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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.
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  1. Goals:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Achieves established goals. Conducts timely follow-up; keeps others informed on a need to know basis. Establishes and documents goals and objectives. Goal Setting
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps others when free-time is available. Sets benchmarks and milestones to measure progress toward the objectives. Flexible in adjusting priorities to meet the demands of changing situations. Helps the team maintain focus on the goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Excellence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is planful and organized. Keeps themselves and others focused on constant improvement. Demonstrates the analytical skills to do their job. Takes a lot of pride in their work.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Offers training to employees to ensure they comply with regulations. Maintains a state of readiness to address new and changing regulations and procedures. Develops the appropriate incentives (or disincentives) for regulatory compliance. Provides documents and reports as needed to maintain compliance with laws.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Successfully resolves conflicts and grievances to a win-win solution. Attends to both the content and the context of what was being said. Demonstrates compassion and understanding of others. Values the opinions of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Permits employees to take training to become more independent. Delegates authority to employees and allows them to make their own decisions. Empowers employees to structure their work hours to maximize their productivity. Listens to the ideas employees have for solving issues.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Finds opportunities to recognize others. Recognizes individuals for a specific outstanding achievement. Says "thank you" to show appreciation for work of others. Compliments other people when they do good work
Comments, Compliments, and/or Constructive Criticism:


  1. Entrepreneurship:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks and utilizes mentors to help guide professional development. Can work effectively in an environment of uncertainty. Devotes a certain amount of time and effort to developing new business opportunities. Has a strategic awareness on how to promote the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Improvement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Encourages an employee culture of continuous improvement to seek out better ways of doing things. Looks for ways to expand and learn new job skills. Looks for ways to expand current job responsibilities.
Comments, Compliments, and/or Constructive Criticism:


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


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks to obtain consensus or compromise. Able to express own goals and needs. Communicates effectively with others. Has excellent influencing/negotiating skills.
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?