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Others - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Others:
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:
Others, Business Acumen, Company, Adaptability, Self-Management, Establishing Focus/Direction, Analytical, Problem Solving, Technology Use/Management

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 think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


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.
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Others

Is able to see issues from others' perspectives. Works effectively with people from other departments. Works across boundaries within the organization. Able to see issues from others' perspectives.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Business Acumen

Understands the financial metrics used by the department. Establishes key performance indicators (KPIs) to measure progress and success. Anticipates marketplace opportunities and supports speed to market. Thoroughly understands the business needs of the customer.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Company

Expresses loyalty and dedication to [Company] in interactions with others. Understands how decisions impact other business units beyond their immediate department of work group. Attends [Company] gatherings and social events. Understands the use of [Company] products and services.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Adaptability

Is aware of changes to the policies and procedures. Adjusts to new plans and procedures. Is proactive and takes steps to prepare for changes in the workplace. Works effectively in dynamic and changing work environments.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Self Management

Does not allow own emotions to interfere with the performance of others. Analyzes interpersonal problems instead of reacting to them. Uses patience and self-control in working with customers and associates. Consciously controls own negative emotions in order to keep team morale up.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Maintains focus when handling several problems or tasks simultaneously. Functions well under stress, deadlines, and/or significant workloads. Aligns the department's goals with the goals of the organization. Excellent at managing time.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Analytical

Maintains precision when collecting and measuring data. Is well-versed in fundamental research concepts. Uses logic and reasoning to identify which pieces of information are useful and which are not. Builds mathematical models to represent real-world problems to help in understanding complex systems and predicting outcomes.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Problem Solving

Evaluates whether the necessary resources (budget, personnel, time, technology) are available to implement each solution. Pinpoints the issues that have arisen or are expected to arise. Makes judgments based upon relevant information. Generates innovative and practical ideas and approaches.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Adopts the implementation of new technology into the workplace. Supports employee training and development initiatives regarding implementation of technology. Supports technical training and development of employees. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
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
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.