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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.
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  1. Global Perspective:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Builds working relationships with others across cultures. Forms strong client relationships with international partners. Engages in problem solving with individuals outside of the country. Demonstrates working knowledge of global transactions.
Comments, Compliments, and/or Constructive Criticism:


  1. Vision:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Communicates a vision of where the Company needs to be in the future. Ensures that work is systematically aligned and coordinated with the organization's vision. Detects problems early on and creates well-thought-out solutions to ensure the company continues to progress smoothly. Able to formulate and implement a vision for the future of the department.
Comments, Compliments, and/or Constructive Criticism:


  1. Passion To Learn:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates through personal behavior the commitment to high standards of performance. Is committed to enhancing their own knowledge and skills. Takes initiative for own learning and development. Inspires others to learn new things.
Comments, Compliments, and/or Constructive Criticism:


  1. Professional Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks opportunities for continuous learning. Encourages employees to take courses relevant to their job. Quickly acquire and apply new knowledge and skills when needed Seeks opportunities for professional development.
Comments, Compliments, and/or Constructive Criticism:


  1. Attitude:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is gracious and professional in their interactions with others. Contributes to a positive work environment. Treats all people fairly and with respect. Contributes to a positive and fun work environment.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets appropriate goals for employees. Helps guide employees with prioritizing tasks. Functions well under stress, deadlines, and/or significant workloads. Stays focused even when under pressure and stress.
Comments, Compliments, and/or Constructive Criticism:


  1. Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Effective in performing his/her job. Effectively organizes resources and plans Sets a high standard for job performance. ...Overall Performance
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes decisions based on novel interpretations of the facts. Asks for additional information when making critical decisions. Makes good decisions for the department. Learns from previous bad decisions and rarely repeats them.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Guides the department's innovation focus. Implements best practice methods within the Company. Regularly reviews the strategic risks associated with innovation. Is receptive to fresh ideas and unconventional approaches to stay ahead of a rapidly changing market.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Complies with trade agreements affecting international companies. Provides direction and oversight for the compliance department. Keeps informed of various regulations and procedures. Follows up on any unresolved compliance issues.
Comments, Compliments, and/or Constructive Criticism:


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