hr-survey.com

Negotiation - Performance Management Assessment Sample #6





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 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:
Negotiation, Interpersonal Skills, Empowering Others, Supervisory Skills, Goals, Juggling Multiple Responsibilities, Commitment To Result, Clarity, Regulatory/Compliance

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.
Edit this Survey
Would you like to edit this survey? Click here to begin.


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Persuades the other party of the benefits of our proposals. Effectively sets the tone and agenda, creates rapport, and builds momentum at the start of negotiations. Alters plans to respond to immediate challenges. Demonstrates emotional stability to facilitate productive problem-solving and relationship building.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Easily approachable. Values the opinions of others. Understands the core issues of conversations. Takes time to recognize the efforts of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets goals to allow the employee to have more autonomy over their work. Permits employees to take training to become more independent. Allows subordinates to perform mission critical tasks. Enables employees to take on more challenging roles.
Comments, Compliments, and/or Constructive Criticism:


  1. Supervisory Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Allows employees to make their own decisions. Maintains the confidence and trust of employees. Coaches subordinates in how to make good decisions. Gives feedback that includes both a recognition of the employee's strengths and areas where the employee could do better.
Comments, Compliments, and/or Constructive Criticism:


  1. Goals:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Achieves goals. Achieves established goals. Makes sure that I have a clear idea of our group's goals. Understands & contributes to development of strategic goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Juggling Multiple Responsibilities:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Observes, analyzes, and responds to merchandise needs while serving customers and accomplishing operational tasks. Keeps track of multiple assignments and deadlines. Can multitask while performing all of their other responsibilities and activities. Is aware of the deadlines for specific tasks/assignments.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Takes immediate action toward goals. Creates a sense of urgency among the store team members to complete activities, which drive sales. Able to focus on a task even when working alone.
Comments, Compliments, and/or Constructive Criticism:


  1. Clarity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains clarity in goals and objectives. Is clear about the roles and duties of team members. Clearly explains responsibilities to individuals. Checks details thoroughly.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Trains and coordinates activies of compliance officers. Understands the applicable regulations and laws that impact our business. Complies with trade agreements affecting international companies. Prepares and presents annual reports as required.
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?