Goals - Performance Management Assessment Sample #9





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, Time Management, Regulatory/Compliance, Administrative Skill, Developing Others, Organizational Fluency, Communication Skills, Flexibility, Bias for Action, Managing Performance

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 consider your greatest strengths in your current job?



  4. Which areas of your performance at the company do you feel need improvement?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.

Goals

Goal Setting Conducts timely follow-up; keeps others informed on a need to know basis. Understands & contributes to development of strategic goals. Makes sure that I have a clear idea of our group's goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Time Management

Addresses the most pressing needs at the beginning of the shift. Delegates routine tasks to team members, allowing the manager to concentrate on more strategic or complex responsibilities. Wastes very little time. Allocates full attention to completing critical tasks.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Regulatory/Compliance

Appoints a supervisory committee to ensure effective oversight of the organization. Strengthens employees' ability to appropriately handle compliance and ethics issues. Ensures appropriate followup for regulatory violations. Performs annual/monthly compliance audits.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Administrative Skill

Strong organizational skills to keep the workspace and department in order Accurately implements contract provisions. Takes responsibility for decisions. Completes reports on-time.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Developing Others

Creates a work environment that fosters positive feedback to employees. Develops employees by offering and encouraging them to take on new or additional responsibilities. Sets performance objectives for subordinates that encourages development opportunities. Provides constructive feedback to others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Effective in communicating with others within the organization. Able to deal with sensitive issues with tact and professionalism. Able to explain departmental policies and procedures to others. Adept at navigating within the culture of the department.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Accurately attends to/understands ideas which are exchanged. Implements performance appraisals focused on employee development using SMART criteria Conveys ideas confidently and succinctly. Listens attentively and responds thoughtfully, showing they value the conversation.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Flexibility

Adapts quickly to new technologies that impact the production line. Supports a flexible culture that values continuous improvement and innovation. Recognizes and quickly adapts to shifts in the environment, market, or industry. Is versatile and resilient.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Bias for Action

Identifies ways to simplify work processes and reduce cycle times Completes a large volume of work. Completes work on time Conveys a sense of urgency about addressing problems and opportunities
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Encourages employees to take additional training in areas where they had low performance scores. Establishes indicators to measure levels of performance. Ensures the eligibility of the proposed award recipient. Determines the Objectives and Key Results (OKRs) needed for the position.
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
What new skills do you plan to acquire within the next evaluation period?