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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.


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

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Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Keep staff informed about what is happening in the company Takes responsibility for things that go wrong Sets an example for others to follow

Supervisory Skills

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Demonstrates empathy, respect, and openness to employees. Others emulate this supervisor's enthusiasm for work. Fosters a culture of personal responsibility and accountability.

Continual Learning

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Takes the initiative to learn new skills. Is open to new ideas and concepts. Grasps new ideas, concepts, technical, or business knowledge.

Delegation

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Defines the roles, responsibilities, required actions, and deadlines for team members. Delegates authority and responsibility to subordinates and holds them accountable for their actions. Entrusts subordinates with important tasks.

Initiative

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Immediately informs the supervisor of any critical incidents. Initiates actions that impact the department/company. Acts on own initiative to improve the department outcomes.

Part 3: Core Values

Results Oriented

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Achieves high levels of performance. Completed work exceeds standards. Helps others when free-time is available.

Managing Risk

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Monitors the effectiveness of risk management strategies. Accurately perceives potential risks in the workplace. Uses risk management to ensure smooth operations.

Developing Others

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is open to receiving feedback. Tries to ensure employees are ready to move to the next level. Supports the successes of other employees.

Conflict Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Possesses the necessary skills to manage conflict and relationships. Encourages individuals to seek areas of common ground. Reframes conflicts as opportunities to innovate and create new solutions to problems.

Negotiation

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Understands the other person's needs, concerns, and motivations. Stays well-informed about the issues and priorities. Stays focused and avoids getting sidetracked by less important issues.

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?