Initiative - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Initiative:
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:
Initiative, Problem Solving, Self-Management, Establishing Focus/Direction, Quality, Commitment To Result, Conflict Management, Negotiation, Recognition, Entrepreneurship

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. Initiative:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is a self-starter. Does not wait to be told to do something. Acts quickly when an opportunity becomes available. Seizes upon opportunities available. Looks to start work on new projects without waiting for direction from the manager.
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Effective in solving problems. Works cooperatively with others to solve problems. Ability to develop innovative solutions to problems. Identifies fresh approaches and shows a willingness to question traditional assumptions.
Comments, Compliments, and/or Constructive Criticism:


  1. Self Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Steps away from a situation to process appropriate response. Uses patience and self-control in working with customers and associates. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger. Consciously controls own negative emotions in order to keep team morale up.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains self-control when personally criticized. Stays focused even when under pressure and stress. Makes sure that employees understand and identify with the team's mission. Aligns the department's goals with the goals of the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Communicates with team members regarding best quality practices. Identifies strategies and their associated risks to improve quality. Addresses barriers to successfully implementing quality standards. Able to identify quality issues critical to the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates a sense of urgency among the store team members to complete activities, which drive sales. Willing to do whatever it takes-not afraid to have to put in extra effort. Takes immediate action toward goals. Encourages commitment in others to obtain results.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Deals effectively with employee grievances. Seeks to maintain positive relationships with coworkers. Identifies and takes steps to prevent potential confrontations. Removes misperceptions that may be contributing to the conflict.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Firmly believes the company is making the best offer. Knows the current business/market environment. Able to manage and resolve conflicts constructively. Maintains a calm demeanor, even when discussions get heated.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Offers recognition in a timely manner. Says "thank you" to show appreciation for work of others. Recognizes team members who offer a significant contribution to a project. Finds opportunities to recognize others.
Comments, Compliments, and/or Constructive Criticism:


  1. Entrepreneurship:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Finds unique ways to go around barriers to success. Excellent at managing relationships with stakeholders. Is comfortable operating in an environment of uncertainty. Has a strategic awareness on how to promote the organization.
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?