hr-survey.com

Managing Performance - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Managing Performance:
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:
Managing Performance, Creativity, Professional Development, Punctuality, Decision Making, Innovation, Achievement, Developing Others, Business Acumen, Strategic Insight

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 think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


Part 2: Job Competencies

Rating Scale:

Exceeds ExpectationsPerformance consistently surpasses job requirements. Both the quality of your work and the manner in which you achieve it far exceed the standards and expectations for your position. You demonstrate exceptional competence and productivity. This high level of performance is evident throughout the year and across all critical aspects of your 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.
Edit this Survey
Would you like to edit this survey? Click here to begin.


Managing Performance

Aligns individual and team performance expectations with the organization's expectations. Sets long and short term goals. Sets the Objectives and Key Results (OKRs) required for the position. Addresses performance issues as soon as possible.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Inspires creativity in their team. Develops solutions to challenging problems. Is creative. Is creative and inspirational.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Encourages employees to take courses relevant to their job. Keep themselves up-to-date of technical/professional issues Allows employees to fully participate in employee training and professional development. Seeks opportunities for professional development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Punctuality

Avoids making personal phone calls during working hours. Starts the workday when scheduled. Arrives to meetings on time. Maintains an efficient schedule of activities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Makes good decisions for the department. Evaluates information before making a final decision. Decides which long-term goals should be met. Is open to listening to others who may have different ideas.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Innovation

Regularly reviews the strategic risks associated with innovation. Creates innovative solutions to critical problems facing the Company. Focuses the team on important innovations. Empowers employees with the technical skills essential for driving innovation and achieving strategic goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Achievement

Reduces staff turnover. Takes calculated risks to achieve difficult goals. Sets challenging goals. Demonstrates improvement in performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Developing Others

Encourages employees through recognition of positive changes in behavior. Supports the successes of other employees. Creates a work environment that fosters positive feedback to employees. Assesses employees' developmental needs.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Business Acumen

Involves key stakeholders (employees, customers, investors, partners) in the planning process to gain diverse perspectives and buy-in. Thoroughly understands the business needs of the customer. Implements long-term strategic solutions to critical problems. Has a good understanding of liabilities and assets.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Insight

Lets employees know how their roles contribute toward the achievement of strategic company objectives. Inspires employees to adopt the strategic plan. Formulates policies and strategies for addressing the Company's important challenges. Maintains knowledge of current trends in the industry.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Part 3: 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
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.