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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.
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Managing Risk

Determines the impact of specific risks on infrastructure. Determines a proportional response in relation to the level of risk. Maintains open communication with other departments. Accurately perceives potential risks in the workplace.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Problem Solving

Chooses a diverse group with relevant expertise and perspectives for a brainstorming session. Is flexible and adjusts the solution as needed based on the monitoring data and feedback received. Determines the order in which the action steps need to be completed including steps that may be dependent on others. Conducts a cost-benefit analysis for each solution to determine its financial viability and potential return on investment.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Achievement

Demonstrates a well-organized and timely approach to achieve desired results Met required benchmarks for the position. Allocates resources as needed to accomplish organizational goals. Establishes stretch goals to advance skills and output.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Works to identify root causes of performance problems Adapts coaching and mentoring approach to meet the style or needs of individuals Gives others development opportunities through project assignments and increased job responsibilities Takes immediate action on poor performance
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Company

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. Attends [Company] gatherings and social events.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Action

Is not afraid to take corrective action when necessary. Approves purchase requests in a timely manner. Is the first to volunteer for assignments. Acts immediately instead of waiting for someone else to solve the issue.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Passion To Learn

Holds self and associates accountable for goal achievement. Demonstrates a willingness to participate in continuing education courses. Exhibits willingness to upgrade skills through additional training and education. Constantly enhances product knowledge through experimentation and play.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Maintains self-control when personally criticized. Maintains focus when handling several problems or tasks simultaneously. Aligns the department's goals with the goals of the organization. Functions well under stress, deadlines, and/or significant workloads.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Supervisory Skills

Provides feedback referencing specific instances or examples of behaviors. Successfully mediates conflicts between employees. Delegates assignments to employees according to seniority. Reviews performance against established measures.
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.