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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.
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  1. Persuasion and Influence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understanding what others need. Seeks to obtain consensus or compromise. Persuades others to consider alternative points of view. Ensures stakeholders are involved in the decision making process.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Open to the perspectives/viewpoints of others. Able to produce a wide range of products/services to meet demands. Creates personalized training schedules, offering various learning formats (like virtual and in-person sessions), and provides tailored training resources. Accommodates the needs of employees when requests for time off are made.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Documents performance goals through an individual development plan. Maintains honesty and transparency in all communications. Consistently follows through on commitments and promises. Regularly completes tasks on time.
Comments, Compliments, and/or Constructive Criticism:


  1. Leadership:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to influence others. Sits down regularly with employees to review their job performance. Acts decisively in implementing decisions. Gives inspiring presentations or discussions.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets appropriate goals for employees. Makes sure that employees understand and identify with the team's mission. Stays focused even when under pressure and stress. Makes sure that employees understand how their work relates to organizational goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Initiative:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Actively works on resolving the issue instead of procrastinating or hoping it will resolve itself. Is a self-starter. Does not wait to be told to do something. Coach others to foster an environment which can adapt quickly and willingly to rapid change. Acts with urgency when time is of the essence.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Establishes Specific Measurable Achievable Realistic and Timed (SMART) goals. Sets performance metrics to measure achievement or attainment of goals. Demonstrates a sense of urgency to quickly and accurately solve problems and issues. Takes calculated risks to achieve difficult goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates diverse teams of individuals with different backgrounds, skills, and abilities. Addresses critical customer issues in a timely manner. Is open and approachable Maintains a high degree of honesty and integrity.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Settles disputes with agreement from both parties. Strives to ensure that all basic needs are met, resulting in mutual benefits for both parties. Combines different ideas and viewpoints. Works to meet the basic needs of each side in the conflict.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Recognizes team members who offer a significant contribution to a project. Says "thank you" to show appreciation for work of others. Reinforces and rewards employees for accomplishing necessary goals. Finds opportunities to recognize others.
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?