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Cultural Awareness - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Cultural Awareness:
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:
Cultural Awareness, Creativity, Feedback, Attitude, Managing Performance, Decision Making, Innovation, Achievement, Clarity, Recognition

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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Cultural Awareness

Functions effectively within various cultural contexts. Respects the views offered by individuals with different cultural backgrounds. Understands the impact that our culture may have on interactions between individuals. Is open and honest in communications with individuals from other cultures.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Develops solutions to challenging problems. Is creative. Conceives, implements and evaluates ideas. Adds value to the department/organization.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Feedback

Actively seeks feedback from others. Is visible and approachable. Seeks feedback to enhance performance. Asks others for their ideas and opinions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Attitude

Builds open and trusting relationships. Is gracious and professional in their interactions with others. Shows by their actions that they trust in the positive intentions of others. Contributes to a positive and fun work environment.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Informs the employee of the required sales/production targets. Uses existing performance frameworks to define measures of performance. Measures job performance of subordinates against defined goals and objectives. Informs team members how their performance compares to stated goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Formulates imaginative decisions. Acts confidently in the absence of guidance. Has a good rapport other people which is helpful in making decisions on the team. Makes good decisions for the department.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Innovation

Challenges assumptions about the way things work. Analyzes current procedures and identifies opportunities for improvement. Seeks innovative ways to change, grow, and improve the company. Searches for opportunities and innovative ways to improve the organization.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Achievement

Set high standards in their performance Is determined to complete tasks regardless of obstacles that may occur. Increased customer satisfaction scores for the quarter. Completes work to a high technical standard
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Clarity

Makes sure employees understand why they were given certain assignments. Is clear about the roles and duties of team members. Clearly explains responsibilities to individuals. Clearly defines work objectives for employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Recognition

Makes people around them feel appreciated and valued. Compliments other people when they do good work Reinforces and rewards employees for accomplishing necessary goals. Recognizes individuals for a specific outstanding achievement.
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.