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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.
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  1. Delegation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Entrusts subordinates with important tasks. Allows employees to decide how they wish to complete the tasks. Sets clear and reasonable expectations for others and follows through on their progress.
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Facilitates meetings with others to try to consider alternative courses of action. Stays focused on the main objective when making decisions. Takes into account the impact decisions will have on others. Open to the suggestions from subordinates.
Comments, Compliments, and/or Constructive Criticism:


  1. Adaptability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to work effectively with new people and new teams. Handles unexpected events without a loss of productivity. Able to quickly learn new ways of performing their job. Adapts to changes in team membership.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure that employees understand and identify with the team's mission. Sets appropriate goals for employees. Helps guide employees with prioritizing tasks. Stays focused even when under pressure and stress.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Monitors progress to ensure performance goals are being met. Is consistent in clearly communicating job requirements. Determines the operational standards needed for performance of the job. Ensures the eligibility of the proposed award recipient.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Competently and accurately analyzes quality measures. Successfully implements quality controls within the department. Promotes quality improvement practices in the department. Identifies strategies and their associated risks to improve quality.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Has a positive attitude that encourages others to continue supporting the production goals. Sets benchmarks and milestones to measure progress toward the objectives. Achieves high levels of performance. Has a strong result orientation.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates good communication with colleagues and customers. Values the opinions of others. Effectively manages conflicts by dealing with them directly and immediately Creates an atmosphere that supports the open expression of ideas
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets goals to allow the employee to have more autonomy over their work. Encourages employees to solve problems on their own. Allows employees to take on more responsibilities. Set clear goals for assignments.
Comments, Compliments, and/or Constructive Criticism:


  1. Teamwork:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates opportunities to learn with other team members Willing to listen to the ideas of other team members. Builds a strong rapport with team members. Fosters teamwork rather than individual competition
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?