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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.
Edit this Survey
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Co-worker Development

Provides ongoing feedback to co-workers on their development progress 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
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Responsible

Behavior is ethical and honest. ...takes personal responsibility for results. Sets a good example Responsible for setting the vision of the department.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Facilitates good rapport between team members. Able to work closely other team members who are considered to be difficult to work with. Fosters respect and understanding among team members Makes decisions that positively impact team performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Focus

Makes sure employees understand the strategy and goals. Makes strategic decisions that take into account a dynamic situation. Detects changes in the environment and updates the strategic plan to address new opportunities or threats. Maintains a strategic focus on external factors impacting the success of the company.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Cultivates an environment that embodies the department's vision. Able to see trends in the business environment. Transforms the current vision into clear objectives and a strategic roadmap. Is able to diagnose issues and problems and to create a vision for their solutions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Looks for ways to improve work processes and procedures. Promotes training and development opportunities to enhance job performance. Analyzes processes to determine areas for improvement. Looks for ways to expand and learn new job skills.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Management

Takes responsibility for things that go wrong Makes you feel enthusiastic about your work Keep staff informed about what is happening in the company Is ready to offer help
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Administrative Skill

Accurately implements contract provisions. Enthusiastic about taking on challenging projects. Strong organizational skills to keep the workspace and department in order Implements and uses performance measures.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Gathers information before making a decision. Comes across as confident, decisive, and resilient Makes decisions based on novel interpretations of the facts. Facilitates meetings with others to try to consider alternative courses of action.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Commitment To Result

Able to focus on a task even when working alone. Committed to the team. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Coordinates all department activities into a cohesive team effort.
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?