Continual Improvement - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Continual Improvement:
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:
Continual Improvement, Communication Skills, Bias for Action, Attitude, Leadership, Initiative, Clarity, Interpersonal Skills, Customer Focus, Global Perspective

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.

Continual Improvement

Encourages an employee culture of continuous improvement to seek out better ways of doing things. Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Analyzes processes to determine areas for improvement. Promotes training and development opportunities to enhance job performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Conveys ideas confidently and succinctly. Willing to accept feedback from others. Implements performance appraisals focused on employee development using SMART criteria Discusses ideas and concepts with peers.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Bias for Action

Seeks and utilizes opportunities for continuous learning and self-development. Conveys a sense of urgency about addressing problems and opportunities Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times). Identifies ways to simplify work processes and reduce cycle times
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Attitude

Shows by their actions that they trust in the positive intentions of others. Visibly supports and encourages diversity in style and background. Treats all people fairly and with respect. Works to eliminate unnecessary work or barriers that get in others' way.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Leadership

Recognizes individual and team accomplishments and reward them appropriately. Sets specific, measurable, and challenging goals. Able to influence others. Sets clear goals and objectives for subordinates.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Initiative

Is proactive when preparing for potential problems or critical events. Immediately informs the HR Department of any personnel complaints or issues. Independently seeks out new learning opportunities to improve their skills. Addresses small problems before they become big ones.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Clarity

Seeks to reduce ambiguity in messaging and documents. Writes clear job descriptions for positions in the organization. Clearly defines work objectives for employees. Communicates with clarity and efficiency.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Interpersonal Skills

Works diligently to assist customers in finding the right products. Applies appropriate communication techniques to the situation. Honest about owning up to mistakes made. Shows appreciation for other's work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Customer Focus

Identifies the core needs of the customer. Thoroughly understands the needs of the customer. Builds products that meet the unique needs of each customer. Is focused on improving customer services.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Global Perspective

Comfortable using teleconferencing equipment to facilitate meetings with others abroad. Sets the example for team on importance of cultural awareness. Is aware of the culture, behaviors, identities and beliefs of others. Exemplifies the skills of a global worker.
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.