Decision Making - Performance Management Assessment Sample #11





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, Creativity, Professional Development, Performance, Innovation, Excellence, Collaboration, Co-worker Development, Entrepreneurship, Planning

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?





Part 2: Job Competencies


Decision Making

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is able to learn from mistakes. Defines what constraints must be met for the decision making process. Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently

Creativity

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is creative. Is creative and inspirational. Develops solutions to challenging problems.

Professional Development

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Seeks opportunities for professional development. Contributing fully to the extent of their skills Encourages employees to take courses relevant to their job.

Performance

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Effective in performing his/her job. Sets a high standard for job performance. Has great overall performance

Innovation

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Solves problems with insight and understanding. Creates improved methods or solutions for meeting goals and objectives. Challenges current procedures to develop other alternatives.

Part 3: Core Values

Excellence

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Keeps themselves and others focused on constant improvement. Produces high quality work. Demonstrates the functional or technical skills necessary to do their job.

Collaboration

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Builds consensus among partners. Develops networks and builds alliances across departments. Maintains strong relationships with suppliers to ensure quality standards are met.

Co-worker Development

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Sets and clearly communicates expectations, performance goals, and measurements to others Takes immediate action on poor performance Provides ongoing feedback to co-workers on their development progress

Entrepreneurship

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is comfortable operating in an environment of uncertainty. Understands the processes and various stages of business development. Balances risks and rewards when making decisions.

Planning

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Sets up and monitors timeframes and plans Able to look ahead (beyond the present) when addressing the work/needs of the department. Makes plans and follows through.

Part 4: 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?