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Feedback - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Feedback:
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:
Feedback, Creativity, Self-Management, Passion to Learn, Leadership, Persuasion and Influence, Delegation, Clarity, Company, Fiscal Management

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.
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Feedback

Is easy to approach with ideas and opinions. Accepts the views of others. Shares past experiences with others as learning opportunities. Considers other's opinion and suggestions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Adds value to the department/organization. Inspires creativity in their team. Creates a lot of new ideas. Conceives, implements and evaluates ideas.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Self Management

Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Steps away from a situation to process appropriate response. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Passion To Learn

Holds self and associates accountable for goal achievement. Demonstrates through personal behavior the commitment to high standards of performance. Takes advantage of training opportunities when they arise. Enjoys learning new skills and techniques.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Leadership

Sets clear goals and objectives for subordinates. Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal. Leads team to set goals, solve problems, and accomplish tasks. Demonstrates leadership and courage in critical situations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Persuasion and Influence

Persuades others to consider alternative points of view. Understanding what others need. Seeks to obtain consensus or compromise. Communicates effectively with others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Allows subordinates to use their own methods and procedures. Entrusts subordinates with important tasks. Clearly defines duties and tasks to be completed. Tells subordinates what to do, not how to do it.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Clarity

Writes clear job descriptions for positions in the organization. Clarifies problems and their causes to help employees correct them. Avoids stating unclear or conflicting goals. Makes sure goals and objectives are clearly and thoroughly explained and understood.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Company

Understands the "basics" as to how [Company] functions/operates. Follows existing procedures and processes. Attends [Company] gatherings and social events. Impresses upon others the important aspects of [Company].
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Fiscal Management

Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff. Effective in using Company's resources. Develops of the department's annual budget. Monitors spending.
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.