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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.
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  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is ready to offer help Delegate tasks effectively Keep staff informed about what is happening in the company Sets an example for others to follow
Comments, Compliments, and/or Constructive Criticism:


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Ensures stakeholders are involved in the decision making process. Has excellent influencing/negotiating skills. Communicates effectively with others. Develops a good rapport with others.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to adapt and tailor approaches based on the unique requirements of each scenario. Remains agile and responsive to address changing needs in a dynamic environment. Fosters a culture of flexibility and agility. Adapts to circumstances as needed.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Looks to others for input. Is easy to approach with ideas and opinions. Is visible and approachable. Accepts the views of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Communicates quality standards clearly. Sets benchmarks for quality improvements. Identifies appropriate sources of quality standards. Provides advice and guidance to team members on improving quality controls.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Motivated to exceed performance goals. Completes work to a high technical standard Allocates resources as needed to accomplish organizational goals. Takes calculated risks.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Ensures that all supervisors are aware of regulatory and compliance measures. Points out behaviors in others that may be unsafe. Is aware of OSHA safety guidelines. Commits adequate resources toward safety measures.
Comments, Compliments, and/or Constructive Criticism:


  1. Trustworthy:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is trustworthy; is someone I can trust. Is a person you can trust. Communicates an understanding of the other person's interests, needs and concerns. Demonstrates congruence between statements and actions.
Comments, Compliments, and/or Constructive Criticism:


  1. Partnering/Networking:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Promotes awareness of interests in partnerships and networks. Engages with partners that offer complementary services and competencies. Creates opportunities and incentives for employees to learn and share knowledge with others. Forms strategic alliances with firms that specialize in areas that are complementary or help the company.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies the root sources of conflict. Listens to individuals as they offer their unique perspectives on the situation. Avoids conflicts over minor issues. Promotes mutual compromise to achieve conflict resolution.
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?