Objectives - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Objectives:
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:
Objectives, Change Management, Clarity, Managing Risk, Trustworthy, Strategic Focus, Global Perspective, Integrity, Attitude

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. Objectives:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assures [Company] principles are understood, employed & pursued. Establishes goals and objectives. Encourages me to take on greater responsibility. Organizes and schedules events, activities, and resources.
Comments, Compliments, and/or Constructive Criticism:


  1. Change Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Effective in dealing with ambiguous and challenging situations. Develops a strategy for implementing changes. Able to get team members to change their attitudes. Supports the Company's efforts to implement changes.
Comments, Compliments, and/or Constructive Criticism:


  1. Clarity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains clarity in goals and objectives. Avoids creating ambiguity or mixed messages. Communicates with clarity and efficiency. Avoids stating unclear or conflicting goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Risk:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Promotes risk management competence throughout the organization. Communicates the protocols. Creates a risk management strategy for the organization. Performs monthly risk management assessments.
Comments, Compliments, and/or Constructive Criticism:


  1. Trustworthy:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Communicates an understanding of the other person's interests, needs and concerns. Takes ownership, delivers on commitments Consistently keeps commitments. Takes care to maintain confidential information.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Aligns cross-functional teams to the strategic plan. Creates plans to develop and promote organizational and area strengths, as well as to address weaknesses. Crafts and executes strategies to advance the company. Monitors company performance and makes adjustments to the strategic plan as needed.
Comments, Compliments, and/or Constructive Criticism:


  1. Global Perspective:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Engages in problem solving with individuals outside of the country. Understands how cultures differ and how these differences impact work behavior. Respects individual differences. Is able to work with individuals having different backgrounds and cultures.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops trust and confidence from others. Fosters an environment built upon trust. Demonstrates sincerity in actions with others. Follows tasks to completion.
Comments, Compliments, and/or Constructive Criticism:


  1. Attitude:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Shows by their actions that they trust in the positive intentions of others. Builds open and trusting relationships. Is gracious and professional in their interactions with others. Works to eliminate unnecessary work or barriers that get in others' way.
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?