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Passion to Learn - Performance Management Assessment Sample #9





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 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:
Passion to Learn, Emotional Intelligence, Communication Skills, Flexibility, Bias for Action, Managing Performance, Analytical, Goals, Technology Use/Management, Customer Focus, Negotiation, Organizational Fluency

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.
Edit this Survey
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Passion To Learn

Will participate in training classes even if offered outside of normal working hours. Recognizes own areas for development and consciously seeks assignments that will provide practice in areas of developmental need. Is committed to enhancing their own knowledge and skills. Enjoys learning new skills and techniques.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Is able to express themselves clearly. Is able to manage their own emotions. Able to understand others' points of view.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Willing to express their concerns to colleagues. Able to communicate ideas effectively and succinctly to both individuals and groups, in any setting. Has the confidence to communicate effectively to all levels (from CEO down) of the organization, external customers, suppliers, as well as the senior counsel of other companies. Marks their status as "available" to signal they are open for communication.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Flexibility

Remains agile and responsive to address changing needs in a dynamic environment. Encourages a culture of experimentation and innovation. Accommodates the needs of employees when requests for time off are made. Responds to issues and problems with creative solutions and innovation.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Bias for Action

Conveys a sense of urgency about addressing problems and opportunities Identifies ways to simplify work processes and reduce cycle times Coach others to foster an environment which can adapt quickly and willingly to rapid change. Seeks and utilizes opportunities for continuous learning and self-development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Ensures team members receive rewards for positive performance accomplishments. Aligns individual and team performance expectations with the organization's expectations. Aligns individual and team goals with the organization's goals and objectives. Presents performance feedback in a clear and concise manner to address performance issues.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Analytical

Reviews contractual documents for clauses and specifications to ensure binding agreements are free from disputes. Ensures that the foundation of an analysis is based on reliable and relevant data. Determines averages and trends in the data. Analyzes and consolidates data from several sources to develop logical insights.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Goals

Sets high expectations and goals; encourages others to support the organization. Establishes and documents goals and objectives. Conducts timely follow-up; keeps others informed on a need to know basis. Achieves established goals.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Supports technical training and development of employees. Supports employee training and development initiatives regarding implementation of technology. Uses technology in decision making and problem solving. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Customer Focus

Transparent in all communications with the customer. Obtains feedback to ensure customer needs are being met. Understands what resources are needed to meet customer needs. Tailors solutions to meet the specific needs of each customer.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Aims for solutions that benefit both parties. Clearly articulates points and actively listens to the others to ensure that both sides understand each other's needs and concerns. Resolves difficult negotiations whether it is a contract, sub contract, legal or any other difficult negotiation fairly and reasonably. Effectively sets the tone and agenda, creates rapport, and builds momentum at the start of negotiations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Gets things done through the department. Anticipates problems that may affect the department. Able to explain departmental policies and procedures to others. Understands departmental policies and procedures.
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?