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Partnering Networking - Performance Management Assessment Sample #6





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 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:
Partnering/Networking, Empowering Others, Coaching, Others, Action, Bias for Action, Professional Development, Establishing Focus/Direction, Analytical, Quality

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. Partnering/Networking:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Aligns efforts, processes, and resources with partners to maximize strategic opportunities. Creates joint initiatives or projects that serve the common interests of all parties. Promotes a culture of open collaboration, offering ample opportunities and incentives for knowledge sharing and mutual learning. Leverages core competencies of partners to the benefit of both parties.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Permits employees to take training to become more independent. Values the opinions of others. Avoids micromanaging their employees. Allows subordinates to perform mission critical tasks.
Comments, Compliments, and/or Constructive Criticism:


  1. Coaching:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Addresses employee behavior problems effectively. Develops the skills and capabilities of others. Conducts regular performance appraisals and feedback. Coaches employees in how to strengthen knowledge and skills to improve work performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works effectively with people from other departments. Forms working relationships with employees from other departments. Constructively receives criticism and suggestions from others. Consistently demonstrates ability and willingness to trust others.
Comments, Compliments, and/or Constructive Criticism:


  1. Action:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes responsibility for meeting performance standards. Takes action to respond to dissatisfied customer. Stays committed to goals even when progress is slow. Avoids procrastination.
Comments, Compliments, and/or Constructive Criticism:


  1. Bias for Action:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies ways to simplify work processes and reduce cycle times Encourages risk taking and experimentation to improve performance Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times). Conveys a sense of urgency about addressing problems and opportunities
Comments, Compliments, and/or Constructive Criticism:


  1. Professional Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Quickly acquire and apply new knowledge and skills when needed Seeks opportunities for continuous learning. Seeks opportunities for professional development. Allows employees to fully participate in employee training and professional development.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains self-control when personally criticized. Helps guide employees with prioritizing tasks. Functions well under stress, deadlines, and/or significant workloads. Stays focused even when under pressure and stress.
Comments, Compliments, and/or Constructive Criticism:


  1. Analytical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Determines averages and trends in the data. Identifies patterns in conflicting information, events, or data. Analyzes various legal and business situations to find patterns and draw conclusions that others might miss. Decomposes complex information into smaller, manageable parts to understand the details better.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets benchmarks for quality improvements. Understands and uses established quality procedures/controls. Develops processes to enhance quality standards. Creates quality improvement programs and processes.
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?