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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.
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  1. Initiative:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Looks to start work on new projects without waiting for direction from the manager. Creates solutions to problems as soon as an incident occurs. Able to initiate work on projects independently without direct supervision. Immediately works on solving problems.
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Evaluates whether the necessary resources (budget, personnel, time, technology) are available to implement each solution. Assesses the size and impact of the problem to better understand where resources may be needed. Gathers input from various team members helps to ensure that the problem is fully understood from all angles, reducing the risk of oversight. Analyzes systems and processes for opportunities to gain efficiency.
Comments, Compliments, and/or Constructive Criticism:


  1. Self Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Steps away from a situation to process appropriate response. Consciously controls own negative emotions in order to keep team morale up. Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
Comments, Compliments, and/or Constructive Criticism:


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


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Recognizes their role in promoting quality and safety in the workplace. Creates a culture of quality standards in the workplace. Quickly identifies critical issues impacting quality. Promotes an environment that fosters quality and safety.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Willing to do whatever it takes-not afraid to have to put in extra effort. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Committed to the team. Creates a sense of urgency among the store team members to complete activities, which drive sales.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Facilitates both parties in collaboratively seeking a compromise. Actively engages both parties to voluntarily collaborate and resolve their differences. Addresses contentious issues earlier rather than later. Possesses the necessary skills to manage conflict and relationships.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adjusts methods to suit the current situation. Able to control their emotional responses and correctly gauge the emotions of others. Maintains control over emotions to ensure a constructive environment. Is aware of and manages own emotions and understands the emotions of others which helps in navigating tense situations and in finding common ground.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes people around them feel appreciated and valued. Lets employees know when they have done well 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 risk taking for developing potential business opportunities. Understands the processes and various stages of business development. Balances risks and rewards when making decisions. Takes the initiative to complete tasks.
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?