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Leadership - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Leadership:
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:
Leadership, Delegation, Decision Making, Collaboration, Conflict Management, Business Acumen, Organizational Fluency, 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 think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


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.
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Leadership

Sets specific, measurable, and challenging goals. Motivates others to reach and exceed organizational goals and objectives. Holds others accountable for their actions. Highly effective supervisor.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Entrusts subordinates with important tasks. Clearly defines duties and tasks to be completed. Sets clear and reasonable expectations for others and follows through on their progress. Tells subordinates what to do, not how to do it.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Examines for patterns in data to help predict future possibilities. Understands how their decisions will affect others. Is confident in the decisions they make. Willing to change their strategy if new information arises.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Collaboration

Open to feedback and willing to share insights to foster a collaborative work environment where everyone feels empowered to contribute. Rewards collaborative efforts of team members. Values others in decision making. Shares insights, innovations, and resources to enhance efficiency.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Conflict Management

Avoids being judgmental and micromanaging of employees. Is responsive to contentious issues. Is supportive of consensus and power sharing. Encourages individuals to seek areas of common ground.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Business Acumen

Describes and summarizes data. Recognizes the individual needs of customers. Able to correctly assess current/estimated valuations. Understands the financial metrics used by the department.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Able to explain departmental policies and procedures to others. Able to use corporate politics to advance department objectives. Adept at navigating within the culture of the department. Anticipates problems that may affect the department.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Detects problems early on and creates well-thought-out solutions to ensure the company continues to progress smoothly. Establishes an inspiring and strategic vision for the department. Translates the department's vision into actionable objectives and a strategic plan. Creates a compelling vision inspires employees, giving them a sense of purpose and direction.
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
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.