Fiscal Management - Performance Management Assessment Sample #6





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 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:
Fiscal Management, Communication Skills, Continual Learning, Attitude, Managing Risk, Collaboration, Empowering Others, Co-worker Development

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. Fiscal Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Keeps excellent records for financial transparency. Provides budgeting and accounting support to the Company. Monitors expenses and verifies the need for items purchased. Develops of the department's annual budget.
Comments, Compliments, and/or Constructive Criticism:


  1. Communication Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Receives and answers questions - on the spot. S/he has a willingness to address the tough questions. Communicates concepts and ideas to others. Listens to others' points of view with an open mind Writes complete and developmentally-oriented performance appraisals with clear goals, using SMART criteria
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Learning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Views setbacks as opportunities to learn from. Improves on their skill sets. Takes the initiative to learn new skills. Shares best practices with others and learns from others.
Comments, Compliments, and/or Constructive Criticism:


  1. Attitude:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Contributes to a positive work environment. Works to eliminate unnecessary work or barriers that get in others' way. Builds open and trusting relationships. Contributes to a positive and fun work environment.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Risk:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Recognizes the potential impact of systemic risks. Determines the impact of specific risks on finances. Seeks to add value to the company by embracing risk. Determines which are the serious threats.
Comments, Compliments, and/or Constructive Criticism:


  1. Collaboration:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Regularly seeks feedback from employees on how to improve collaboration and acts on their suggestions. Identifies and organizes partnerships and alliances. Rewards collaborative efforts of team members. Fosters a cooperative environment rather than a highly competitive one.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages employees to solve problems on their own. Encourages employees to take the initiative when responding to an issue. Considers ideas from employees that may challenge traditional ways of doing the job. Sets goals to allow the employee to have more autonomy over their work.
Comments, Compliments, and/or Constructive Criticism:


  1. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works to identify root causes of performance problems Provides ongoing feedback to co-workers on their development progress Gives others development opportunities through project assignments and increased job responsibilities Adapts coaching and mentoring approach to meet the style or needs of individuals
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?