Persuasion and Influence - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Persuasion and Influence:
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:
Persuasion and Influence, Flexibility, Accountability, Leadership, Establishing Focus/Direction, Initiative, Achievement, Interpersonal Skills, Conflict Management, Recognition

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. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks to obtain consensus or compromise. Ensures stakeholders are involved in the decision making process. Understanding what others need. Develops a good rapport with others.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Experiments with new ideas to create innovative solutions to issues. Fosters a culture of flexibility and agility. Expands productive capacity as demand for services increases. Regularly assesses current methods, welcomes feedback, and is willing to implement changes to improve efficiency and effectiveness.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Consistently strives to meet high standards of excellence. Holds employees accountable for meeting performance benchmarks. Honors the commitments and promises made to customers/clients. Ensures that employees are compensated fairly and in accordance with established policies.
Comments, Compliments, and/or Constructive Criticism:


  1. Leadership:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates leadership and courage in critical situations. Motivates others to reach and exceed organizational goals and objectives. Effectively leads others. Highly effective supervisor.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps guide employees with prioritizing tasks. Maintains self-control when personally criticized. Makes sure that employees understand how their work relates to organizational goals. Stays focused even when under pressure and stress.
Comments, Compliments, and/or Constructive Criticism:


  1. Initiative:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Acts quickly when a small problem arises to keep it from becoming a major issue. Takes corrective action to rectify issues. Takes action to establish clear and concise deadlines for tasks to be completed. Takes action without being asked.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Completed required training and certification. Allocates resources as needed to accomplish organizational goals. Accepts setbacks and challenges as improvement opportunities Strives to exceed standards of performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Easily approachable. Assists employees that need help. Recognizes when others do a good job. Keeps commitments made with coworkers.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps employees to think through alternative ways to resolve conflict situations. Encourages team members to express their ideas and concerns openly. Promotes a culture that values diverse perspectives. Encourages individuals to modify their underlying work behaviors that may have contributed to the conflict.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Readily shares credit and gives others opportunity for visibility. Offers recognition in a timely manner. Recognizes individuals for a specific outstanding achievement. Recognizes team members who offer a significant contribution to a project.
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?