Emotional Intelligence - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Emotional Intelligence:
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:
Emotional Intelligence, Self-Management, Creativity, Project Management, Technical, Clarity, Customer Focus, Conflict Management

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 think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


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.

Emotional Intelligence

Able to understand others' points of view. Accurately perceives the emotional reactions of others. Is attentive to emotional cues and interprets others' feelings correctly. Is able to manage their own emotions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Self Management

Is aware of personal impact on others and adjusts behavior to create a positive leadership presence. Steps away from a situation to process appropriate response. Does not allow own emotions to interfere with the performance of others. Uses patience and self-control in working with customers and associates.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Conceives, implements and evaluates ideas. Develops solutions to challenging problems. Adds value to the department/organization. Is creative and inspirational.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Defines the project scope, goals, and resources. Ensures work is completed to the appropriate standards. Develops action items, workplans, timelines, and criteria for projects. Maps out the project, timeline, resource requirements, metrics and communication.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technical

Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Willingly shares his/her technical expertise; sought out as resource by others Knows how to produce high quality products/work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Clarity

Uses appropriate grammar and tense in communications. Avoids stating unclear or conflicting goals. Communicates with clarity and efficiency. Checks details thoroughly.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Customer Focus

Maintains positive customer relationships. Transparent in all communications with the customer. Considers customers point of view when making decisions. Responds to feedback from customers.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Conflict Management

Avoids engaging in conflicts over minor workplace matters. Seeks to have both sides voluntarily work together to resolve their differences. Encourages individuals to modify their underlying work behaviors that may have contributed to the conflict. Works with others as needed to facilitate resolution of conflicts.
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
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.