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.

  1. Organizational Fluency:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to explain departmental policies and procedures to others. Understands departmental policies and procedures. Able to use corporate politics to advance department objectives. Understands the current organizational culture.
Comments, Compliments, and/or Constructive Criticism:


  1. Fiscal Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops budgets and plans for various programs and initiatives. Ensures others follow the correct rules and regulations on fiscal matters. Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff. Keeps excellent records for financial transparency.
Comments, Compliments, and/or Constructive Criticism:


  1. Vision:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates a vision that adds value to the organization. Delegates the task of implementing the vision to subordinates. Ensures that work is systematically aligned and coordinated with the organization's vision. Encourages employees to embrace the departmental vision.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Willing to change ideas or perceptions based on new information. Adapts to different learning styles of employees as required to make sure employees receive the highest level of training. Encourages adaptability to utilize more efficient processes. Agile and versatile when responding to critical issues.
Comments, Compliments, and/or Constructive Criticism:


  1. Action:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Conducts critical-incident review immediately after the event. Makes decisions confidently and stands by them. Converts plans into actions. Does whatever it takes (within reason) to get the job done.
Comments, Compliments, and/or Constructive Criticism:


  1. Performance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to organize work. Listens and responds to issues and problems Works effectively in the department. Has great overall performance
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes judgments based upon relevant information. Skilled at quickly diagnosing issues, identifying root causes, and developing and implementing effective solutions in the workplace. Solves problems using logic and insight. Identifies and assesses all potential responses to a problem.
Comments, Compliments, and/or Constructive Criticism:


  1. Objectives:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assures [Company] principles are understood, employed & pursued. Organizes and schedules events, activities, and resources. Ability to establish realistic goals. Works toward achieving established goals and objectives.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Provides support and resources needed to accomplish goals. Encourages employees to solve problems on their own. Fosters a sense of ownership and accountability for the process/product. Values the expertise that others bring to the team.
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?