Decision Making - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Decision Making:
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:
Decision Making, Leadership, Persuasion and Influence, Clarity, Collaboration, Negotiation, 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 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.

Decision Making

Gathers information before making a decision. Has a good rapport other people which is helpful in making decisions on the team. Remains focused on the immediate goal when making decisions. Does not lose sight of the big picture when making decisions
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Leadership

Expresses clear goals and objectives. Leads team to set goals, solve problems, and accomplish tasks. Takes ownership and accountability for results Highly effective supervisor.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Persuasion and Influence

Seeks to obtain consensus or compromise. Attempts to persuade others rather than simply control them. Understanding what others need. Able to express own goals and needs.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Clarity

Clearly explains the vision and goals of the company. Makes sure employees understand why they were given certain assignments. Clarifies problems and their causes to help employees correct them. Maintains clarity in goals and objectives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Collaboration

Works with others to achieve common objectives. Shares knowledge, ideas and resources to achieve quicker success. Clearly articulates the importance of collaboration in the department's values and vision. Works cooperatively with others to solve problems.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Able to say "no" when it is essential to maintaining quality and high standards. Influences others through rational argument and persuasion. Maintains communication channels between parties in the negotiation. Listens to all sides without bias and makes fair decisions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Business Acumen

Aware of regulations that impact our business. Understands the costs, profits, markets, and added value of issues. Is up-to-date with regulatory guidelines and policies. Asks the 'right' questions to size up or evaluate situations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Able to formulate and implement a vision for the future of the department. Detects problems early on and creates well-thought-out solutions to ensure the company continues to progress smoothly. Works to support the strategy of [Company] Crafts a compelling vision that motivates employees to align their efforts with the organization's goals.
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.