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.

  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Actively engages both parties to voluntarily collaborate and resolve their differences. Does not let minor issues escalate into major problems. Promotes openness and urges individuals to explore various options for resolving the conflict. Attempts to determine the root sources of grievances.
Comments, Compliments, and/or Constructive Criticism:


  1. Collaboration:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Uses effective strategies to re-engage team members and secure their commitment to the business's common good. Avoids promoting a hyper competitive culture in favor of a more collaborative one. Integrates technology to boost collaborative work on process and policy documentation. Respects and utilizes diverse perspectives in addressing challenges.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to manage and resolve conflicts constructively. Keeps a firm grasp on the issues and priorities. Engages in questioning to obtain necessary information and examine various alternatives. Able to adapt to changing situations.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains honesty and transparency in all communications. Accepts personal responsibility for the timeliness of work. Exhibits good governance in their role as an executive. Works to achieve established goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Supervisory Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Instructs employees on the safest way to perform tasks. Encourages employees to achieve their full potential. Provides training on equipment as needed. Motivates and inspires high performance by team members.
Comments, Compliments, and/or Constructive Criticism:


  1. Delegation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Tells subordinates what to do, not how to do it. Defines goals and objectives for subordinates. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Allows employees to decide how they wish to complete the tasks.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Solves problems with insight and understanding. Encourages open communication to ensure that all proposals are considered. Takes risks to advance important ideas. Challenges current procedures to develop other alternatives.
Comments, Compliments, and/or Constructive Criticism:


  1. Technical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks information from others as needed. 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. Is knowledgeable of procedures or systems necessary for the job. Willingly shares information and expertise; sought out as resource by others
Comments, Compliments, and/or Constructive Criticism:


  1. Technology Use/Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands and is committed to implementing new technologies. Supports employee training and development initiatives regarding implementation of technology. Uses technology in decision making and problem solving. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
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?