Managing Performance - Performance Management Assessment Sample #11





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, Administrative Skill, Adaptability, Passion to Learn, Punctuality, Change Management, Results Oriented, Collaboration, Co-worker Development, Negotiation

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?





Part 2: Job Competencies


Managing Performance

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Uses timely and appropriate corrective/disciplinary actions. Rewards employees for exceeding goals. Sets clear and ambitious goals to be met.

Administrative Skill

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Has strong technical/computer skills. Accurately implements contract provisions. Strong organizational skills to keep the workspace and department in order

Adaptability

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is open to change and adjusts plans when needed. Adjusts to the new vision and mission of the company. Adjusts plans to meet the needs of new constraints.

Passion To Learn

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is committed to enhancing their own knowledge and skills. Recognizes own areas for development and consciously seeks assignments that will provide practice in areas of developmental need. Stays up-to-date on emerging technologies.

Punctuality

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Maintains an efficient schedule of activities. Avoids making personal phone calls during working hours. Starts the workday when scheduled.

Part 3: Core Values

Change Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is an inspiration for others to accept the recent changes. Develops a strategy for implementing changes. Develops plans for following through on the changes.

Results Oriented

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Sets benchmarks and milestones to measure progress toward the objectives. Determines the parts of the project that need completed first. Produces a high volume of work.

Collaboration

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Fosters strong collaborative relationships with suppliers. Fosters a collaborative work environment where everyone feels committed to achieve common goals. Committed to fostering a collaborative work environment in the department.

Co-worker Development

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Provides ongoing feedback to co-workers on their development progress Gives others development opportunities through project assignments and increased job responsibilities Works to identify root causes of performance problems

Negotiation

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Maintains good interpersonal relationships with representatives from the other party. Able to distinguish and navigate between different negotiation strategies and styles. Knows the BATNA (Best Alternative to a Negotiated Agreement) and is prepared to walk away if core interests are not met.

Part 4: 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?