Objectives - Performance Management Assessment Sample #9





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 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:
Objectives, Managing Risk, Regulatory/Compliance, Teamwork, Organizational Fluency, Vision, Continual Improvement, Punctuality, Establishing Focus/Direction, Delegation

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 consider your greatest strengths in your current job?



  4. Which areas of your performance at the company do you feel need improvement?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.

Objectives

Sets long-term and short-term goals. Able to organize work. Assures [Company] principles are understood, employed & pursued. Consistently provides me with timely feedback for improving my performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Risk

Tracks and monitors incidents that may increase the risk of adverse consequences. Accurately perceives potential risks in the workplace. Determines the impact of specific risks on marketplace. Adds value to the organization through acceptance of certain risk.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Regulatory/Compliance

Observes, monitors and coordinates compliance activities. Creates an oversight panel to provide comprehensive supervision for the organization. Ensures regulations are followed as required. Follows all safety regulations and procedures.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Works well with other team members. Lets team members know when they have done well. Identifies and resolves conflicts within the team to increase team effectiveness Coaches team on how to solve problems, plan, and meet organizational goals and objectives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Understands departmental policies and procedures. Understands the current organizational culture. Adept at navigating within the culture of the department. Anticipates problems that may affect the department.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Develops a vision to empower employees to make more effective decisions. Develops an inspiring and ambitious vision for the organization's future. Effectively communicates the vision to employees. Shapes strategies that resonate with the department's shared vision.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Looks for ways to expand and learn new job skills. Analyzes processes to determine areas for improvement. Looks for ways to expand current job responsibilities. Looks for ways to improve work processes and procedures.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Punctuality

Starts the workday when scheduled. Responds to requests for information in a timely manner. Arrives to meetings on time. Starts meetings on time.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Functions well under stress, deadlines, and/or significant workloads. Aligns the department's goals with the goals of the organization. Helps guide employees with prioritizing tasks. Makes sure that employees understand and identify with the team's mission.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Sets clear and reasonable expectations for others and follows through on their progress. Delegates authority and responsibility to subordinates and holds them accountable for their actions. Assigns tasks to create learning opportunities for the employees. Tells subordinates what to do, not how to do it.
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
What new skills do you plan to acquire within the next evaluation period?