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Empowering Others - Performance Management Assessment Sample #11





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, Interpersonal Skills, Coaching, Others, Business Acumen, Integrity, Continual Improvement, Supervisory Skills, Results Oriented, Clarity

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

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Empowering Others

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Assigns tasks that are within the skill levels of employees. Motivates and encourages employees to be successful in their jobs. Gives new tasks to employees.

Interpersonal Skills

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Appreciates the extra efforts made by coworkers. Maintains open and regular communication with others. Attends to both the content and the context of what was being said.

Coaching

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Coaches employees in how to strengthen knowledge and skills to improve work performance. Develops the skills and capabilities of others. Meets regularly with employees to coach them on areas that will enhance their performance

Others

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Helpful ...treats others with respect and dignity. Treats others with respect and dignity.

Business Acumen

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Identifies potential regulatory risks and strategies to mitigate them. Is up-to-date with regulatory guidelines and policies. Develops business plans that are forward looking.

Part 3: Core Values

Integrity

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Accepts responsibility for mistakes. Maintains strong relationships with others. Fosters a high standard of ethics and integrity.

Continual Improvement

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Looks for ways to improve work processes and procedures. Looks for ways to expand and learn new job skills. Promotes training and development opportunities to enhance job performance.

Supervisory Skills

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is a calming force during stressful periods. Effective in resolving conflicts to mutual satisfaction of the parties. Promotes teamwork and cooperation within the department.

Results Oriented

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Quickly analyzes the situation to determine the most pressing needs. Identifies the steps needed to accomplish the results. Makes sure employees have the resources they need to achieve their results.

Clarity

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Maintains clarity in goals and objectives. Clearly explains responsibilities to individuals. Communicates ideas and facts clearly and effectively in writing.

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?