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Continuous Improvement - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Continuous 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 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:
Continuous Improvement, Punctuality, Accountability, Integrity, Change Management, Managing Risk, Safety, Coaching, 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.
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  1. Continuous Improvement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets industry-leading performance standards and benchmarks. Strengthens process design to reduce defects and improve reliability. Applies Six Sigma problem-solving tools (such as DMAIC, fishbone diagrams, or Pareto analysis) to identify and eliminate process defects. Invests in doing the job right the first time.
Comments, Compliments, and/or Constructive Criticism:


  1. Punctuality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Responds to requests for information in a timely manner. Conducts appointments at scheduled start time. Avoids making personal phone calls during working hours. Invoices clients on a timely basis.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Regularly completes tasks on time. Holds employees accountable for meeting performance benchmarks. Demonstrates a commitment to taking responsibility for actions. Recognizes when a mistake is made and works to correct the issue.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes responsibility for their actions and admits mistakes. Aspires to high organizational principles to build a firm ethical culture. Does what was promised. Willing to issue product recalls if necessary.
Comments, Compliments, and/or Constructive Criticism:


  1. Change Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops plans for following through on the changes. Helps teams and department overcome hurdles to achieving necessary changes. Communicates the changes needed to the staff. Implements skills training for employees that may need additional skills to work in the changed environment.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Risk:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes steps to reduce the occurrence of the risk events. Outlines the risk management framework including responsibilities, description of the process, and guidance on evaluating risk criteria and appropriate risk responses. Determines the potential financial impact of specific risks. Establishes good controls over the process to better manage risks.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Benchmarks the organization's safety performance against peer companies in the industry. Identifies gaps in employee safety knowledge and adjusts training plans accordingly. Encourages others to attend safety training. Responds promptly to reports of unsafe conditions and resolves them effectively.
Comments, Compliments, and/or Constructive Criticism:


  1. Coaching:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps individuals explore their strengths, aspirations, and areas for growth. Creates a culture where employees feel comfortable discussing challenges without fear of judgment. Monitors the effectiveness of coaching. Encourages employees to seek coaching proactively rather than waiting for scheduled meetings.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Defines clear roles and responsibilities to reduce friction and enhance coordination Implements an EEO policy ensures that all employees are treated fairly and without discrimination. Is proud of the work done by employees in the department. Encourages open dialogue and mutual support among team members.
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?