Empowering Others - Performance Management Assessment Sample #9





Performance Management System:

Performance Assessments that include Empowering 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:
Empowering Others, Client Focus, Company, Attitude, Managing Performance, Delegation, Problem Solving, Juggling Multiple Responsibilities, Excellence

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.

Empowering Others

Assigns important tasks to subordinates. Establishes goals that allow employees top operate independently in the field. Coordinates the knowledge, skills and resources of others to accomplish more in the department. Distributes the workload to subordinates.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Client Focus

Effectively troubleshoots client issues. Transparent in all communications with the client. Anticipates resources needed to meet the client needs. Anticipates potential obstacles to meeting client needs.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Company

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

Attitude

Contributes to a positive work environment. Contributes to a positive and fun work environment. Shows by their actions that they trust in the positive intentions of others. Works to eliminate unnecessary work or barriers that get in others' way.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Makes sure commitments are understood and met. Identifies specific actions to be addressed through the remediation plan. Ensures employees are accountable for meeting OKRs. Makes sure the team's goals are met.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Tells subordinates what to do, not how to do it. Clearly defines duties and tasks to be completed. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Defines the roles, responsibilities, required actions, and deadlines for team members.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Problem Solving

Works cooperatively with others to solve problems. Actively seeks the root cause of a problem. Finds creative ways to get things done with limited resources. Able to balance the needs of different people in a solution to a problem.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Juggling Multiple Responsibilities

Switches attention to more urgent tasks when necessary. Spends the most time and effort on critical tasks first. Is aware of the deadlines for specific tasks/assignments. Completes multiple tasks simultaneously.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Excellence

Takes a lot of pride in their work. Produces high quality work. Demonstrates the functional or technical skills necessary to do their job. Demonstrates the analytical skills to do their job.
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?