Goals - Performance Management Assessment Sample #6





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 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:
Goals, Results Oriented, Excellence, Regulatory/Compliance, Interpersonal Skills, Empowering Others, Recognition, Entrepreneurship, Continual Improvement, Professional Development, Persuasion and Influence

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. Goals:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Goal Setting Achieves goals. Makes sure that team members have a clear idea of our group's goals. Understands & contributes to development of strategic goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets benchmarks and milestones to measure progress toward the objectives. Sets priorities for tasks to be completed. Encourages employees to give 100% to achieving high results. Flexible in adjusting priorities to meet the demands of changing situations.
Comments, Compliments, and/or Constructive Criticism:


  1. Excellence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Produces high quality work. Demonstrates the analytical skills to do their job. Can be counted on to add value wherever they are involved. Takes a lot of pride in their work.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Follows all safety regulations and procedures. Offers training to employees to ensure they comply with regulations. Submits complete applications for necessary certifications. Creates and implements training courses for new hires to ensure knowledge of regulations and policies.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is a role model for others demonstrating the importance of interpersonal skills. Embraces the differences in individuals that comprise the team. Willing to overlook personal differences and focus on completing the task at hand. Adapts management style to meet the needs of the individual or situation.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Allows employees to take on more responsibilities. Encourages employees to take on greater responsibilities. Recognizes and rewards employees who make important decisions and take action when necessary. Allows for flexibility in the working hours.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Recognizes team members who offer a significant contribution to a project. Makes people around them feel appreciated and valued. Recognizes individuals for a specific outstanding achievement. Is sincerely interested in the suggestions of co-workers
Comments, Compliments, and/or Constructive Criticism:


  1. Entrepreneurship:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages dynamic growth opportunities. Devotes a certain amount of time and effort to developing new business opportunities. Has a strategic awareness on how to promote the organization. Understands the processes and various stages of business development.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Improvement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages an employee culture of continuous improvement to seek out better ways of doing things. Analyzes processes to determine areas for improvement. Open to the suggestions from others. Promotes training and development opportunities to enhance job performance.
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. Contributing fully to the extent of their skills Encourages employees to take courses relevant to their job. Seeks opportunities for professional development.
Comments, Compliments, and/or Constructive Criticism:


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Communicates effectively with others. Attempts to persuade others rather than simply control them. Understanding what others need. Able to express own goals and needs.
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?