Delegation - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Delegation:
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:
Delegation, Decision Making, Adaptability, Establishing Focus/Direction, Managing Performance, Quality, Results Oriented, Interpersonal Skills, Empowering Others, 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. Delegation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Allows employees to decide how they wish to complete the tasks. Encourages and empowers subordinates to use initiative in achieving goals and objectives. Allows subordinates to use their own methods and procedures. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands how different perspectives can help make better informed decisions. Gathers information before making a decision. Stays focused on the main objective when making decisions. Receptive to new ideas from others when making decisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Adaptability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Can take on new assignments. Responsive to the needs of others. Adjusts plans to meet new situations. Willing to change ideas or perceptions based on new information or contrary evidence which is presented.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains focus when handling several problems or tasks simultaneously. Sets appropriate goals for employees. Helps guide employees with prioritizing tasks. Maintains self-control when personally criticized.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Administers the performance rewards program in a fair and equitable manner. Routinely holds audits of performance on a weekly or monthly basis. Plans and sets work expectations. Uses pre-established key benchmarks to measure performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Quickly addresses changes in quality of the products. Creates quality improvement programs and processes. Promotes quality improvement practices in the department. Competently and accurately analyzes quality measures.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Recognizes the problem that needs to be solved. Achieves long and short-term goals. Always willing to help coworkers to keep productions levels high. Determines the proper order for completion of the tasks.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Considers the other individual's point of view. Demonstrates positive behaviors for others to follow. Takes time to recognize the efforts of others. Is someone you can trust.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Gives responsibility for making important decisions to employees. Allows employees to participate in the workload of the department. Provides opportunities for employee development and growth. Avoids micromanaging their employees.
Comments, Compliments, and/or Constructive Criticism:


  1. Teamwork:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Shows respect for other team members. Is committed to the success of the team. Facilitates good rapport between team members. Demonstrates a willingness to work with the team.
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?