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Passion to Learn - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Passion to Learn:
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:
Passion to Learn, Continual Improvement, Professional Development, Persuasion and Influence, Innovation, Achievement, Excellence, Interpersonal Skills, Developing Others, Business Acumen, Planning

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. Passion To Learn:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Constantly enhances product knowledge through experimentation and play. Embraces new technology and procedures. Exhibits willingness to upgrade skills through additional training and education. Holds self and associates accountable for goal achievement.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Improvement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Open to the suggestions from others. Looks for ways to expand and learn new job skills. Analyzes processes to determine areas for improvement. Promotes training and development opportunities to enhance job performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Professional Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Contributing fully to the extent of their skills Seeks opportunities for professional development. Demonstrate enthusiasm and a willingness to learn new skills and knowledge Encourages employees to take courses relevant to their job.
Comments, Compliments, and/or Constructive Criticism:


  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Attempts to persuade others rather than simply control them. Has excellent influencing/negotiating skills. Ensures stakeholders are involved in the decision making process. Develops a good rapport with others.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates innovative solutions to critical problems facing the Company. Keeps an open mind towards innovative concepts ensuring managers are continuously exploring potential growth avenues. Analyzes current procedures and identifies opportunities for improvement. Challenges existing work processes/products to enhance value.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works at a quick pace to complete a high volume of work. Allocates resources as needed to accomplish organizational goals. Holds others to high standards of achievement. Driven to complete goals despite obstacles that may arise.
Comments, Compliments, and/or Constructive Criticism:


  1. Excellence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes a lot of pride in their work. Can be counted on to add value wherever they are involved. Is planful and organized. Demonstrates the functional or technical skills necessary to do their job.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assists those in the department who need help in meeting performance metrics. Demonstrates a high degree of ethics and integrity in the workplace. Communicates initiatives in a clear and actionable manner to employees. Promotes acceptance of diverse viewpoints from team members.
Comments, Compliments, and/or Constructive Criticism:


  1. Developing Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Provides constructive feedback to others. Creates opportunities for professional development. Sets performance objectives for subordinates that encourages development opportunities. Recognizes and celebrates accomplishments of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Business Acumen:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Rewards risky ideas that may yield significant benefits to the business. Thoroughly understands the business needs of the customer. Meets with customers to gain insights into their core needs and how to strategically serve them. Ensures employees have easy access to relevant information.
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to stay organized and focused using excellent planning skills. Works in an organized manner Determines the allocation of funds based on plans for future development. Able to identify the needs of the department before a major change.
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?