hr-survey.com

Integrity - Performance Management Assessment Sample #9





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 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:
Integrity, Communication Skills, Flexibility, Bias for Action, Emotional Intelligence, Managing Performance, Analytical, Goals, Technology Use/Management, Objectives, Negotiation, Strategic Focus, Organizational Fluency

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.
Edit this Survey
Would you like to edit this survey? Click here to begin.


Integrity

Fosters an environment built upon trust. Establishes relationships of trust, honesty, fairness, and integrity. Fosters a high standard of ethics and integrity. Maintains strong relationships with others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Deconstructs complex issues into understandable segments. Presents issues, ideas, and strategy concisely and clearly. Delivers influential presentations. Chooses the communication medium (ie. email, voice mail, memo, project document) that reflects the needs of the content. (ie. urgency, confidentiality, content scope)
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Flexibility

Able to change or adjust processes to accommodate changes in equipment or supplies. Regularly assesses current methods, welcomes feedback, and is willing to implement changes to improve efficiency and effectiveness. Fosters a culture where diverse perspectives are valued allowing the team to adapt more easily to changes and draw on a wider range of ideas and solutions. Able to make changes to their leadership style after receiving constructive feedback through the performance review.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Bias for Action

Completes work on time Completes a large volume of work. Seeks and utilizes opportunities for continuous learning and self-development. Motivates others to achieve or exceed goals
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Able to understand others' points of view. Accurately perceives the emotional reactions of others. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Is able to express themselves clearly.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Participates in training as needed to improve job performance. Ensures Job Descriptions are up to date and accurate. Continuously measures performance and provides feedback to employees regularly. Clearly articulates the performance requirements for the position.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Analytical

Ensures that the foundation of an analysis is based on reliable and relevant data. Prioritizes various actions to be taken when solving a problem. Understands the relationships between component parts. Optimizes limited resources, such as time and money, by finding the most efficient solutions to problems.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Goals

Makes sure that team members have a clear idea of our group's goals. Establishes and documents goals and objectives. Goal Setting Achieves established goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Uses technology in decision making and problem solving. Adopts the implementation of new technology into the workplace. Supports technical training and development of employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Objectives

Consistently provides me with timely feedback for improving my performance. Effectively organizes resources and plans Encourages me to take on greater responsibility. Sets long-term and short-term goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Able to manage and resolve conflicts constructively. Is prepared to walk away if core interests are not met. Actively listens to conversations to be able to recall important details later. Always has a "game plan" prior to entering into negotiations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Focus

Ensures the department has a viable strategy for moving forward. Gives adequate consideration to the time and resources available. Identifies and understands competitors in the marketplace. Assigns individuals the responsibility of keeping track of progress toward achieving milestones.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Understands departmental policies and procedures. Effective in communicating with others within the organization. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Able to deal with sensitive issues with tact and professionalism.
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?