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Others - Performance Management Assessment Sample #6





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 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:
Others, Co-worker Development, Negotiation, Accountability, Persuasion and Influence, Change Management, Excellence

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. Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Consistently demonstrates ability and willingness to trust others. Forms working relationships with employees from other departments. Respects the opinions of other employees. Includes others in the decision making processes.
Comments, Compliments, and/or Constructive Criticism:


  1. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes immediate action on poor performance Works to identify root causes of performance problems Adapts coaching and mentoring approach to meet the style or needs of individuals Sets and clearly communicates expectations, performance goals, and measurements to others
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates a constructive atmosphere, building a positive relationship for cooperative negotiations. Fosters a robust, collaborative setting; sets clear expectations; and introduces an agenda that matches priorities. Identifies verbal and nonverbal cues to help interpret actions and messages. Able to adapt to dynamic situations created by new information or unexpected challenges.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages employees to take on greater responsibilities. Takes personal responsibility for the quality of their work. Acts like an owner when they make decisions. Aware of the consequences for failure to complete the project.
Comments, Compliments, and/or Constructive Criticism:


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks to obtain consensus or compromise. Develops a good rapport with others. Communicates effectively with others. Able to express own goals and needs.
Comments, Compliments, and/or Constructive Criticism:


  1. Change Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to get department employees to accept new changes. Supports new initiatives for organizational changes to improve effectiveness. Works cooperatively with others to implement changes. Adopts changes to set and example for others to follow.
Comments, Compliments, and/or Constructive Criticism:


  1. Excellence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Can be counted on to add value wherever they are involved. Takes a lot of pride in their work. Demonstrates the analytical skills to do their job. Demonstrates the functional or technical skills necessary to do their job.
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?