Excellence - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Excellence:
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 your employee's performance and to share this feedback with the employee
  2. Assist in determining the true development needs of your 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.

Manager's Assessment

As a manager, your insights are essential to capture the accomplishments and performance of your team members during the review period. Please provide brief answers to the questions below. The information you provide will be included in the employee's Performance Appraisal.

If you need to submit additional printed sheets, ensure they are signed, dated, and handed over to your Department Head. Additionally, if you believe another individual should contribute to this review, please provide their name and contact details.


Competencies Included:
Excellence, Administrative Skill, Goals, Clarity, Safety, Planning, Flexibility, Continual Learning, Attitude, Managing Performance

Part 1: Skills and Accomplishments


  1. Please provide a comprehensive list of this employee's significant accomplishments and any special projects they contributed to during this evaluation period. This information will help us recognize their efforts and understand the impact to the organization.



  2. Please detail any professional development activities this employee has engaged in, such as
    college courses, additional training, seminars, and trade magazine readings.



  3. What do you consider this employee's greatest strengths in your current job?



  4. Which areas of their performance at the company do you feel they need to improveme?


Part 2: Job Competencies

Rating Scale:

Exceeds ExpectationsPerformance consistently surpasses job requirements. Both the quality of their work and the manner in which they achieved it far exceeded the standards and expectations for the position. They demonstrated exceptional competence and productivity. This high level of performance is evident throughout the year and across all critical aspects of their 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.

  1. Excellence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Keeps themselves and others focused on constant improvement. Demonstrates the analytical skills to do their job. Demonstrates the functional or technical skills necessary to do their job. Produces high quality work.
Comments, Compliments, and/or Constructive Criticism:


  1. Administrative Skill:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Has strong technical/computer skills. Implements and uses performance measures. High attention to detail. Completes reports on-time.
Comments, Compliments, and/or Constructive Criticism:


  1. Goals:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure that I have a clear idea of our group's goals. Goal Setting Conducts timely follow-up; keeps others informed on a need to know basis. Sets high expectations and goals; encourages others to support the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Clarity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure goals and objectives are clearly and thoroughly explained and understood. Uses appropriate grammar and tense in communications. Clearly explains responsibilities to individuals. Attends to the important details of a job or task.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Mitigates hazards and safety issues that arise. Develops a sustainable safety culture. Commits adequate resources toward safety measures. Works to implement corrective safety measures.
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to stay organized and focused using excellent planning skills. Is able to clearly articulate the plan for the department/district. Able to look ahead (beyond the present) when addressing the work/needs of the department. Develops a detailed plan outlining tasks, resources, timelines, and deliverables.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Swiftly adapts to changes, anticipates challenges and takes preemptive actions. Demonstrates flexibility in thoughts and actions. Quickly adapts to new circumstances, challenges, or opportunities as they arise. Is open to and values diverse perspectives.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Learning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is open to new ideas and concepts. Pursues self-improvement through continual learning. Pursues learning that will enhance job performance. Grasps new ideas, concepts, technical, or business knowledge.
Comments, Compliments, and/or Constructive Criticism:


  1. Attitude:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Visibly supports and encourages diversity in style and background. Works to eliminate unnecessary work or barriers that get in others' way. Builds open and trusting relationships. Is gracious and professional in their interactions with others.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Uses pre-established key benchmarks to measure performance. Measures job performance of subordinates against defined goals and objectives. Communicates the roles and responsibilities to the employee. Plans and sets work expectations.
Comments, Compliments, and/or Constructive Criticism:



Part 3: Employee's Individual Development Plan

Short-term Goals
What goals do you wish the employee to accomplish in the next year?


Long-term Goals
What goals do you wish the employee to accomplish within the next 2 to 3 years?


Skill Acquisition
What new skills should the employee plan to acquire within the next evaluation period?