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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.
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Initiative

Initiates draft documents for the director. Takes on extra projects after required work is completed. Acts quickly to address any issues or problems. Immediately informs the supervisor of any critical incidents.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Self Management

Steps away from a situation to process appropriate response. Consciously controls own negative emotions in order to keep team morale up. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger. Does not allow own emotions to interfere with the performance of others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Learning

Views setbacks as opportunities to learn from. Pursues learning that will enhance job performance. Seeks opportunities to grow in skills and knowledge. Sets relevant learning objectives and goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Makes sure that employees understand how their work relates to organizational goals. Stays focused even when under pressure and stress. Helps guide employees with prioritizing tasks. Makes sure that employees understand and identify with the team's mission.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Project Management

Interacts with stakeholders regarding the outcomes required by the project. Regularly reviews project performance and goals. Keeps accurate records regarding the costs of various aspects of the project. Uses appropriate software tools to assist in managing the project.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Defines goals and objectives for subordinates. Allows subordinates to use their own methods and procedures. Encourages and empowers subordinates to use initiative in achieving goals and objectives. Defines the roles, responsibilities, required actions, and deadlines for team members.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Change Management

Adopts changes to set and example for others to follow. Is a leading force driving changes. Inspires others to want to change. Inspires others to accept changes.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Commitment To Result

Coordinates all department activities into a cohesive team effort. Able to focus on a task even when working alone. Takes immediate action toward goals. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Safety

Participates in safety training as applicable. Supports safety programs and procedures. Works to implement corrective safety measures. Committed to safety in the workplace.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Empowering Others

Trusts employees with important responsibilities. Allows the employees to have flexible work schedules. Encourages independent, original thinking and creative problem-solving. Provides support and resources needed to accomplish goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Able to say "no" when necessary to effectively execute business strategy and meet long-term objectives. Able to control their emotional responses and correctly gauge the emotions of others. Understands the motivations of the other party. Stays focused and avoids getting sidetracked by less important issues.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Detects problems and creates solutions. Formulates and implements the organization's vision. Communicates the vision effectively across the organization to motivate and guide employees. Designs a forward-thinking strategy to achieve the department's growth goals.
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?