Decision Making - Performance Management Assessment Sample #6





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 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:
Decision Making, Communication Skills, Accountability, Integrity, Quality, Technology Use/Management, Collaboration, Responsible, Negotiation, Teamwork

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.

  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes creative decisions. Determines the costs and potential benefits of decisions. Performs a cost/benefit analysis before making a decision. Examines for patterns in data to help predict future possibilities.
Comments, Compliments, and/or Constructive Criticism:


  1. Communication Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Presents information in a clear and logical format. Ready to offer feedback, even if it involves tough critiques. Articulates ideas clearly and assertively. Makes eye contact with the person they are speaking with.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accepts accountability for their work. Works diligently for the success of the team. Ensures that employees are compensated fairly and in accordance with established policies. Ensures that employee objectives are aligned with the organization's objectives.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates sincerity in actions with others. Fosters an environment built upon trust. Does what was promised. Establishes relationships of trust, honesty, fairness, and integrity.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Communicates quality standards that are easily by employees. Always strives to produce the highest quality work products. Reflects on what is working and what could be improved. Quickly addresses changes in quality of the products.
Comments, Compliments, and/or Constructive Criticism:


  1. Technology Use/Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Uses technology in decision making and problem solving. Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Adopts the implementation of new technology into the workplace. Supports technical training and development of employees.
Comments, Compliments, and/or Constructive Criticism:


  1. Collaboration:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Effectively uses digital tools do you use to improve collaboration in the department. Readily shares information with other group members. Encourages open communication to support a collaborative environment. Is a trustworthy and credible partner.
Comments, Compliments, and/or Constructive Criticism:


  1. Responsible:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets a good example Responsible for setting the vision of the department. Is a person you can trust. Completes assigned work tasks.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands the motivations of the other party. Adjusts methods to suit the current situation. Stays composed and counters aggressive negotiation tactics by reframing unreasonable proposals or actions. Creates a decisive, team-oriented environment; clarifies goals; and outlines a strategic agenda.
Comments, Compliments, and/or Constructive Criticism:


  1. Teamwork:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to work closely other team members who are considered to be difficult to work with. Coaches team members to work toward a common goal. Takes the time to actively listen to other team member's perspectives. Joins with other team members to brainstorm solutions to the problem.
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?