Managing Risk - Performance Management Assessment Sample #6





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 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 Risk, Innovation, Technology Use/Management, Objectives, Trustworthy, Negotiation, Strategic Focus, Global Perspective

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.

  1. Managing Risk:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Create contingency plans. Is responsible for regulatory, strategic, operational and project risk management. Identifies and mitigates risks while making informed, strategic decisions. Creates a level of resilience in the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates improved methods or solutions for meeting goals and objectives. Encourages open communication to ensure that all proposals are considered. Develops new products and services. Challenges current procedures to develop other alternatives.
Comments, Compliments, and/or Constructive Criticism:


  1. Technology Use/Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Proficient in the use of technical systems and processes. Applies complex rules and regulations to maintain optimal system performance. Supports employee training and development initiatives regarding implementation of technology. Supports technical training and development of employees.
Comments, Compliments, and/or Constructive Criticism:


  1. Objectives:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Effectively organizes resources and plans Sets long-term and short-term goals. Organizes and schedules events, activities, and resources. Ability to establish realistic goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Trustworthy:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Communicates an understanding of the other person's interests, needs and concerns. Takes care to maintain confidential information. Consistently keeps commitments. Takes ownership, delivers on commitments
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Manages emotions to reduce the impact of negativity. Clearly articulates points and actively listens to the others to ensure that both sides understand each other's needs and concerns. Alters plans to respond to immediate challenges. Demonstrates confidence in own position and can influence the other party's perception of proposals being offered.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies and addresses strategic risks impacting operations. Identifies the role of each department in meeting the strategic goals. Develops an organizational strategy for each functional area within the mission statement. Creates a SWOT matrix to help analyze data.
Comments, Compliments, and/or Constructive Criticism:


  1. Global Perspective:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates a curiosity about diverse individuals and cultures. Understands and appreciates the perspectives offered by others with different cultural backgrounds. Understands how cultures differ and how these differences impact work behavior. Is aware of the culture, behaviors, identities and beliefs of others.
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?