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Innovation - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Innovation:
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:
Innovation, Communication Skills, Accountability, Integrity, Management, Results Oriented, Responsible, Recognition, Entrepreneurship, Organizational Fluency

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. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Prioritizes technical skill development among employees to foster a culture of innovation and creativity. Shows flexibility and willingness to adapt to new approaches and changing market conditions. Creates a safe environment for idea-sharing. Assigns responsibilities to individuals for creating innovative ideas/products.
Comments, Compliments, and/or Constructive Criticism:


  1. Communication Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Willing to express their concerns to colleagues. Mentors others on enhancing their written communication. Able to deliver presentations. Provides feedback in a helpful and respectful way, focusing on improvement.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Can be counted on to do their role well. Takes full responsibility for team's lack of progress. Regularly leads the way when helping the team troubleshoot various issues. Is personally invested in the success of the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Does what was promised. Demonstrates sincerity in actions with others. Establishes relationships of trust, honesty, fairness, and integrity. Develops trust and confidence from others.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Delegate tasks effectively Is ready to offer help Makes you feel enthusiastic about your work Keep staff informed about what is happening in the company
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Willing to take on new assignments to help increase production. Makes sure employees have the resources they need to achieve their results. Makes changes to the plans if it will result in increased output. Completes work on time.
Comments, Compliments, and/or Constructive Criticism:


  1. Responsible:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Responsible for setting the vision of the department. Is a person you can trust. Behavior is ethical and honest. ...takes personal responsibility for results.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Says "thank you" to show appreciation for work of others. Compliments other people when they do good work 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
Balances risks and rewards when making decisions. Can work effectively in an environment of uncertainty. Understands the processes and various stages of business development. Excellent at managing relationships with stakeholders.
Comments, Compliments, and/or Constructive Criticism:


  1. Organizational Fluency:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to use corporate politics to advance department objectives. Effective in communicating with others within the organization. Anticipates problems that may affect the department. Able to explain departmental policies and procedures to others.
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?