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Cultural Awareness - Performance Management Assessment Sample #9





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, Accountability, Continual Improvement, Establishing Focus/Direction, Project Management, Time Management, Results Oriented, Teamwork, Business Acumen, Vision

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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Cultural Awareness

Values the diverse perspectives from others. Understands how their own cultural background can impact the way they communicate and interact with others. Treats others with dignity and respect. Respects the views offered by individuals with different cultural backgrounds.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Accountability

Demonstrates a commitment to taking responsibility for actions. Informs the supervisor if progress on the task has been delayed. Takes ownership of mistakes and learns from them. Informs supervisor of progress without having to be asked about it.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Looks for ways to improve work processes and procedures. Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Analyzes processes to determine areas for improvement. Looks for ways to expand and learn new job skills.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Functions well under stress, deadlines, and/or significant workloads. Aligns the department's goals with the goals of the organization. Sets appropriate goals for employees. Stays focused even when under pressure and stress.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Anticipates potential problems and institutes controls and contingency plans to address them. Creates a vision for execution of the project to ensure coordination across all teams. Develops action items, workplans, timelines, and criteria for projects. Creates a risk management plan and periodically updates it as the project moves forward.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Time Management

Emphasizes punctuality in the department and makes sure employees know they are expected to be on time. Stays focused on the most important tasks that need completed. Able to get the important jobs done on time. Rarely misses deadlines; often producing results before expected.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Results Oriented

Achieves high levels of performance. Has a strong result orientation. Pursues performance benchmarks despite obstacles and setbacks. Makes changes to the plans if it will result in increased output.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Considers the impact and implications of decisions on the team. Takes the time to listen to the team's ideas. Expresses appreciation for the work of other team members. Able to work closely other team members who are considered to be difficult to work with.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Business Acumen

Understands and applies business and financial principles. Assists others in better understanding the company's operations, goals, and strategic challenges. Exhibits behavior that is consistent with the vision, mission, and core values of the organization Ensures employees have easy access to relevant information.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Provides staff with the necessary resources, authority, and support to effectively implement and achieve the organization's vision. Defines an ideal image for what the department should look like in the future. Provides vision and strategies to the team. Is adept at identifying underlying problems within the organization and is capable of envisioning innovative and effective solutions to address these issues.
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?