Coworker Development - Performance Management Assessment Sample #6





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 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:
Co-worker Development, Responsible, Business Acumen, Entrepreneurship, Action, Continual Improvement, Managing Performance, Performance, Administrative Skill, Goals, Regulatory/Compliance

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. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets and clearly communicates expectations, performance goals, and measurements to others Works to identify root causes of performance problems Adapts coaching and mentoring approach to meet the style or needs of individuals Gives others development opportunities through project assignments and increased job responsibilities
Comments, Compliments, and/or Constructive Criticism:


  1. Responsible:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets a good example. Completes assigned work tasks. Works in a way that makes others want to work with her/him. Behavior is ethical and honest.
Comments, Compliments, and/or Constructive Criticism:


  1. Business Acumen:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Gathers essential customer data to align our products with their expectations. Able to align resources to meet the business needs of the company. Knows how to use financial information to make an impact on the organization. Keeps informed of current income and expenses.
Comments, Compliments, and/or Constructive Criticism:


  1. Entrepreneurship:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Excellent at managing relationships with stakeholders. Is comfortable operating in an environment of uncertainty. Exhibits determination and passion in completion of goals. Finds unique ways to go around barriers to success.
Comments, Compliments, and/or Constructive Criticism:


  1. Action:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes effective decisions, even when under pressure. Acts quickly to create innovative products and services. Addresses performance issues quickly. Takes responsibility for actions.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Improvement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Looks for ways to expand current job responsibilities. Analyzes processes to determine areas for improvement. Open to the suggestions from others. Looks for ways to improve work processes and procedures.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Monitors performance on a regular basis. Awards new assignments to those who are most capable. Is consistent in clearly communicating job requirements. Makes sure employees understand what is expected of them.
Comments, Compliments, and/or Constructive Criticism:


  1. Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works effectively in the department. Has great overall performance Effective in performing his/her job. ...Overall Performance
Comments, Compliments, and/or Constructive Criticism:


  1. Administrative Skill:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accurately implements contract provisions. High attention to detail. Strong organizational skills to keep the workspace and department in order Implements and uses performance measures.
Comments, Compliments, and/or Constructive Criticism:


  1. Goals:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Establishes and documents goals and objectives. 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. Sets high expectations and goals; encourages others to support the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Provides direction and oversight for the compliance department. Develops and implements a compliance data recordkeeping system. Keeps up-to-date with legislation affecting employees. Creates documents and reports as needed to maintain compliance with regulations.
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?