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Negotiation - Performance Management Assessment Sample #C





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 aims to provide a consistent approach to:
  1. Objectively evaluating an employee's performance and sharing this feedback with the employee.
  2. Identifying the employee's development needs and outlining actions to enhance their job performance.
  3. Ensuring fair and equitable salary management.

Please note that this review is one of several factors considered in salary decisions.

Employee Self-Assessment

Please provide concise answers to the questions below as your feedback is vital to us. Your input helps us capture a comprehensive record of your accomplishments during the performance review period. By thoroughly documenting your achievements, we can ensure that your contributions are accurately reflected in your Performance Appraisal.

The information you provide will be carefully reviewed and included in your Performance Appraisal. This assessment is a crucial part of understanding your progress and performance, allowing us to recognize your hard work and dedication. If you need to include any additional printed sheets, please make sure they are signed, dated, and submitted to your Department Head for proper documentation.


Competencies Included:
Negotiation, Self-Management, Establishing Focus/Direction, Innovation, Technical

Part 1: Completing the Self Assessment



Upon completing the Self Assessment, please submit the form electronically to your Manager for further assessment. The form can be saved and resumed later if needed. You can review it at any time before finalizing and printing it. However, once submitted to your Manager, no further changes can be made.

To submit the form electronically to your manager, you will need to complete the form and press the button labeled: "Submit as Complete". Press that button and the form will be sent to your manager.

The assessment form consists of a set of behavioral statements. For each behavioral statement, assess yourself using the four point rating scale as below:
  • Consistently demonstrates
  • Often demonstrates
  • Sometimes demonstrates
  • Does not demonstrate
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Negotiation

Does not
demonstrate
Sometimes
demonstrates
Often
demonstrates
Consistently
demonstrates
Thoroughly understands the interests and possibilities of both sides. Is prepared to walk away if core interests are not met. Understands the current situation of both parties.

Self Management

Does not
demonstrate
Sometimes
demonstrates
Often
demonstrates
Consistently
demonstrates
Consciously controls own negative emotions in order to keep team morale up. Uses patience and self-control in working with customers and associates. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.

Establishing Focus/Direction

Does not
demonstrate
Sometimes
demonstrates
Often
demonstrates
Consistently
demonstrates
Makes sure that employees understand and identify with the team's mission. Stays focused even when under pressure and stress. Maintains focus when handling several problems or tasks simultaneously.

Innovation

Does not
demonstrate
Sometimes
demonstrates
Often
demonstrates
Consistently
demonstrates
Challenges current procedures to develop other alternatives. Plays a pivotal role in fostering an environment where radical innovation can flourish and lead to major breakthroughs. Encourages a search for radical innovation opportunities to obtain major breakthroughs.

Technical

Does not
demonstrate
Sometimes
demonstrates
Often
demonstrates
Consistently
demonstrates
Is knowledgeable of procedures or systems necessary for the job. Willingly shares information and expertise; sought out as resource by others Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices

Part 2: Comments

What do you consider to be your most important achievements in this evaluation period?


Were there goals that you were unable to meet? If so, please explain.


What could you do to complete more goals next year?


What actions could you take to improve your job performance in the next evaluation period?


Would you like to alter anything about your current position to add value to the organization?


What are your future plans for five years from now?