Management - Performance Management Assessment Sample #11





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 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:
Management, Supervisory Skills, Continual Learning, Delegation, Initiative, Results Oriented, Managing Risk, Developing Others, Conflict Management, Negotiation

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


Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Takes responsibility for things that go wrong Delegate tasks effectively Keep staff informed about what is happening in the company

Supervisory Skills

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Encourages good working relationships between employees. Is a calming force during stressful periods. Gives employees the ability to complete their tasks as they see fit.

Continual Learning

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is open to new ideas and concepts. Improves on their skill sets. Pursues professional development opportunities when they arise.

Delegation

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Sets clear and reasonable expectations for others and follows through on their progress. Entrusts subordinates with important tasks. Defines the roles, responsibilities, required actions, and deadlines for team members.

Initiative

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Does things without being told. Gladly seeks additional responsibilities. Acts quickly when an opportunity becomes available.

Part 3: Core Values

Results Oriented

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Has a strong result orientation. Willing to take on new assignments to help increase production. Is considered a high achiever.

Managing Risk

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Establishes the context for risk management activities. Adopts a risk-based approach to establishing systems of internal controls. Determines the proper tools to efficiently manage the risk.

Developing Others

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Assesses employees' developmental needs. Creates a work environment that fosters positive feedback to employees. Encourages employees through recognition of positive changes in behavior.

Conflict Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Avoids conflicts over minor issues. Identifies the root sources of conflict. Encourages team members to express their ideas and concerns openly.

Negotiation

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Researches the needs of the other party to identify strengths and weaknesses of positions. Persuades the other party of the benefits of our proposals. Understands the expectations of other parties in the negotiation.

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?