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Decision Making - Performance Management Assessment Sample #9





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.


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.
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Decision Making

Evaluates information before making a final decision. Carefully evaluates information before making an important decision. Considers the ethical implications of decisions. Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Time Management

Uses time efficiently to achieve higher productivity. Avoids spending time on non-work related activities. Makes the most of limited time available. Achieves more through effective time management.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Shares important information with others. Listens to others' points of view with an open mind Articulates ideas clearly and assertively. Maintains eye contact to foster direct communication.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Bias for Action

Completes a large volume of work. Identifies ways to simplify work processes and reduce cycle times Completes work on time Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Is able to control their own emotions. Is able to express themselves clearly. Able to understand others' points of view.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Sets performance expectations that are clear, specific and concise. Creates several measures of success for each goal. Assigns tasks and responsibilities and holds employees accountable for actions. Rewards exceptional individuals with additional responsibilities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Interpersonal Skills

Takes time to recognize the efforts of others. Respects other members of the team/department. Effectively manages conflicts by dealing with them directly and immediately Offers praise to colleagues who have successfully completed major projects.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Responsible

Sets a good example Works in a way that makes others want to work with her/him. Sets high personal standards of performance. Behavior is ethical and honest.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Insight

Identifies potential problems before they become critical incidents. Creates strategic plans to develop and promote organizational and area strengths, as well as to address weaknesses based on insight from surveys. Inspires employees to adopt the strategic plan. Ensures that the department's goals are strategically aligned with the company's goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Global Perspective

Accepts setbacks and challenges in foreign markets as improvement opportunities Is able to work with individuals having different backgrounds and cultures. Comfortable using teleconferencing equipment to facilitate meetings with others abroad. Is aware of the culture, behaviors, identities and beliefs of others.
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?