Continual Learning - Performance Management Assessment Sample #6





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 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:
Continual Learning, Emotional Intelligence, Flexibility, Accountability, Management, Supervisory Skills, Achievement, Regulatory/Compliance, Partnering/Networking, Business Acumen, Company

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. Continual Learning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Views setbacks as opportunities to learn from. Sets relevant learning objectives and goals. Pursues professional development opportunities when they arise. Pursues learning that will enhance job performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Emotional Intelligence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Accurately perceives the emotional reactions of others. Is able to manage their own emotions. Is able to control their own emotions.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Continuously learning and adapting new techniques to address evolving challenges. Embraces uncertainty with confidence and creativity to find solutions amidst chaos. Fosters an inclusive learning environment where everyone feels supported, ultimately leading to stronger team cohesion and increased productivity. Exhibits exceptional adaptability in responding to unexpected challenges.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Can be counted on to do their role well. Is personally invested in the success of the organization. Accepts accountability for their work. Takes responsibility for their actions and admits mistakes openly.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is ready to offer help Sets an example for others to follow Makes you feel enthusiastic about your work Takes responsibility for things that go wrong
Comments, Compliments, and/or Constructive Criticism:


  1. Supervisory Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure employees are working toward goals set by the company. Asks employees for their input in decisions that may directly affect the team. Identifies and maximizes opportunities for continuing education for employees. Shows consistency between what they say and do.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Reduces staff turnover. Met required benchmarks for the position. Accepts setbacks and challenges as improvement opportunities Takes calculated risks to achieve higher levels of performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Performs regulatory risk management to manage the risks of compliance (or non-compliance). Implements regulatory changes in a timely manner. Trains and coordinates activies of compliance officers. Tracks employee participation in development opportunities as required by industry regulations.
Comments, Compliments, and/or Constructive Criticism:


  1. Partnering/Networking:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Uses informal networks to share information. Attends industry conferences and seminars to meet new contacts and learn from industry leaders. Seeks opportunities to collaborate across organizational boundaries. Defines a partnering strategy for identifying and selecting a partner.
Comments, Compliments, and/or Constructive Criticism:


  1. Business Acumen:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks to better understand other areas of the company, including their operations, personnel, and output. Can effectively interpret and analyze data. Understands financial terminology, statements. Calculates return on investment (ROI) for various business projects.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands the use of [Company] products and services. Follows existing procedures and processes. Understands the "basics" as to how [Company] functions/operates. Understands how decisions impact other business units beyond their immediate department of work group.
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?