Managing Performance - Performance Management Assessment Sample #6





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 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:
Managing Performance, Management, Flexibility, Establishing Focus/Direction, Decision Making, Quality, Results Oriented, Interpersonal Skills, Empowering Others, Recognition, Strategic Focus

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.

  1. Managing Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure employees understand what is expected of them. Presents performance feedback in a clear and concise manner to address performance issues. Rewards individuals who show imagination in developing creative solutions to problems. Sets performance expectations that are clear, specific and concise.
Comments, Compliments, and/or Constructive Criticism:


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


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is versatile and resilient. Regularly assesses current methods, welcomes feedback, and is willing to implement changes to improve efficiency and effectiveness. Fosters a culture where diverse perspectives are valued allowing the team to adapt more easily to changes and draw on a wider range of ideas and solutions. Responds to issues and problems with creative solutions and innovation.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets appropriate goals for employees. Aligns the department's goals with the goals of the organization. Makes sure that employees understand how their work relates to organizational goals. Functions well under stress, deadlines, and/or significant workloads.
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Has a good rapport other people which is helpful in making decisions on the team. Regularly evaluates information before making important decisions. Makes decisions based on novel interpretations of the facts. Understands how their decisions will affect others.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Designs effective quality control systems. Able to anticipate quality issues and take preventative actions. Proposes a variety of solutions to address quality needs. Addresses barriers to successfully implementing quality standards.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies what needs to be accomplished. Has a strong result orientation. Is considered a high achiever. Determined to complete tasks regardless of obstacles that may occur.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates compassion and understanding of others. Able to work with individuals at all levels of the Company. Shows appreciation for other's work. Respectful of the opinions and ideas of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Enables employees to take on more challenging roles. Empowers employees to structure their work hours to maximize their productivity. Provides opportunities for employee development and growth. Views others in the department as valued assets to be trained and employed.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Says "thank you" to show appreciation for work of others. Finds opportunities to recognize others. Compliments other people when they do good work Recognizes the abilities and skills of self and others
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure the objectives are clearly communicated and understood. Makes sure that all departments/teams are contributing toward the success of the strategy. Effectively translates strategy into operational decisions. Strategically positions resources to meet the needs of field based employees.
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?