Continual Improvement - Performance Management Assessment Sample #11





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, Feedback, Cultural Awareness, Managing Performance, Quality, Goals, Achievement, Regulatory/Compliance, Responsible, Developing Others

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?





Part 2: Job Competencies


Continual Improvement

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Analyzes processes to determine areas for improvement. Promotes training and development opportunities to enhance job performance. Encourages an employee culture of continuous improvement to seek out better ways of doing things.

Feedback

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Shares past experiences with others as learning opportunities. Considers other's opinion and suggestions. Seeks feedback to enhance performance.

Cultural Awareness

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is sensitive to the similarities and differences that exist between cultures. Acknowledges their own biases in cultural interactions. Seeks to reduce obstacles in communication that might arise from cultural differences.

Managing Performance

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is proactive in administering the rewards program. Ensures that OKRs are aligned with company objectives. Is consistent in disciplinary/corrective actions.

Quality

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Communicates quality standards that are easily by employees. Consistently provides timely, accurate, and reliable information on quality measures. Effectively works with Quality Control (QC) engineers.

Part 3: Core Values

Goals

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Achieves goals. Sets high expectations and goals; encourages others to support the organization. Achieves established goals.

Achievement

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Created impactful reports for the re-organization committee. Increased customer satisfaction scores for the quarter. Reduced department expenses by 25 percent.

Regulatory/Compliance

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Addresses issues quickly before they develop into major problems. Maintains a compliance data recordkeeping system. Implements internal control processes to detect misconduct or patterns of illegal transactions.

Responsible

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
...takes personal responsibility for results. Behavior is ethical and honest. Sets high personal standards of performance.

Developing Others

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Sets performance objectives for subordinates that encourages development opportunities. Tries to ensure employees are ready to move to the next level. Creates a work environment that fosters positive feedback to employees.

Part 4: 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?