working as expected.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Self Management

Does not allow own emotions to interfere with the performance of others. Consciously controls own negative emotions in order to keep team morale up. Steps away from a situation to process appropriate response. Analyzes interpersonal problems instead of reacting to them.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Looks for ways to improve work processes and procedures. Encourages an employee culture of continuous improvement to seek out better ways of doing things. Analyzes processes to determine areas for improvement. Promotes training and development opportunities to enhance job performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Performance

Has great overall performance Sets a high standard for job performance. Works well in this position. Listens and responds to issues and problems
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Initiative

Independently seeks out new learning opportunities to improve their skills. Seizes upon opportunities available. Confronts problems immediately without supervisor instructions. Immediately informs the HR Department of any personnel complaints or issues.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technical

Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice. Demonstrates mastery of the technical competencies required in his/her work. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Willingly shares his/her technical expertise; sought out as resource by others
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Excellence

Is planful and organized. Can be counted on to add value wherever they are involved. Takes a lot of pride in their work. Produces high quality work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Safety

Ensures that all supervisors are aware of regulatory and compliance measures. Participates in safety training when offered. Committed to safety in the workplace. Commits adequate resources toward safety measures.
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.