Managing Risk - Performance Management Assessment Sample #9





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, Initiative, Excellence, Empowering Others, Teamwork, Organizational Fluency, Vision, Continual Learning, Leadership, Delegation

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 Risk

Gathers information regarding potential risks. Uses data from the purchasing department to anticipate possible supply chain risks. Is aware of the financial implications of certain risks. Views risks as potential opportunities for profit.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Initiative

Takes action without being asked. Does things without being told. Initiates the development of new products. Guides strategic initiatives to advance the department/organization.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Excellence

Can be counted on to add value wherever they are involved. Demonstrates the analytical skills to do their job. Is planful and organized. Keeps themselves and others focused on constant improvement.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Empowering Others

Delegates authority to employees and allows them to make their own decisions. Supports the decisions of others. Willing to share in the decision making process. Considers ideas from employees that may challenge traditional ways of doing the job.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Helps the team exercise good judgment by making sound and informed decisions. Carries his/her share of the workload Is able to accurately paraphrase and summarize what other team members have said. Is committed to the success of the team.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Able to use corporate politics to advance department objectives. Anticipates problems that may affect the department. Understands the current organizational culture. Understands departmental policies and procedures.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Directs team efforts towards key elements of the vision. Creates strategic initiatives that support the organization's common vision. Tasks employees with realizing the vision. Develops strategies that align with the organization's collective vision.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Learning

Pursues self-improvement through continual learning. Seeks opportunities to grow in skills and knowledge. Grasps new ideas, concepts, technical, or business knowledge. Takes charge of their training and skills enhancement.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Leadership

Highly effective supervisor. Leads team to set goals, solve problems, and accomplish tasks. Sits down regularly with employees to review their job performance. Expresses clear goals and objectives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Assigns tasks to create learning opportunities for the employees. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Defines goals and objectives for subordinates. Sets clear and reasonable expectations for others and follows through on their progress.
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?