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Negotiation - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Negotiation:
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:
Negotiation, Responsible, Strategic Focus, Entrepreneurship, Passion to Learn, Continual Improvement, Establishing Focus/Direction, Quality

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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Negotiation

Is resolute in positions to build trust and predictability. Combines the valid points from each source to form a comprehensive and balanced perspective. Sets and maintains firm negotiating limits and boundaries. Able to distinguish and navigate between different negotiation strategies and styles.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Responsible

Acts as a resource without removing individual responsibility. Works in a way that makes others want to work with her/him. Sets high personal standards of performance. Sets a good example
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Focus

Makes strategic decisions that take into account a dynamic situation. Makes plans to handle unforeseen events that could impact the achievement of strategic goals. Develops a corporate strategy to establish business operations in different locations. Effectively translates strategy into operational decisions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Entrepreneurship

Finds unique ways to go around barriers to success. Seeks and utilizes mentors to help guide professional development. Is comfortable operating in an environment of uncertainty. Understands the processes and various stages of business development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Passion To Learn

Enjoys learning new skills and techniques. Embraces new technology and procedures. Takes advantage of training opportunities when they arise. Takes initiative for own learning and development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Analyzes processes to determine areas for improvement. Encourages an employee culture of continuous improvement to seek out better ways of doing things. Looks for ways to expand and learn new job skills.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Sets appropriate goals for employees. Maintains focus when handling several problems or tasks simultaneously. Stays focused even when under pressure and stress. Makes sure that employees understand how their work relates to organizational goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Quality

Effectively works with Quality Control (QC) engineers. Corrects issues in a timely manner. Evaluates and improves the quality of services and products. Assesses strengths and weaknesses of various quality initiatives.
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.