hr-survey.com

Planning - Performance Management Assessment Sample #5





Performance Management System:

Performance Assessments that include Planning:
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)
Limiting Feature: This assessment example features a minimum and a maximum limit on responses at the extreme ends of the scale. For this example, you are limited to selecting a response of "Exceptional" to at least 3 and no more than 6 items and a response of "Unsatisfactory" to at least 3 and no more than 6 items.
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.


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?





Part 2: Job Competencies

Rating Scale:

ExceptionalPerformance 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.
Rating Limit: Please note: You must select at least 3 but no more than 6 responses of "Exceptional" and at least 3 but no more than 6 responses of "Unsatisfactory". Once you check the 6th item with that response, the remaining unchecked options will be removed.

What you need to do

Edit this Survey
Would you like to edit this survey? Click here to begin.

Planning

Unsatisfactory Satisfactory Exceptional
  1. Open to input from others into the plan for development of the strategic plan.
  1. Makes strategic and tactical decisions to guide the logistics process.
  1. Encourages others to follow the plan.

Fiscal Management

Unsatisfactory Satisfactory Exceptional
  1. Monitors expenses and verifies the need for items purchased.
  1. Provides budgeting and accounting support to the Company.
  1. Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff.

Bias for Action

Unsatisfactory Satisfactory Exceptional
  1. Completes a large volume of work.
  1. Displays high energy and enthusiasm on consistent basis.
  1. Seeks and utilizes opportunities for continuous learning and self-development.

Cultural Awareness

Unsatisfactory Satisfactory Exceptional
  1. Willing to work with employees who have different cultural backgrounds.
  1. Hires individuals with different cultural backgrounds for the department.
  1. Is responsive to individuals from other cultures.

Managing Performance

Unsatisfactory Satisfactory Exceptional
  1. Recognizes team members when they contribute significantly to the team.
  1. Revises the Objectives and Key Results (OKRs) required for the position on a quarterly basis.
  1. Ensures that team goals are met 85 percent of the time.

Results Oriented

Unsatisfactory Satisfactory Exceptional
  1. Ensures the team understands the objective that needs to be completed.
  1. Pursues performance benchmarks despite obstacles and setbacks.
  1. Completes urgent tasks first.

Technical

Unsatisfactory Satisfactory Exceptional
  1. Is knowledgeable of procedures or systems necessary for the job.
  1. Knows how to produce high quality products/work.
  1. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.

Excellence

Unsatisfactory Satisfactory Exceptional
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Produces high quality work.
  1. Keeps themselves and others focused on constant improvement.

Customer Focus

Unsatisfactory Satisfactory Exceptional
  1. Delivers customized solutions for each customer.
  1. Interacts with customers to define roles, expectations, and responsibilities.
  1. Is committed to the customer's success.

Recognition

Unsatisfactory Satisfactory Exceptional
  1. Recognizes the abilities and skills of self and others
  1. Finds opportunities to recognize others.
  1. Readily shares credit and gives others opportunity for visibility.


Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments