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Interpersonal Skills - Performance Management Assessment Sample #9





Performance Management System:

Performance Assessments that include Interpersonal Skills:
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:
Interpersonal Skills, Empowering Others, Teamwork, Organizational Fluency, Integrity, Punctuality, Establishing Focus/Direction, Decision Making, Juggling Multiple Responsibilities, Technology Use/Management

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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Interpersonal Skills

Effectively manages conflicts by dealing with them directly and immediately A good listener who is attentive to others. Values the input from coworkers. Is a highly respected individual in the company.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Empowering Others

Recognizes the accomplishments of employees when they complete important assignments. Motivates and encourages employees to be successful in their jobs. Sets goals to allow the employee to have more autonomy over their work. Sets clear goals for others to accomplish.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Communicates a clear message that teamwork and collaboration are expected. Helps the team exercise good judgment by making sound and informed decisions. Facilitates team discussions and problem-solving Carries his/her share of the workload
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Able to use corporate politics to advance department objectives. Gets things done through the department. Effective in communicating with others within the organization. Understands departmental policies and procedures.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Integrity

Accepts responsibility for mistakes. Protects the integrity and confidentiality of information Demonstrates honesty and truthfulness at all times. Fosters a high standard of ethics and integrity.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Punctuality

Maintains an efficient schedule of activities. Conducts appointments at scheduled start time. Arrives to meetings on time. Invoices clients on a timely basis.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Maintains self-control when personally criticized. Aligns the department's goals with the goals of the organization. Maintains focus when handling several problems or tasks simultaneously. Makes sure that employees understand how their work relates to organizational goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Considers the ethical implications of decisions. Open to the suggestions from subordinates. Asks for additional information when making critical decisions. Examines for patterns in data to help predict future possibilities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Juggling Multiple Responsibilities

Avoids bottlenecks in progress by assigning multiple individuals to critical tasks. Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment. Uses a scheduler/planner to keep tasks organized and on time. Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

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