Managing Risk - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Managing Risk:
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 Risk, Problem Solving, Achievement, Co-worker Development, Company, Action, Passion to Learn, Establishing Focus/Direction, Supervisory Skills

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 Risk

Determines the impact of specific risks on infrastructure. Seeks to increase safety in the workplace. Seeks to add value to the company by embracing risk. Aligns risk management activities with existing processes.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Problem Solving

Makes judgments based upon relevant information. Skilled at quickly diagnosing issues, identifying root causes, and developing and implementing effective solutions in the workplace. Works cooperatively with others to solve problems. Identifies fresh approaches and shows a willingness to question traditional assumptions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Achievement

Follows-up and takes action when goals are not met to ensure better results in the future. Sets performance metrics to measure achievement or attainment of goals. Set high standards in their performance Rapidly completes tasks and assignments.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Provides ongoing feedback to co-workers on their development progress Sets and clearly communicates expectations, performance goals, and measurements to others Gives others development opportunities through project assignments and increased job responsibilities Takes immediate action on poor performance
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Company

Attends [Company] gatherings and social events. Understands how decisions impact other business units beyond their immediate department of work group. Follows existing procedures and processes. Understands the use of [Company] products and services.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Action

Persists in work despite obstacles encountered. Changes course to meet the needs of a new situation. Fixes small issues before they become critical incidents. Acts immediately instead of waiting for someone else to solve the issue.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Passion To Learn

Takes advantage of training opportunities when they arise. Is open minded and curious about learning new skills. Exhibits willingness to upgrade skills through additional training and education. Demonstrates a willingness to participate in continuing education courses.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Functions well under stress, deadlines, and/or significant workloads. Excellent at managing time. Helps guide employees with prioritizing tasks. Makes sure that employees understand how their work relates to organizational goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Supervisory Skills

Willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave. Schedules follow up meetings if employee's performance is below average. Listens to others. Leads others through their commitment to the department.
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.