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Performance - Performance Management Assessment Sample #9





Performance Management System:

Performance Assessments that include Performance:
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:
Performance, Communication Skills, Flexibility, Bias for Action, Emotional Intelligence, Managing Performance, Administrative Skill, Time Management, Others, Strategic Insight

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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Performance

Has great overall performance Listens and responds to issues and problems Sets a high standard for job performance. Works well in this position.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Mentors others on enhancing their written communication. Willing to accept feedback from others. Is an effective communicator Communicates with department leadership
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Flexibility

Willing to try new approaches to solving problems if the current solution isn't working. Responds to changing availability of supplies and resources. Able to change or adjust processes to accommodate changes in equipment or supplies. Encourages a culture of experimentation and innovation.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Bias for Action

Coach others to foster an environment which can adapt quickly and willingly to rapid change. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times). Seeks and utilizes opportunities for continuous learning and self-development. Identifies ways to simplify work processes and reduce cycle times
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Is able to express themselves clearly. Is attentive to emotional cues and interprets others' feelings correctly. Able to understand others' points of view. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Rewards individuals who show imagination in developing creative solutions to problems. Holds the team accountable for meeting objectives. Ensures employees understand their performance expectations. Ensures the eligibility of the proposed award recipient.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Administrative Skill

High attention to detail. Implements and uses performance measures. Enthusiastic about taking on challenging projects. Strong organizational skills to keep the workspace and department in order
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Time Management

Able to keep to the project schedule. Initially focuses on high priority items. Tackles major tasks or problems first before addressing minor issues. Usually works with a sense of urgency.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Others

Works across boundaries within the organization. Helpful Constructively receives criticism and suggestions from others. Forms working relationships with employees from other departments.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Insight

Creates a mission statement describing the purpose for the organization. Communicates with employees to find out their needs. Maintains knowledge of current trends in the industry. Creates a vision for the organization based on insights gathered from other companies in the industry.
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?