Leadership - Performance Management Assessment Sample #6





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 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:
Leadership, Project Management, Continual Improvement, Professional Development, Innovation, Achievement, Safety, Coaching, Negotiation

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.

  1. Leadership:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Motivates others to reach and exceed organizational goals and objectives. Leads team to set goals, solve problems, and accomplish tasks. Holds others accountable for their actions. Highly effective supervisor.
Comments, Compliments, and/or Constructive Criticism:


  1. Project Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Manages various facets of the project to keep it on track with the delivery date. Regularly measures and records progress of the project. Communicates with all employees involved on the project. Coordinates timelines, events and tasks with various sub-groups within the project.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Improvement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Promotes training and development opportunities to enhance job performance. Encourages an employee culture of continuous improvement to seek out better ways of doing things. Looks for ways to expand current job responsibilities. Analyzes processes to determine areas for improvement.
Comments, Compliments, and/or Constructive Criticism:


  1. Professional Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Contributing fully to the extent of their skills Allows employees to fully participate in employee training and professional development. Encourages employees to take courses relevant to their job. Seeks opportunities for professional development.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Builds upon the ideas and solutions of others. Implements best practices within the department. Offers constructive improvements to existing systems. Fosters a creative and innovative work environment.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Holds others to high standards of achievement. Completes work to a high technical standard Is flexible in adjusting priorities to meet the demands of changing situations. Rapidly completes tasks and assignments.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works to implement corrective safety measures. Seeks to reduce the likelihood of accidents. Identifies predictable hazards in the workplace. Supports safety programs and procedures.
Comments, Compliments, and/or Constructive Criticism:


  1. Coaching:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops the skills and capabilities of others. Conducts regular performance appraisals and feedback. Addresses employee behavior problems effectively. Meets regularly with employees to coach them on areas that will enhance their performance
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains good interpersonal relationships with representatives from the other party. Keeps a firm grasp on the issues and priorities. Able to clearly express thoughts and concerns. Thoroughly understands the interests and possibilities of both sides.
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?