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Conflict Management - Performance Management Assessment Sample #6





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 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:
Conflict Management, Collaboration, Negotiation, Accountability, Supervisory Skills, Delegation, Innovation, Technical, Technology Use/Management

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.
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  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Avoids engaging in conflicts over minor workplace matters. Persuades others to accept personal transformation. Actively engages both parties to voluntarily collaborate and resolve their differences. Works with others as needed to facilitate resolution of conflicts.
Comments, Compliments, and/or Constructive Criticism:


  1. Collaboration:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Collaborates with others to resolve conflicts constructively. Clearly articulates the importance of collaboration in the department's values and vision. Encourages working together to achieve shared goals. Promotes open participation and communication within department and throughout the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maximizes information gathering efforts prior to negotiations. Creates a constructive atmosphere, building a positive relationship for cooperative negotiations. Creates a decisive, team-oriented environment; clarifies goals; and outlines a strategic agenda. Knows the current business/market environment.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accepts responsibility to lead efforts to solving critical problems. Aware of the consequences for failure to complete the project. Handles sensitive information with discretion and confidentiality. Able to complete required tasks on time and delivered expected results.
Comments, Compliments, and/or Constructive Criticism:


  1. Supervisory Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Asks employees for their input in decisions that may directly affect the team. Conveys instructions, directives and guidelines to the employees. Listens to the concerns of employees. Fosters a culture of personal responsibility and accountability.
Comments, Compliments, and/or Constructive Criticism:


  1. Delegation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Allows subordinates to use their own methods and procedures. Delegates authority and responsibility to subordinates and holds them accountable for their actions. Sets clear and reasonable expectations for others and follows through on their progress. Defines the roles, responsibilities, required actions, and deadlines for team members.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages innovation from all levels of employees. Creates improved methods or solutions for meeting goals and objectives. Creates new programs and systems. Uses unconventional approaches to solve problems.
Comments, Compliments, and/or Constructive Criticism:


  1. Technical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Willingly shares his/her technical expertise; sought out as resource by others Is knowledgeable of procedures or systems necessary for the job. Seeks information from others as needed. Knows how to produce high quality products/work.
Comments, Compliments, and/or Constructive Criticism:


  1. Technology Use/Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Applies complex rules and regulations to maintain optimal system performance. Uses technology in decision making and problem solving. Proficient in the use of technical systems and processes. Adopts the implementation of new technology into the workplace.
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?