Developing Others - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Developing Others:
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:
Developing Others, Organizational Fluency, Creativity, Feedback, Cultural Awareness, Performance, Commitment To Result, Managing Risk

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. Developing Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assesses employees' developmental needs. Supports the successes of other employees. Creates opportunities for professional development. Is open to receiving feedback.
Comments, Compliments, and/or Constructive Criticism:


  1. Organizational Fluency:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Effective in communicating with others within the organization. Anticipates problems that may affect the department. Able to use corporate politics to advance department objectives. Able to deal with sensitive issues with tact and professionalism.
Comments, Compliments, and/or Constructive Criticism:


  1. Creativity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adds value to the department/organization. Develops solutions to challenging problems. Conceives, implements and evaluates ideas. Is creative.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Asks others for their ideas and opinions. Looks to others for input. Open to the suggestions of others. Is visible and approachable.
Comments, Compliments, and/or Constructive Criticism:


  1. Cultural Awareness:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Respects others regardless of age, race, gender, nationality, or disability. Seeks clarification to avoid misunderstandings. Treats others with dignity and respect. Is aware of cultural differences in business etiquette.
Comments, Compliments, and/or Constructive Criticism:


  1. Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets a high standard for job performance. ...Produce Quality Able to organize work. Has great overall performance
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains persistence and dedication to achieving results. Able to focus on a task even when working alone. Coordinates all department activities into a cohesive team effort. Committed to the team.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Risk:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Integrates risk management into strategic decision making. Develops policies to address risk situations in the workplace. Determines the proper tools to efficiently manage the risk. Uses risk data to generate insights and drive strategic decisions.
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?