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Fiscal Management - Performance Management Assessment Sample #1





Performance Management System:

Performance Assessments that include Fiscal Management:
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.


Part 1: Skills and Accomplishments


  1. Please list of your significant accomplishments and any team projects you completed during this evaluation period. Be sure to include a description of the purpose of each project and your specific contributions.
  2. This information will help us recognize your efforts and understand the impact of your work.



  3. Please detail any professional development activities you have engaged in, such as
    college courses, additional training, seminars, and trade magazine readings.



  4. What do you consider your greatest strengths in your current job?



  5. Which areas of your performance at the company do you feel need improvement?





Part 2: Job Competencies

Rating Scale:

5: ExceptionalPerformance 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.
4: Very GoodThe employee consistently exhibits strong performance across nearly all competencies, skills, and responsibilities. They often surpass expectations when executing their tasks, with minimal preventable or controllable errors. Furthermore, they make significant contributions to their team(s) and are highly regarded and sought after within their team(s).
3: 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.
2: Needs ImprovementThe employee falls short of the high expectations for this competency and does not sufficiently achieve assigned task objectives or fulfill all responsibilities. The employee has not demonstrated sustained improvement or maintained the necessary skill set. Performance must improve within the specified time frame set by the manager.
1: 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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Fiscal Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Keeps excellent records for financial transparency. Develops budgets and plans for various programs and initiatives. Ensures others follow the correct rules and regulations on fiscal matters.

Global Perspective

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Understands global systems such as the global economy. Facilitates open communication with individuals from other countries. Understands and appreciates the perspectives offered by others with different cultural backgrounds.

Action

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Approves purchase requests in a timely manner. Completes tasks despite obstacles encountered. Consistently stays motivated to perform at a high level and inspires the department to do the same.

Attitude

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Treats all people fairly and with respect. Visibly supports and encourages diversity in style and background. Is gracious and professional in their interactions with others.

Establishing Focus/Direction

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Helps guide employees with prioritizing tasks. Maintains self-control when personally criticized. Aligns the department's goals with the goals of the organization.

Administrative Skill

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Accurately implements contract provisions. Enthusiastic about taking on challenging projects. Completes reports on-time.

Results Oriented

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Determines the best approach to achieving the expected results. Has a positive attitude that encourages others to continue supporting the production goals. Flexible and willing to change the strategy to better achieve the objectives.

Safety

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is aware of OSHA safety guidelines. Encourages others to work safely. Points out behaviors in others that may be unsafe.

Empowering Others

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Listens to the ideas employees have for solving issues. Gives responsibility for making important decisions to employees. Acknowledges and appreciates employees for their proactive decision-making.

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?