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Integrity - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Integrity:
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:
Integrity, Professional Development, Persuasion and Influence, Innovation, Achievement, Technical, Excellence, Empowering Others, Coaching, Planning

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. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops trust and confidence from others. Follows tasks to completion. Establishes relationships of trust, honesty, fairness, and integrity. Demonstrates sincerity in actions with others.
Comments, Compliments, and/or Constructive Criticism:


  1. Professional Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks opportunities for continuous learning. Quickly acquire and apply new knowledge and skills when needed Encourages employees to take courses relevant to their job. Seeks opportunities for professional development.
Comments, Compliments, and/or Constructive Criticism:


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks to obtain consensus or compromise. Attempts to persuade others rather than simply control them. Persuades others to consider alternative points of view. Has excellent influencing/negotiating skills.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Fosters a creative and innovative work environment. Adapts innovative solutions to fit the organizational context and resources for greater effectiveness. Focuses innovation on the core products or services offered. Adequately funds innovation efforts to ensure their success.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps others to improve or meet standards of performance. Motivated to exceed performance goals. Follows-up and takes action when goals are not met to ensure better results in the future. Completes work to a high technical standard
Comments, Compliments, and/or Constructive Criticism:


  1. Technical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Is knowledgeable of procedures or systems necessary for the job. Demonstrates mastery of the technical competencies required in his/her work.
Comments, Compliments, and/or Constructive Criticism:


  1. Excellence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes a lot of pride in their work. Demonstrates the functional or technical skills necessary to do their job. Keeps themselves and others focused on constant improvement. Demonstrates the analytical skills to do their job.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Values the expertise that others bring to the team. Helps employees advance their skills so that they can have more autonomy. Recognizes the contributions that others make to the department. Enables employees to take on more challenging roles.
Comments, Compliments, and/or Constructive Criticism:


  1. Coaching:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Provides clear, motivating, and constructive feedback. Helps employees to maintain high personal standards. Meets regularly with employees to coach them on areas that will enhance their performance Develops the skills and capabilities of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accurately estimates the duration of tasks. Develops effective plans to deal with unforeseen circumstances. Determines the appropriate actions needed to achieve goals. Develops a strategic plan to reduce costs in the department.
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?