Developing Others - Performance Management Assessment Sample #11





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, Interpersonal Skills, Coaching, Integrity, Cultural Awareness, Supervisory Skills, Problem Solving, Technology Use/Management, Clarity, Regulatory/Compliance

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?





Part 2: Job Competencies


Developing Others

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Creates a work environment that fosters positive feedback to employees. Develops employees by offering and encouraging them to take on new or additional responsibilities. Assigns tasks and responsibilities to develop skills of others.

Interpersonal Skills

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Assists those in the department who need help in meeting performance metrics. Maintains a high degree of honesty and integrity. Addresses critical customer issues in a timely manner.

Coaching

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Coaches employees in how to strengthen knowledge and skills to improve work performance. Conducts regular performance appraisals and feedback. Provides clear, motivating, and constructive feedback.

Integrity

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Fosters a high standard of ethics and integrity. Follows tasks to completion. Demonstrates honesty and truthfulness at all times.

Cultural Awareness

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Avoids referring to stereotypes about others from different cultures. Is aware of cultural differences in business etiquette. Aware of their own cultural views.

Part 3: Core Values

Supervisory Skills

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Adopts a measured approach to resolving workplace issues, ensuring that actions are not taken hastily. Decides the order that tasks need to be completed. Facilitates open communication between employees.

Problem Solving

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Finds creative ways to get things done with limited resources. Solves problems using logic and insight. Identifies and assesses all potential responses to a problem.

Technology Use/Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Supports employee training and development initiatives regarding implementation of technology. Applies complex rules and regulations to maintain optimal system performance. Understands and is committed to implementing new technologies.

Clarity

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Avoids stating unclear or conflicting goals. Uses appropriate grammar and tense in communications. Clarifies problems and their causes to help employees correct them.

Regulatory/Compliance

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Creates an oversight panel to provide comprehensive supervision for the organization. Develops regulatory compliance strategies. Coordinates the work of other Business Managers to ensure all are in compliance with established standards and guidelines.

Part 4: 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?