Managing Performance - Performance Management Assessment Sample #9





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, Accountability, Integrity, Emotional Intelligence, Delegation, Time Management, Results Oriented, Safety, Others, 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 consider your greatest strengths in your current job?



  4. Which areas of your performance at the company do you feel need improvement?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.

Managing Performance

Assigns responsibility for meeting specific objectives. Conveys expectations for meeting performance metrics. Ensures the employee understands the key tasks, goals and KPIs required for the position. Aligns individual and team performance expectations with the organization's expectations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Accountability

Accepts accountability for their work. Commits to leading the initiatives to solving critical issues. Maintains honesty and transparency in all communications. Able to complete required tasks on time and delivered expected results.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Integrity

Demonstrates sincerity in actions with others. Accepts responsibility for mistakes. Does what was promised. Protects the integrity and confidentiality of information
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Is able to express themselves clearly. Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Accurately perceives the emotional reactions of others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Defines the roles, responsibilities, required actions, and deadlines for team members. Tells subordinates what to do, not how to do it. Defines goals and objectives for subordinates. Clearly defines duties and tasks to be completed.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Time Management

Achieves high output to meet deadlines. Uses agendas when chairing or facilitating meetings. Responds immediately to requests rather than waiting to respond. Accurately captures time across various tasks.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Results Oriented

Holds self and others accountable for achieving results. Produces a high volume of work. Completes urgent tasks first. Strives to exceed performance benchmarks.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Safety

Commits adequate resources toward safety measures. Ensures compliance with safety regulations. Creates accurate and effective measures of safety. Develops safety guidelines for the department.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Others

Includes others in the decision making processes. Supports the efforts of other employees in implementing solutions to problems. Works effectively with people from other departments. Treats others with respect and dignity.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Insight

Develops a plan and strategy for each functional area within the mission statement. Creates strategic plans to develop and promote organizational and area strengths, as well as to address weaknesses based on insight from surveys. Recognizes the needs of customers. Works with others to develop insights into the resources and actions required to produce desired results.
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
What new skills do you plan to acquire within the next evaluation period?