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.

Managing Performance

Uses weekly staff meetings to assess performance of key responsibilities. Identifies specific actions to be addressed through the remediation plan. Addresses poor performance sooner rather than later. Obtains commitment from employees regarding completion of tasks.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Conceives, implements and evaluates ideas. Inspires creativity in their team. Creates a lot of new ideas. Is creative.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Seeks opportunities for professional development. Quickly acquire and apply new knowledge and skills when needed Keep themselves up-to-date of technical/professional issues Encourages employees to take courses relevant to their job.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Punctuality

Invoices clients on a timely basis. Conducts appointments at scheduled start time. Starts meetings on time. Maintains an efficient schedule of activities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Understands how different perspectives can help make better informed decisions. Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action Understands how their decisions will affect others. Applies creative reasoning in making decisions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Innovation

Builds upon the ideas and solutions of others. Suggests new ideas at meetings. Develops new products and services. Creates improved methods or solutions for meeting goals and objectives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Achievement

Holds others to high standards of achievement. Created impactful reports for the re-organization committee. Rapidly completes tasks and assignments. Takes immediate action of projects that fall behind schedule.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Developing Others

Assigns tasks and responsibilities to develop skills of others. Tries to ensure employees are ready to move to the next level. Encourages employees through recognition of positive changes in behavior. Supports the successes of other employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Business Acumen

Incorporates innovative approaches and being adaptable to change. Exhibits behavior that is consistent with the vision, mission, and core values of the organization Recognizes trends in underlying data. Identifies new business opportunities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Insight

Inspires employees to adopt the strategic plan. Creates values statement to ensure all employees are working under the same guiding principles. Analyzes unique issues or problems impacting the Company. Allocates proper resources for employee training to meet future needs based on insight into employee skill levels.
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.