Global Perspective - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Global Perspective:
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:
Global Perspective, Vision, Passion to Learn, Professional Development, Attitude, Establishing Focus/Direction, Performance, Decision Making, Innovation, Regulatory/Compliance, 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. Global Perspective:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates working knowledge of global transactions. Engages in problem solving with individuals outside of the country. Aligns personal vision with global strategies. Excellent communication skills to conduct effective business with individuals from different cultures and/or countries.
Comments, Compliments, and/or Constructive Criticism:


  1. Vision:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates a vision to align corporate strategies with the organization's value system. Able to convert the current department vision into strategic objectives/plan. Develops a vision that is a catalyst for innovation and change. Behaves in a way that is consistent with business values & code of conduct
Comments, Compliments, and/or Constructive Criticism:


  1. Passion To Learn:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Stays up-to-date on emerging technologies. Is open minded and curious about learning new skills. Enjoys learning new skills and techniques. Takes initiative for own learning and development.
Comments, Compliments, and/or Constructive Criticism:


  1. Professional Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Allows employees to fully participate in employee training and professional development. Seeks opportunities for continuous learning. Encourages employees to take courses relevant to their job. Seeks opportunities for professional development.
Comments, Compliments, and/or Constructive Criticism:


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


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure that employees understand and identify with the team's mission. Maintains self-control when personally criticized. Sets appropriate goals for employees. Helps guide employees with prioritizing tasks.
Comments, Compliments, and/or Constructive Criticism:


  1. Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Listens and responds to issues and problems Works effectively in the department. ...Overall Performance Sets a high standard for job performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Open to the suggestions from subordinates. Recognizes and generates innovative solutions. Understands how their decisions will affect others. Regularly evaluates information before making important decisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes risks to advance important ideas. Builds upon the ideas and solutions of others. Analyzes current procedures and identifies opportunities for improvement. Encourages open communication to ensure that all proposals are considered.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies and assesses areas of regulatory or compliance risk. Coordinates internal and external audit procedures. Creates documents and reports as needed to maintain compliance with regulations. Coordinates with legal counsel investigating any instances of misconduct.
Comments, Compliments, and/or Constructive Criticism:


  1. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets and clearly communicates expectations, performance goals, and measurements to others Adapts coaching and mentoring approach to meet the style or needs of individuals Works to identify root causes of performance problems Takes immediate action on poor performance
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?