hr-survey.com

Cultural Awareness - Performance Management Assessment Sample #6





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 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:
Cultural Awareness, Flexibility, Management, Establishing Focus/Direction, Decision Making, Quality, Results Oriented, Safety, Collaboration, Negotiation, Others

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.
Edit this Survey
Would you like to edit this survey? Click here to begin.


  1. Cultural Awareness:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Hires individuals with different cultural backgrounds for the department. Views diversity as a strength, not as an issue. Actively listens to other employees' stories about their culture. Encourages a work environment where individual differences are valued.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adapts workflows according to changing needs. Embraces issues as opportunities to learn and grow. Fosters an inclusive learning environment where everyone feels supported, ultimately leading to stronger team cohesion and increased productivity. Can handle changes without complaining.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes you feel enthusiastic about your work Sets an example for others to follow Is ready to offer help Takes responsibility for things that go wrong
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains self-control when personally criticized. Makes sure that employees understand and identify with the team's mission. Maintains focus when handling several problems or tasks simultaneously. Sets appropriate goals for employees.
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is confident in the decisions they make. Carefully evaluates information before making an important decision. Views the issues from multiple perspectives before making a decision. Exercises good judgment by making sound and informed decisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Addresses barriers to successfully implementing quality standards. Leads the department in quality improvement initiatives. Corrects issues in a timely manner. Regularly measures product specifications to ensure uniformity and quality control.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Explains the "whys" behind organizational objectives Makes changes to the plans if it will result in increased output. Motivated by a strong desire to exceed performance standards. Willing to take on new assignments to help increase production.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Supports our company's safety programs. Develops a strong safety culture. Ensures compliance with safety regulations. Seeks to reduce the likelihood of accidents.
Comments, Compliments, and/or Constructive Criticism:


  1. Collaboration:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops networks and builds alliances with employees throughout the company. Includes all stakeholders in the decision making process. Considers the views of other colleagues and associates. Encourages diversity of opinions and ideas.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates emotional stability to facilitate productive problem-solving and relationship building. Bases arguments on objective standards or criteria, such as market value, legal standards, or expert opinions. Effectively sets the tone and agenda, creates rapport, and builds momentum at the start of negotiations. Able to express themselves in a clear, convincing, and logical manner.
Comments, Compliments, and/or Constructive Criticism:


  1. Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Supports the efforts of other employees in implementing solutions to problems. Forms working relationships with employees from other departments. Consistently demonstrates ability and willingness to trust others. Respects the opinions of other employees.
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?