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.

  1. Partnering/Networking:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains infrastructure to support partnerships and networks. Creates joint initiatives or projects that serve the common interests of all parties. Develops key business contacts at other companies. Collaborates with others to accomplish goals and objectives.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Includes others in the decision making process. Expresses confidence in the abilities of others. Allows employees the opportunity to take time off when needed. Creates a culture where employees are recognized and rewarded for taking the initiative and making impactful choices.
Comments, Compliments, and/or Constructive Criticism:


  1. Coaching:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Provides clear, motivating, and constructive feedback. Develops the skills and capabilities of others. Conducts regular performance appraisals and feedback. Helps employees to maintain high personal standards.
Comments, Compliments, and/or Constructive Criticism:


  1. Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Constructively receives criticism and suggestions from others. Consistently demonstrates ability and willingness to trust others. Helpful Supports the efforts of other employees in implementing solutions to problems.
Comments, Compliments, and/or Constructive Criticism:


  1. Action:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Will take action to address a problem rather than to wait to confer with others about the situation. Seeks new opportunities for advancement. Is the first to volunteer for assignments. Conducts critical-incident review immediately after the event.
Comments, Compliments, and/or Constructive Criticism:


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


  1. Professional Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages employees to take courses relevant to their job. Keep themselves up-to-date of technical/professional issues Seeks opportunities for continuous learning. Demonstrate enthusiasm and a willingness to learn new skills and knowledge
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains focus when handling several problems or tasks simultaneously. Aligns the department's goals with the goals of the organization. Maintains self-control when personally criticized. Makes sure that employees understand and identify with the team's mission.
Comments, Compliments, and/or Constructive Criticism:


  1. Analytical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Selects the appropriate techniques for analysis. Prioritizes various actions to be taken when solving a problem. Analyzes issues and reduces them to their component parts. Uses appropriate techniques to solve problems.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Reflects on what is working and what could be improved. Proposes a variety of solutions to address quality needs. Creates quality improvement programs and processes. Understands and uses established quality procedures/controls.
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?