hr-survey.com

Establishing Focus Direction - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Establishing Focus Direction:
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:
Establishing Focus/Direction, Communication Skills, Punctuality, Management, Initiative, Clarity, Managing Risk, Developing Others, Strategic Focus, Organizational Fluency

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.
Edit this Survey
Would you like to edit this survey? Click here to begin.


Establishing Focus/Direction

Helps guide employees with prioritizing tasks. Aligns the department's goals with the goals of the organization. Makes sure that employees understand and identify with the team's mission. Sets appropriate goals for employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Presents information in a clear and logical format. Sets their on-line status to "available" to indicate they are available for communication. Keeps the supervisor informed about achievements and milestones. Marks their status as "available" to signal they are open for communication.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Punctuality

Maintains an efficient schedule of activities. Starts the workday when scheduled. Starts meetings on time. Invoices clients on a timely basis.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Management

Sets an example for others to follow Keep staff informed about what is happening in the company Delegate tasks effectively Makes you feel enthusiastic about your work
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Initiative

Builds strong interpersonal relationships upon first meeting. Goes above and beyond the stated goals. Takes on additional tasks without being asked or told to do so. Quickly comes to the aid of those who may need help.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Clarity

Seeks to reduce ambiguity in messaging and documents. Clearly explains the vision and goals of the company. Maintains clarity in goals and objectives. Makes sure goals and objectives are clearly and thoroughly explained and understood.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Risk

Integrates risk management into strategic decision making. Implements changes to reduce the chances of critical incidents in the future. Performs monthly risk management assessments. Prioritizes risks to act on critical issues first.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Developing Others

Encourages employees through recognition of positive changes in behavior. Is open to receiving feedback. Assigns tasks and responsibilities to develop skills of others. Recognizes and celebrates accomplishments of others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Focus

Analyzes the environment to develop strategies to achieve competitive advantage in the marketplace. Strategically positions resources to meet the needs of field based employees. Coordinates the implementation of the strategy with stakeholders. Monitors company performance and makes adjustments to the strategic plan as needed.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Able to deal with sensitive issues with tact and professionalism. Gets things done through the department. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Understands departmental policies and procedures.
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.