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Developing Others - Performance Management Assessment Sample #9





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 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:
Developing Others, Empowering Others, Trustworthy, Teamwork, Company, Communication Skills, Professional Development, Emotional Intelligence, Time Management, Commitment To Result, Managing Risk

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.
Edit this Survey
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Developing Others

Encourages employees through recognition of positive changes in behavior. Tries to ensure employees are ready to move to the next level. Is open to receiving feedback. Develops employees by offering and encouraging them to take on new or additional responsibilities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Empowering Others

Gives employees the resources they need to complete the job. Recognizes the importance of a healthy work/life balance. Allows individuals to be responsible for their decisions. Delegates authority to employees and allows them to make their own decisions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Trustworthy

Takes ownership, delivers on commitments Seeks to mitigate grievances by clarifying intentions and finding suitable remedies. Builds and maintains the trust of others. Demonstrates congruence between statements and actions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Is able to accurately paraphrase and summarize what other team members have said. Works with other team members to achieve objectives. Encourages teamwork and collaboration. Supports open communication between team members.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Company

Impresses upon others the important aspects of [Company]. Understands the "basics" as to how [Company] functions/operates. Understands the use of [Company] products and services. Expresses loyalty and dedication to [Company] in interactions with others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Delivers well-prepared, informed, poised and succinct presentations. Effectively engages with everyone from the CEO to external partners. Is professional at all times--never ridiculing, mocking or undermining peers or subordinates. Checks for understanding throughout conversations or group presentations/discussions
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Quickly acquire and apply new knowledge and skills when needed Keep themselves up-to-date of technical/professional issues Demonstrate enthusiasm and a willingness to learn new skills and knowledge Allows employees to fully participate in employee training and professional development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Accurately perceives the emotional reactions of others. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Is attentive to emotional cues and interprets others' feelings correctly. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Time Management

Prioritizes new tasks according to their relative importance. Remains dedicated to completing high priority work. Consistently achieves production targets on time. Stays undistracted by personal devices while on the clock.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Commitment To Result

Coordinates all department activities into a cohesive team effort. Willing to do whatever it takes-not afraid to have to put in extra effort. Encourages commitment in others to obtain results. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Risk

Integrates risk management into strategic decision making. Able to adapt quickly to changing situations. Prioritizes risks to act on critical issues first. Seeks specific risks that will create opportunities to advance the department/company.
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?