Leadership - Performance Management Assessment Sample #11





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.


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?





Part 2: Job Competencies


Leadership

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Recognizes individual and team accomplishments and reward them appropriately. Holds others accountable for their actions. Motivates and challenges employees to attain a shared vision.

Decision Making

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is aware of the impact of decisions and informs others about potential outcomes. Makes decisions independently (without having to be told what or how). Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently

Bias for Action

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Coach others to foster an environment which can adapt quickly and willingly to rapid change. Motivates others to achieve or exceed goals Seeks and utilizes opportunities for continuous learning and self-development.

Continual Learning

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Shares best practices with others and learns from others. Participates in regular training offered. Builds on their strengths while addressing their weaknesses.

Achievement

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Completed training on the new equipment. Completes work to given time frame and to budget Makes use of talents of others to help achieve a high level of performance.

Part 3: Core Values

Collaboration

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Uses group decision making. Works with others to achieve common objectives. Respectful of others in group discussions.

Co-worker Development

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Provides ongoing feedback to co-workers on their development progress Takes immediate action on poor performance Works to identify root causes of performance problems

Negotiation

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is aware of what problems need to be solved. Creates a decisive, team-oriented environment; clarifies goals; and outlines a strategic agenda. Always has a "game plan" prior to entering into negotiations.

Business Acumen

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Keeps informed of current income and expenses. Able to correctly assess current/estimated valuations. Involves key stakeholders (employees, customers, investors, partners) in the planning process to gain diverse perspectives and buy-in.

Fiscal Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Develops of the department's annual budget. Ensures others follow the correct rules and regulations on fiscal matters. Monitors spending.

Part 4: 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?