Initiative - Performance Management Assessment Sample #9





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 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:
Initiative, Self-Management, Continual Learning, Establishing Focus/Direction, Project Management, Delegation, Change Management, Commitment To Result, Safety, Empowering Others, Negotiation, Vision

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.

Initiative

Able to initiate work on projects independently without direct supervision. Looks for opportunities to move projects forward. Is proactive and gets things done. Initiates the development of new products.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Self Management

Is aware of personal impact on others and adjusts behavior to create a positive leadership presence. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger. Steps away from a situation to process appropriate response.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Learning

Participates in regular training offered. Takes charge of their training and skills enhancement. Pursues learning that will enhance job performance. Sets relevant learning objectives and goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Stays focused even when under pressure and stress. Makes sure that employees understand how their work relates to organizational goals. Sets appropriate goals for employees. Excellent at managing time.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Conducts a risk assessment for each phase of the project. Regularly reviews project performance and goals. Locates the equipment and supplies needed for the project. Effective at using video conferencing software to manage remote teams.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Sets clear and reasonable expectations for others and follows through on their progress. Clearly defines duties and tasks to be completed. Delegates authority and responsibility to subordinates and holds them accountable for their actions. Assigns tasks to create learning opportunities for the employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Change Management

Supports the Company's efforts to implement changes. Effective in dealing with ambiguous and challenging situations. Able to get department employees to accept new changes. Facilitates change with minimal resistance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Commitment To Result

Encourages commitment in others to obtain results. Able to focus on a task even when working alone. Takes immediate action toward goals. Willing to do whatever it takes-not afraid to have to put in extra effort.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Safety

Develops safety guidelines for the department. Seeks to reduce the likelihood of accidents. Develops a strong safety culture. Encourages others to work safely.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Empowering Others

Allows employees to make their own decisions. Encourages others to obtain necessary skills and training. Includes others in the decision making process. Recognizes and rewards employees who make important decisions and take action when necessary.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Understands the motivations of the other party. Identifies verbal and nonverbal cues to help interpret actions and messages. Ensures a thorough understanding of key issues and priorities. Demonstrates confidence in own position and can influence the other party's perception of proposals being offered.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Provides a detailed schedule that specifies key milestones and deadlines, guiding the organization step-by-step towards achieving its long-term goals and overall vision. Develops a vision to empower employees to make more effective decisions. Supports a positive vision for the future that increases market share and the bottom line. Detects problems and creates solutions.
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?