Creativity - Performance Management Assessment Sample #1





Performance Management System:

Performance Assessments that include Creativity:
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.


Part 1: Skills and Accomplishments


  1. Please list of your significant accomplishments and any team projects you completed during this evaluation period. Be sure to include a description of the purpose of each project and your specific contributions.
  2. This information will help us recognize your efforts and understand the impact of your work.



  3. Please detail any professional development activities you have engaged in, such as
    college courses, additional training, seminars, and trade magazine readings.



  4. What do you consider your greatest strengths in your current job?



  5. Which areas of your performance at the company do you feel need improvement?





Part 2: Job Competencies

Rating Scale:

5: ExceptionalPerformance 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.
4: Very GoodThe employee consistently exhibits strong performance across nearly all competencies, skills, and responsibilities. They often surpass expectations when executing their tasks, with minimal preventable or controllable errors. Furthermore, they make significant contributions to their team(s) and are highly regarded and sought after within their team(s).
3: 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.
2: Needs ImprovementThe employee falls short of the high expectations for this competency and does not sufficiently achieve assigned task objectives or fulfill all responsibilities. The employee has not demonstrated sustained improvement or maintained the necessary skill set. Performance must improve within the specified time frame set by the manager.
1: 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.

Creativity

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Inspires creativity in their team. Creates a lot of new ideas. Adds value to the department/organization.

Action

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Takes action in critical situations. Is proactive in developing solutions to problems. Focuses on tasks without being distracted.

Leadership

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Leads team to set goals, solve problems, and accomplish tasks. Takes ownership and accountability for results Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.

Managing Performance

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Makes sure employees understand what is expected of them. Provides employees with training as needed to increase their performance. Holds employees accountable for meeting performance expectations.

Administrative Skill

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Accurately implements contract provisions. Takes responsibility for decisions. Has strong technical/computer skills.

Juggling Multiple Responsibilities

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Avoids bottlenecks in progress by assigning multiple individuals to critical tasks. Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables. Assesses current capabilities before committing to new requests from customers.

Technology Use/Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Supports employee training and development initiatives regarding implementation of technology. Supports technical training and development of employees. Applies complex rules and regulations to maintain optimal system performance.

Responsible

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Sets high personal standards of performance. Sets a good example Works in a way that makes others want to work with her/him.

Developing Others

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Develops employees by offering and encouraging them to take on new or additional responsibilities. Creates opportunities for professional development. Assesses employees' developmental needs.

Conflict Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Persuades individuals to alter their underlying work behaviors which may have led to the conflict. Does not let minor issues escalate into major problems. Encourages team members to express their ideas and concerns openly.

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?