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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.
Edit this Survey
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Establishing Focus/Direction

Maintains self-control when personally criticized. Makes sure that employees understand and identify with the team's mission. Excellent at managing time. Helps guide employees with prioritizing tasks.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Accountability

Exhibits good governance in their role as an executive. Takes responsibility for errors and actively works to correct them. Develops goals and establishes objective measures of success. Shows up for work on time.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Integrity

Accepts responsibility for mistakes. Fosters a high standard of ethics and integrity. Demonstrates sincerity in actions with others. Develops trust and confidence from others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Seeks opportunities for continuous learning. Demonstrate enthusiasm and a willingness to learn new skills and knowledge Contributing fully to the extent of their skills Quickly acquire and apply new knowledge and skills when needed
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Leadership

Recognizes individual and team accomplishments and reward them appropriately. Able to align manpower, design work, an allocate tasks to achieve goals. Sets a high level of performance expectations and challenges others to do the same. Provides resources to enable individuals to develop professionally.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Assigns tasks to create learning opportunities for the employees. Defines the roles, responsibilities, required actions, and deadlines for team members. Tells subordinates what to do, not how to do it. Allows employees to decide how they wish to complete the tasks.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Innovation

Regularly reviews the strategic risks associated with innovation. Identifies fresh approaches to solving problems. Seeks new ideas and adapts to changing environments. Improves and makes systems more efficient.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technical

Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice. Is knowledgeable of procedures or systems necessary for the job. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Knows how to produce high quality products/work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Safety

Is aware of OSHA safety guidelines. Points out behaviors in others that may be unsafe. Works to implement corrective safety measures. Mitigates hazards and safety issues that arise.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Coaching

Develops the skills and capabilities of others. Coaches employees in how to strengthen knowledge and skills to improve work performance. Helps employees to understand responsibilities, authority, and expectations. Meets regularly with employees to coach them on areas that will enhance their performance
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?