Partnering Networking - Performance Management Assessment Sample #9





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, Global Perspective, Bias for Action, Professional Development, Management, Establishing Focus/Direction, Time Management, Achievement, Objectives

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 consider your greatest strengths in your current job?



  4. Which areas of your performance at the company do you feel need improvement?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.

Partnering/Networking

Builds alliances between departments and teams. Hosts forums, colloquiums, and seminars to share information and ideas. Creates a shared knowledge base or resource center accessible to all partners. Forms strategic partnerships and business alliances to expand opportunities.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Global Perspective

Develops both the cultural awareness and business skills to grow our business in all countries, and work effectively across borders with employees, customers, and shareowners. Communicates effectively on a multi-lingual basis. Works well with others from different cultural backgrounds. Demonstrates a curiosity about diverse individuals and cultures.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Bias for Action

Identifies ways to simplify work processes and reduce cycle times Completes work on time Completes a large volume of work. Seeks and utilizes opportunities for continuous learning and self-development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Quickly acquire and apply new knowledge and skills when needed Seeks opportunities for professional development. Keep themselves up-to-date of technical/professional issues Demonstrate enthusiasm and a willingness to learn new skills and knowledge
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Management

Keep staff informed about what is happening in the company Is ready to offer help Takes responsibility for things that go wrong Makes you feel enthusiastic about your work
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Stays focused even when under pressure and stress. Aligns the department's goals with the goals of the organization. Makes sure that employees understand how their work relates to organizational goals. Functions well under stress, deadlines, and/or significant workloads.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Time Management

Allocates time to the highest priority items. Consistently meets the project schedule. Works on critical tasks as quickly as possible. Prioritizes new tasks according to their relative importance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Achievement

Reduced department expenses by 25 percent. Takes reasonable risks to achieve desired results. Sets challenging goals. Uses established goals and performance measures to keep track of performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Objectives

Organizes and schedules events, activities, and resources. Works toward achieving established goals and objectives. Able to organize work. Consistently provides me with timely feedback for improving my performance.
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
What new skills do you plan to acquire within the next evaluation period?