Emotional Intelligence - Performance Management Assessment Sample #9





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, Communication Skills, Flexibility, Bias for Action, Supervisory Skills, Analytical, Technology Use/Management, Co-worker Development, Others, Strategic Insight

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.

Emotional Intelligence

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

Communication Skills

Communicates crucial information to others. Shares important information with others. Welcomes input and suggestions from others. Delivers messages with energy, enthusiasm, and conviction.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Flexibility

Values and adjusts training to meet diverse learning preferences. Adapts to different settings, tasks, and challenges with ease. Considers other solutions provided by employees. Is able to bounce back from obstacles.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Bias for Action

Coach others to foster an environment which can adapt quickly and willingly to rapid change. Encourages risk taking and experimentation to improve performance Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times). Identifies ways to simplify work processes and reduce cycle times
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Supervisory Skills

Oversees employees to make sure their work is performed up to standard. Is able to manage emotions during difficult times. Informs employees of what tasks need to be completed on each shift. Provides useful and constructive feedback to employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Analytical

Identifies problems and issues needing resolution. Implements data validation techniques and methods. Asks the "right" questions to size up or evaluate situations. Identifies the root cause of a problem.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Supports employee training and development initiatives regarding implementation of technology. Understands and is committed to implementing new technologies. Maximizes the use of new technology to deliver products and services. Uses technology in decision making and problem solving.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Takes immediate action on poor performance Sets and clearly communicates expectations, performance goals, and measurements to others Provides ongoing feedback to co-workers on their development progress Works to identify root causes of performance problems
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Others

Consistently demonstrates ability and willingness to trust others. Works across boundaries within the organization. Treats others with respect and dignity. Works effectively with people from other departments.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Insight

Allocates proper resources for employee training to meet future needs based on insight into employee skill levels. Creates a vision for the organization based on insights gathered from other companies in the industry. Analyzes unique issues or problems impacting the Company. Strategically aligns projects to the goals of the 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?