Coworker Development - Performance Management Assessment Sample #9





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, Responsible, Teamwork, Strategic Focus, Vision, Continual Improvement, Management, Administrative Skill, Decision Making, Commitment To Result

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.

Co-worker Development

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

Responsible

Holds herself / himself accountable to goals / objectives Acts as a resource without removing individual responsibility. Sets a good example Responsible for setting the vision of the department.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Gives constructive advice to other team members. Appreciates the input from other team members. Helps the team make effective business decisions by ensuring the correctness of Company's reports/resources. Coaches team on how to solve problems, plan, and meet organizational goals and objectives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Focus

Makes strategic decisions to optimize the returns on capital investments. Identifies the role of each department in meeting the strategic goals. Aligns projects to the strategic goals of the company. Understands how to grow the business and increase customers.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Inspires individuals to achieve success by clearly communicating the organization's vision and motivating them to align their personal goals with this vision. Skilled in developing and realizing a comprehensive organizational vision. Develops a vision to inspire collective action. Inspires employees to support the departmental vision.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Looks for ways to expand and learn new job skills. Promotes training and development opportunities to enhance job performance. Analyzes processes to determine areas for improvement. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Management

Takes responsibility for things that go wrong Makes you feel enthusiastic about your work Delegate tasks effectively Keep staff informed about what is happening in the company
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Administrative Skill

Enthusiastic about taking on challenging projects. High attention to detail. Takes responsibility for decisions. Has strong technical/computer skills.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Is confident in the decisions they make. Exercises good judgment by making sound and informed decisions. Views the issues from multiple perspectives before making a decision. Willing to consider information from other sources.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Commitment To Result

Creates a sense of urgency among the store team members to complete activities, which drive sales. Coordinates all department activities into a cohesive team effort. Encourages commitment in others to obtain results. Maintains persistence and dedication to achieving results.
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?