Establishing Focus Direction - Performance Management Assessment Sample #9





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, Accountability, Integrity, Professional Development, Leadership, Delegation, Innovation, Technical, Safety, Coaching

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.

Establishing Focus/Direction

Sets appropriate goals for employees. Makes sure that employees understand and identify with the team's mission. Excellent at managing time. Maintains self-control when personally criticized.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Accountability

Encourages employees to take on greater responsibilities. Regularly leads the way when helping the team troubleshoot various issues. Ensures that employees are compensated fairly and in accordance with established policies. Is prepared and on time for meetings and scheduled events.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Integrity

Does what was promised. Establishes relationships of trust, honesty, fairness, and integrity. Maintains strong relationships with others. Follows tasks to completion.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Keep themselves up-to-date of technical/professional issues Quickly acquire and apply new knowledge and skills when needed Demonstrate enthusiasm and a willingness to learn new skills and knowledge Allows employees to fully participate in employee training and professional development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Leadership

Able to organize the work of others. Sets clear goals and objectives for subordinates. Sets specific, measurable, and challenging goals. Provides resources to enable individuals to develop professionally.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Entrusts subordinates with important tasks. Delegates authority and responsibility to subordinates and holds them accountable for their actions. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Sets clear and reasonable expectations for others and follows through on their progress.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Innovation

Finds creative ways to get things done with limited resources. Implements best practices within the department. Builds upon the ideas and solutions of others. Develops new products and services.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technical

Is knowledgeable of procedures or systems necessary for the job. Demonstrates mastery of the technical competencies required in his/her work. Seeks information from others as needed. Willingly shares information and expertise; sought out as resource by others
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Safety

Participates in safety training when available. Points out behaviors in others that may be unsafe. Develops a strong safety culture. Is not afraid to question a potential safety issue observed in the workplace.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Coaching

Coaches employees in how to strengthen knowledge and skills to improve work performance. Provides clear, motivating, and constructive feedback. Helps employees to maintain high personal standards. Helps employees to understand responsibilities, authority, and expectations.
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?