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.

  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Clearly articulates points and actively listens to the others to ensure that both sides understand each other's needs and concerns. Able to collaborate with others in solving problems to create solutions that satisfy both parties' interests. Demonstrates emotional stability to facilitate productive problem-solving and relationship building. Maintains control over emotions to ensure a constructive environment.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Uses tact, compassion, and sensitivity in interactions with others. Applies appropriate communication techniques to the situation. Considers the other individual's point of view. Is well respected in the department.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Gives new tasks to employees. Establishes goals that allow employees top operate independently in the field. Includes others in the decision making process. Recognizes the expertise that employees have in certain areas and allows them the freedom to operate as they see fit.
Comments, Compliments, and/or Constructive Criticism:


  1. Supervisory Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is clear when assigning tasks to be completed. Motivates and inspires high performance by team members. Makes sure employees complete the work on time. Makes sure employees are working toward goals set by the company.
Comments, Compliments, and/or Constructive Criticism:


  1. Goals:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Achieves established goals. Makes sure that team members have a clear idea of our group's goals. Conducts timely follow-up; keeps others informed on a need to know basis. 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. Determines which tasks are critical and which tasks are optional. Prioritizes tasks for efficiency. Avoids bottlenecks in progress by assigning multiple individuals to critical tasks.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates a sense of urgency among the store team members to complete activities, which drive sales. Committed to the team. Maintains persistence and dedication to achieving results. Willing to do whatever it takes-not afraid to have to put in extra effort.
Comments, Compliments, and/or Constructive Criticism:


  1. Clarity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Clearly defines work objectives for employees. Clearly explains the vision and goals of the company. Uses appropriate grammar and tense in communications. Writes clear job descriptions for positions in the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Offers training on various subjects to help ensure employees are aware of regulations. Reviews anti-retaliation policies to ensure compliance with government standards. Develops compliance reports to share with stakeholders. Understands the applicable regulations and laws that impact our business.
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?