hr-survey.com

Customer Focus - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Customer Focus:
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:
Customer Focus, Interpersonal Skills, Strategic Focus, Passion to Learn, Continual Learning, Professional Development, Delegation, Analytical, Quality

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. Customer Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is competent in handling customer cases. Anticipates problems that the customer may encounter. Makes sure team members understand the issues faced by the customer. Ensures commitments made to customers are completed to the customer's satisfaction.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assists employees that need help. Provides constructive feedback in a way that fosters acceptance and development. Is a highly respected individual in the company. Appreciates the extra efforts made by coworkers.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Exploits resources and capabilities strategically to increase production and responsiveness. Identifies bottlenecks in the production process and develops strategies to correct these issues. Identifies ways in which the company is better able to meet the customers' needs than rivals. Assigns individuals the responsibility of keeping track of progress toward achieving milestones.
Comments, Compliments, and/or Constructive Criticism:


  1. Passion To Learn:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is open to feedback from others. Inspires others to learn new things. Is committed to enhancing their own knowledge and skills. Demonstrates through personal behavior the commitment to high standards of performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Learning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Participates in regular training offered. Sets relevant learning objectives and goals. Pursues professional development opportunities when they arise. Views setbacks as opportunities to learn from.
Comments, Compliments, and/or Constructive Criticism:


  1. Professional Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Keep themselves up-to-date of technical/professional issues Demonstrate enthusiasm and a willingness to learn new skills and knowledge Encourages employees to take courses relevant to their job. Allows employees to fully participate in employee training and professional development.
Comments, Compliments, and/or Constructive Criticism:


  1. Delegation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Entrusts subordinates with important tasks. Assigns tasks to create learning opportunities for the employees. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Defines the roles, responsibilities, required actions, and deadlines for team members.
Comments, Compliments, and/or Constructive Criticism:


  1. Analytical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Presents data in a format that makes comparisons easier. Tests hypotheses and validates theories through empirical evidence. Evaluates the integrity and comparability of data and identifies existing gaps. Evaluates evidence objectively, regardless of whether it supports or contradicts current ideas.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Holds employees accountable for their quality of work. Able to create quality initiatives to be implemented organization-wide. Addresses barriers to successfully implementing quality standards. Promotes quality improvement practices in the department.
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?