Management - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Management:
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:
Management, Persuasion and Influence, Flexibility, Feedback, Quality, Achievement, Safety, Trustworthy, Partnering/Networking, Conflict Management

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. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets an example for others to follow Keep staff informed about what is happening in the company Takes responsibility for things that go wrong Is ready to offer help
Comments, Compliments, and/or Constructive Criticism:


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks to obtain consensus or compromise. Understanding what others need. Able to express own goals and needs. Has excellent influencing/negotiating skills.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adapts workflows according to changing needs. Is able to change their approach to solving a problem based on new information. Actively seeks out new knowledge, staying updated with industry trends, and is open to changing the workflow based on the situation. Capable of delivering a diverse range of goods and services to meet various business requirements.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Asks others for their ideas and opinions. Seeks feedback to enhance performance. Looks to others for input. Considers other's opinion and suggestions.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assesses strengths and weaknesses of various quality initiatives. Is flexible in addressing issues related to quality. Creates a culture of quality standards in the workplace. Ensures the hiring of employees that have a quality focus.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Completes work promptly and efficiently. Establishes Specific Measurable Achievable Realistic and Timed (SMART) goals. Makes use of talents of others to help achieve a high level of performance. Eliminates bureaucratic barriers to streamline processes.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Participates in safety training when available. Supports safety programs and procedures. Participates in safety training when offered. Ensures compliance with safety regulations.
Comments, Compliments, and/or Constructive Criticism:


  1. Trustworthy:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates congruence between statements and actions. Consistently keeps commitments. Takes care to maintain confidential information. Is trustworthy; is someone I can trust.
Comments, Compliments, and/or Constructive Criticism:


  1. Partnering/Networking:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Supports and encourages relationships that are created by diverse team members. Participates in conflict resolution to find mutually beneficial solutions. Seeks opportunities to collaborate across organizational boundaries. Seeks an understanding of diverse functions within the Company.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Facilitates constructive dialog with stakeholders. Works to meet the basic needs of each side in the conflict. Persuades others to accept personal transformation. Assists team members by helping them see the other point of view.
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?