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.

Developing Others

Sets performance objectives for subordinates that encourages development opportunities. Assigns tasks and responsibilities to develop skills of others. Supports the successes of other employees. Creates a work environment that fosters positive feedback to employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Empowering Others

Allows for flexibility in the working hours. Motivates and encourages employees to be successful in their jobs. Fosters a sense of ownership and accountability for the process/product. Trusts employees are able to complete assigned tasks.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Trustworthy

Works in a way that makes others want to work with her/him. Builds and maintains the trust of others. Takes ownership, delivers on commitments Is trustworthy; is someone I can trust.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Considers the impact and implications of decisions on the team. Encourages collaboration with other departments. Finds opportunities to recognize and reward team members. Coaches team members
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Company

Impresses upon others the important aspects of [Company]. Understands how decisions impact other business units beyond their immediate department of work group. Expresses loyalty and dedication to [Company] in interactions with others. Understands the use of [Company] products and services.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Chooses the communication medium (ie. email, voice mail, memo, project document) that reflects the needs of the content. (ie. urgency, confidentiality, content scope) Delivers influential presentations. Delivers messages with personal energy, enthusiasm, and conviction. Communicates the vision of the organization to all employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Quickly acquire and apply new knowledge and skills when needed Contributing fully to the extent of their skills Allows employees to fully participate in employee training and professional development. Seeks opportunities for continuous learning.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Is able to control their own emotions. Is attentive to emotional cues and interprets others' feelings correctly. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Able to understand others' points of view.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Time Management

Continues working on the most important tasks until they are completed. Sets goals to complete specific parts of the project by certain times to keep on schedule. Makes time for developing plans and schedules. Approaches work with a sense of urgency.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Commitment To Result

Maintains persistence and dedication to achieving results. Able to focus on a task even when working alone. Creates a sense of urgency among the store team members to complete activities, which drive sales. Coordinates all department activities into a cohesive team effort.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Risk

Identifies what actions the organization is willing to take. Determines the risk tolerance of the company. Is aware of the financial implications of certain risks. Creates a risk profile for projects and teams.
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?