Emotional Intelligence - Performance Management Assessment Sample #6





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 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:
Emotional Intelligence, Communication Skills, Accountability, Integrity, Establishing Focus/Direction, Decision Making, Achievement, Collaboration, Others, Strategic Insight

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. Emotional Intelligence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Able to understand others' points of view. Is able to control their own emotions.
Comments, Compliments, and/or Constructive Criticism:


  1. Communication Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Informs others about changes or developments in plans and goals. Responds to critical concerns of stakeholders. Transforms complicated ideas into simple ones. Chooses the communication medium (ie. email, voice mail, memo, project document) that reflects the needs of the content. (ie. urgency, confidentiality, content scope)
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Always keeps the supervisor informed of relevant information. Is prepared and on time for meetings and scheduled events. Requires employees to submit monthly reports of the work they performed. Aware of the consequences for failure to complete the project.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Fosters a high standard of ethics and integrity. Demonstrates honesty and truthfulness at all times. Demonstrates sincerity in actions with others. Establishes relationships of trust, honesty, fairness, and integrity.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps guide employees with prioritizing tasks. Excellent at managing time. Stays focused even when under pressure and stress. Maintains self-control when personally criticized.
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Willing to consider information from other sources. Formulates imaginative decisions. Is able to make decisions quickly. Remains focused on the immediate goal when making decisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Completes work promptly and efficiently. Completed required training and certification. Helps others to improve or meet standards of performance. Set high standards in their performance
Comments, Compliments, and/or Constructive Criticism:


  1. Collaboration:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Promotes a culture of collaboration, shared inspiration and creativity to tackle workplace problems. Collaborates with others to resolve conflicts constructively. Creates an environment that encourages information sharing. Creates an environment to support free exchange of information.
Comments, Compliments, and/or Constructive Criticism:


  1. Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
...treats others with respect and dignity. Works effectively with people from other departments. Works across boundaries within the organization. Treats others with respect and dignity.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Insight:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops a plan and strategy for each functional area within the mission statement. Creates strategic plans to develop and promote organizational and area strengths, as well as to address weaknesses based on insight from surveys. Maintains knowledge of current trends in the industry. Implements long-term solutions to problems.
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?