Continual Learning - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Continual Learning:
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 Learning, Managing Performance, Creativity, Action, Performance, Problem Solving, Change Management, Technology Use/Management, Excellence, Responsible, Coaching, Recognition

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 Learning

Seeks opportunities to grow in skills and knowledge. Participates in regular training offered. Builds on their strengths while addressing their weaknesses. Shares best practices with others and learns from others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Plans and sets work expectations. Rewards individuals who show imagination in developing creative solutions to problems. Uses established criteria for measuring job performance. Establishes standards for expected performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Adds value to the department/organization. Creates a lot of new ideas. Is creative. Is creative and inspirational.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Action

Is the first to volunteer for assignments. Takes advantage of changes to the current situation. Takes corrective action when necessary. Completes tasks despite obstacles encountered.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Performance

Works effectively in the department. Shown significant improvement in job performance. Has great overall performance Effective in performing his/her job.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Problem Solving

Understands the root causes of problems. Able to balance the needs of different people in a solution to a problem. Ability to solve problems at root cause rather than at symptom level. Makes judgments based upon relevant information.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Change Management

Effective in dealing with ambiguous and challenging situations. Works cooperatively with others to implement changes. Supports new initiatives for organizational changes to improve effectiveness. Inspires others to accept changes.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Supports employee training and development initiatives regarding implementation of technology. Maximizes the use of new technology to deliver products and services. Supports technical training and development of employees. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Excellence

Takes a lot of pride in their work. Demonstrates the functional or technical skills necessary to do their job. Produces high quality work. Can be counted on to add value wherever they are involved.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Responsible

Holds herself / himself accountable to goals / objectives Acts as a resource without removing individual responsibility. Is a person you can trust. Behavior is ethical and honest.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Coaching

Provides clear, motivating, and constructive feedback. Meets regularly with employees to coach them on areas that will enhance their performance Addresses employee behavior problems effectively. Conducts regular performance appraisals and feedback.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Recognition

Makes people around them feel appreciated and valued. Compliments other people when they do good work Finds opportunities to recognize others. Recognizes team members who offer a significant contribution to a project.
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.