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Coworker Development - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Coworker Development:
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:
Co-worker Development, Trustworthy, Conflict Management, Entrepreneurship, Global Perspective, Adaptability, Continual Learning, Attitude, Analytical, Goals

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.
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Co-worker Development

Provides ongoing feedback to co-workers on their development progress Adapts coaching and mentoring approach to meet the style or needs of individuals Takes immediate action on poor performance Sets and clearly communicates expectations, performance goals, and measurements to others
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Trustworthy

Is trustworthy; is someone I can trust. Seeks to mitigate grievances by clarifying intentions and finding suitable remedies. Communicates an understanding of the other person's interests, needs and concerns. Works in a way that makes others want to work with her/him.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Conflict Management

Settles disputes with agreement from both parties. Strives to ensure that all basic needs are met, resulting in mutual benefits for both parties. Avoids being judgmental and micromanaging of employees. Possesses the necessary skills to manage conflict and relationships.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Entrepreneurship

Able to adapt the department to changing business demands and climate. Has a strategic awareness on how to promote the organization. Can work effectively in an environment of uncertainty. Devotes a certain amount of time and effort to developing new business opportunities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Global Perspective

Has positive interactions with individuals from different cultures and backgrounds. Demonstrates working knowledge of global transactions. Sets the example for team on importance of cultural awareness. Forms strong client relationships with international partners.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Adaptability

Able to adjust to changing environments. Will stop what they are doing to help colleagues in need. Able to work effectively with new people and new teams. Embraces change and fosters an open-minded environment.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Learning

Builds on their strengths while addressing their weaknesses. Participates in regular training offered. Shares best practices with others and learns from others. Takes the initiative to learn new skills.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Attitude

Contributes to a positive and fun work environment. Works to eliminate unnecessary work or barriers that get in others' way. Treats all people fairly and with respect. Builds open and trusting relationships.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Analytical

Considers the context in which information was produced. Able to project future data points based on historical data. Seeks to understand where potential problems may occur. Selects the appropriate techniques for analysis.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Goals

Goal Setting Conducts timely follow-up; keeps others informed on a need to know basis. Makes sure that I have a clear idea of our group's goals. Achieves goals.
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.