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Organizational Fluency - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Organizational Fluency:
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:
Organizational Fluency, Fiscal Management, Vision, Flexibility, Action, Performance, Problem Solving, Objectives, Empowering Others

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.
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  1. Organizational Fluency:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to explain departmental policies and procedures to others. Adept at navigating within the culture of the department. Able to use corporate politics to advance department objectives. Gets things done through the department.
Comments, Compliments, and/or Constructive Criticism:


  1. Fiscal Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Provides budgeting and accounting support to the Company. Monitors spending. Monitors expenses and verifies the need for items purchased. Ensures others follow the correct rules and regulations on fiscal matters.
Comments, Compliments, and/or Constructive Criticism:


  1. Vision:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Influences the attitudes and behaviors of subordinates to match the department's vision. Is adept at identifying underlying problems within the organization and is capable of envisioning innovative and effective solutions to address these issues. Assigns the vision implementation to team members. Designs a forward-thinking strategy to achieve the department's growth goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adapts quickly to new technologies that impact the production line. Remains calm when dealing with multiple issues. Shows a readiness to adapt and optimize. Encourages others to adopt new procedures.
Comments, Compliments, and/or Constructive Criticism:


  1. Action:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Conducts critical-incident review immediately after the event. Acts immediately instead of waiting for someone else to solve the issue. Takes action to respond to dissatisfied customer. Prepares equipment at the start of the shift.
Comments, Compliments, and/or Constructive Criticism:


  1. Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works effectively in the department. Works well in this position. Shown significant improvement in job performance. Has great overall performance
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Gathers input from staff for use in problem solving. Quantifies the discrepancy between expected outcomes and measures of performance. Assesses the extent to which proposed solutions would lead to success. Able to balance the needs of different people in a solution to a problem.
Comments, Compliments, and/or Constructive Criticism:


  1. Objectives:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets long-term and short-term goals. Communicates goals and objectives to employees. Consistently provides me with timely feedback for improving my performance. Ability to establish realistic goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Views others in the department as valued assets to be trained and employed. Assigns important tasks to subordinates. Recognizes and rewards employees who make important decisions and take action when necessary. Encourages employees to take on greater responsibilities.
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?