Partnering Networking - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Partnering Networking:
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:
Partnering/Networking, Entrepreneurship, Client Focus, Adaptability, Action, Self-Management, Continual Improvement, Attitude, Quality, Results Oriented

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.

Partnering/Networking

Hosts forums, colloquiums, and seminars to share information and ideas. Engages in partnerships to share risks and resources. Exchanges ideas, resources, plans, and technologies with colleagues. Promotes a culture of open collaboration, offering ample opportunities and incentives for knowledge sharing and mutual learning.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Entrepreneurship

Balances risks and rewards when making decisions. Devotes a certain amount of time and effort to developing new business opportunities. Able to adapt the department to changing business demands and climate. Has a strategic awareness on how to promote the organization.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Client Focus

Creates innovative solutions to meet client needs. Responds to the needs of the client. Is committed to the success of the client. Responds to feedback from clients.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Adaptability

Able to work effectively with new people and new teams. Handles changes easily. Adjusts priorities to changing business goals. Is aware of changes in the environment.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Action

Takes action in critical situations. Establishes the tasks and direction for the team. Takes the initiative to address problems sooner rather than later. Is driven to complete a high amount of work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Self Management

Does not allow own emotions to interfere with the performance of others. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger. Steps away from a situation to process appropriate response. Uses patience and self-control in working with customers and associates.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual 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. Analyzes processes to determine areas for improvement.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Attitude

Works to eliminate unnecessary work or barriers that get in others' way. Shows by their actions that they trust in the positive intentions of others. Treats all people fairly and with respect. Visibly supports and encourages diversity in style and background.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Quality

Maintains detailed instructions to ensure consistency and quality in the production line. Sets benchmarks for quality improvements. Encourages others to achieve high quality standards. Creates quality improvement programs and processes.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Results Oriented

Provides clear expectations for employees. Creates measures of performance to track progress. Focuses on achieving important goals. Completes work on time.
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.