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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.
Edit this Survey
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Objectives

Assures [Company] principles are understood, employed & pursued. Sets long-term and short-term goals. Ability to establish realistic goals. Able to organize work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Risk

Seeks specific risks that will create opportunities to advance the department/company. Uses financial data to mitigate financial risks. Accepts risk as needed. Has the knowledge and skills to accurately identify risks in the workplace.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Regulatory/Compliance

Creates a standardized response protocol for responding to compliance related issues. Is professional and courteous in interactions with auditors and regulators. Keeps up-to-date with legislation affecting employees. Coordinates internal and external audit procedures.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Encourages dialog between team members. Fosters teamwork rather than individual competition Makes decisions that positively impact team performance. Considers the impact and implications of decisions on the team.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Understands departmental policies and procedures. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Gets things done through the department. Able to deal with sensitive issues with tact and professionalism.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Turns the department's vision into defined objectives and a strategic framework. Stays ahead of the curve and guides the team towards innovative solutions and strategic decisions. Provides a detailed schedule that specifies key milestones and deadlines, guiding the organization step-by-step towards achieving its long-term goals and overall vision. Develops action plans to align his/her work with the goals of the organization.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Analyzes processes to determine areas for improvement. Looks for ways to expand and learn new job skills. Encourages an employee culture of continuous improvement to seek out better ways of doing things. Looks for ways to expand current job responsibilities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Punctuality

Starts meetings on time. Arrives to meetings on time. Avoids making personal phone calls during working hours. Maintains an efficient schedule of activities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Excellent at managing time. Maintains self-control when personally criticized. Makes sure that employees understand and identify with the team's mission. Sets appropriate goals for employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Assigns tasks to create learning opportunities for the employees. Tells subordinates what to do, not how to do it. Entrusts subordinates with important tasks. Encourages and empowers subordinates to use initiative in achieving goals and objectives.
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?