hr-survey.com

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.
Edit this Survey
Would you like to edit this survey? Click here to begin.


  1. Managing Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets long and short term goals. Holds the team leader accountable for the team meeting key performance responsibilities. Places employees on probation if they fail to meet minimum performance standards. Determines the operational standards needed for performance of the job.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is ready to offer help Keep staff informed about what is happening in the company Makes you feel enthusiastic about your work Delegate tasks effectively
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
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. Able to maintain productivity and effectiveness no matter the context. Possesses a high degree of flexibility to meet the challenges posed by unforeseen circumstances. Responds to changing governmental regulations.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Stays focused even when under pressure and stress. Functions well under stress, deadlines, and/or significant workloads. Excellent at managing time. Sets appropriate goals for employees.
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Asks for additional information when making critical decisions. Carefully evaluates information before making an important decision. Recognizes and generates innovative solutions. Examines for patterns in data to help predict future possibilities.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages others to produce the highest quality work products. Identifies appropriate sources of quality standards. Regularly measures product specifications to ensure uniformity and quality control. Promotes quality improvement practices in the department.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Completes all assigned tasks. Achieves high levels of performance. Prioritizes goals to complete those in urgent need first. Flexible and willing to change the strategy to better achieve the objectives.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assists employees that need help. Respects other members of the team/department. Demonstrates good communication with colleagues and customers. Appreciates the extra efforts made by coworkers.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Recognizes the expertise that employees have in certain areas and allows them the freedom to operate as they see fit. Creates opportunities for employees to exercise their independence. Trusts employees are able to complete assigned tasks. Is confident in the abilities of employees assigned important tasks.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Finds opportunities to recognize others. Compliments other people when they do good work Lets employees know when they have done well Reinforces and rewards employees for accomplishing necessary goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Evaluates and reviews the implementation of the strategic plan to ensure achievement of the objectives. Makes decisions that yield more competitive advantages. Determines the best strategy for achieving elevated levels of performance. Creates a SWOT matrix to help analyze data.
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?