Goals - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Goals:
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:
Goals, Technical, Technology Use/Management, Collaboration, Trustworthy, Co-worker Development, Vision, Continual Improvement, Project Management, Delegation

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.

Goals

Makes sure that I have a clear idea of our group's goals. Achieves established goals. Sets high expectations and goals; encourages others to support the organization. Establishes and documents goals and objectives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technical

Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Demonstrates mastery of the technical competencies required in his/her work. Willingly shares information and expertise; sought out as resource by others Willingly shares his/her technical expertise; sought out as resource by others
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Uses technology in decision making and problem solving. Supports technical training and development of employees. Maximizes the use of new technology to deliver products and services. Proficient in the use of technical systems and processes.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Collaboration

Defines shared goals with the committee members. Works with others to manage conflicts using a constructive approach. Is a dependable partner in the group. Guides team members to reconcile their differences and collaborate effectively.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Trustworthy

Communicates an understanding of the other person's interests, needs and concerns. Works in a way that makes others want to work with her/him. Delivers on promises made. Consistently keeps commitments.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Works to identify root causes of performance problems Takes immediate action on poor performance Provides ongoing feedback to co-workers on their development progress Sets and clearly communicates expectations, performance goals, and measurements to others
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Effectively communicates the vision to employees. Develops an inspiring and ambitious vision for the organization's future. Plans a roadmap for the department's growth and expansion. Communicates a vision of where the Company needs to be in the future.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Looks for ways to expand and learn new job skills. Promotes training and development opportunities to enhance job performance. Analyzes processes to determine areas for improvement. Encourages an employee culture of continuous improvement to seek out better ways of doing things.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Successfully negotiated contracts with suppliers. Works with both internal and external individuals to facilitate the project. Creates a schedule for the different phases of the project. Creates a risk management plan and periodically updates it as the project moves forward.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Delegates authority and responsibility to subordinates and holds them accountable for their actions. Entrusts subordinates with important tasks. Allows subordinates to use their own methods and procedures. Encourages and empowers subordinates to use initiative in achieving goals and objectives.
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.