Continual Learning - Performance Management Assessment Sample #9





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, Feedback, Adaptability, Action, Delegation, Quality, Goals, Juggling Multiple Responsibilities, Clarity, Trustworthy, Co-worker Development, Negotiation, 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?


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.

Continual Learning

Takes charge of their training and skills enhancement. Takes the initiative to learn new skills. Builds on their strengths while addressing their weaknesses. Pursues professional development opportunities when they arise.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Feedback

Shares past experiences with others as learning opportunities. Seeks feedback to enhance performance. Accepts the views of others. Is visible and approachable.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Adaptability

Adjusts plans as needed based on changing conditions. Adjusts priorities to changing business goals. Adjusts tactics and strategies. Able to work effectively with new people and new teams.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Action

Takes action when opportunities arise. Works quickly to get the job done. Changes course to meet the needs of a new situation. Anticipates critical incidents in the department and takes steps to mitigate their effect.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Delegates authority and responsibility to subordinates and holds them accountable for their actions. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Allows subordinates to use their own methods and procedures. Encourages and empowers subordinates to use initiative in achieving goals and objectives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Quality

Addresses barriers to successfully implementing quality standards. Always strives to produce the highest quality work products. Implements standardized and data driven quality processes/procedures. Able to create quality initiatives to be implemented organization-wide.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Goals

Understands & contributes to development of strategic goals. Conducts timely follow-up; keeps others informed on a need to know basis. Goal Setting Establishes and documents goals and objectives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Juggling Multiple Responsibilities

Uses a scheduler/planner to keep tasks organized and on time. Spends the most time and effort on critical tasks first. Assigns tasks based on skills of team members. 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:

Clarity

Is clear about the roles and duties of team members. Seeks to reduce ambiguity in messaging and documents. Communicates with clarity and efficiency. Communicates ideas and facts clearly and effectively in writing.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Trustworthy

Consistently keeps commitments. Delivers on promises made. Takes ownership, delivers on commitments Demonstrates congruence between statements and actions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Provides ongoing feedback to co-workers on their development progress Takes immediate action on poor performance Sets and clearly communicates expectations, performance goals, and measurements to others Gives others development opportunities through project assignments and increased job responsibilities
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Knows the BATNA (Best Alternative to a Negotiated Agreement) and is prepared to walk away if core interests are not met. Stays well-informed about the issues and priorities. Creates a constructive atmosphere, building a positive relationship for cooperative negotiations. Keeps the negotiations constructive and focused on problem-solving rather than conflict.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Others

Works across boundaries within the organization. Consistently demonstrates ability and willingness to trust others. Constructively receives criticism and suggestions from others. Includes others in the decision making processes.
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?