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Conflict Management - Performance Management Assessment Sample #9





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, Collaboration, Co-worker Development, Strategic Focus, Fiscal Management, Creativity, Passion to Learn, Punctuality, Innovation, Juggling Multiple Responsibilities

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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Conflict Management

Explores the feasibility of alternative solutions to resolve conflicts. Seeks to maintain positive relationships with coworkers. Clearly expresses expectations to others. Able to settle disputes equitably.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Collaboration

Shares insights, innovations, and resources to enhance efficiency. Views others as valued partners. Develops networks and builds alliances with employees throughout the company. Defines shared goals with the committee members.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Takes immediate action on poor performance Sets and clearly communicates expectations, performance goals, and measurements to others Adapts coaching and mentoring approach to meet the style or needs of individuals Gives others development opportunities through project assignments and increased job responsibilities
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Focus

Monitors company performance and makes adjustments to the strategic plan as needed. Creates values statement to ensure all employees are working under the same guiding principles. Makes strategic changes to stay ahead of changes in the business environment. Creates a strategy to achieve departmental objectives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Fiscal Management

Ensures others follow the correct rules and regulations on fiscal matters. Monitors expenses and verifies the need for items purchased. Provides budgeting and accounting support to the Company. Develops budgets and plans for various programs and initiatives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Adds value to the department/organization. Develops solutions to challenging problems. Is creative and inspirational. Inspires creativity in their team.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Passion To Learn

Will participate in training classes even if offered outside of normal working hours. Takes initiative for own learning and development. Creates an environment that supports personal development and exploration. Enjoys learning new skills and techniques.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Punctuality

Invoices clients on a timely basis. Conducts appointments at scheduled start time. Responds to requests for information in a timely manner. Avoids making personal phone calls during working hours.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Innovation

Focuses innovation on the core products or services offered. Is open to innovative ideas. Effective in bringing up new ideas. Creates new and imaginative approaches to work-related issues.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Juggling Multiple Responsibilities

Begins tasks as soon as possible. Observes, analyzes, and responds to merchandise needs while serving customers and accomplishing operational tasks. Keeps track of multiple assignments and deadlines. Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates.
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?