Planning - Performance Management Assessment Sample #6





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)
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.


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. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands the process for developing strategic plans for the organization. Able to stay organized and focused using excellent planning skills. Makes plans and follows through. Adjusts and rearranges the schedule to maximize efficiency.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Fosters a high standard of ethics and integrity. Accepts responsibility for mistakes. Establishes relationships of trust, honesty, fairness, and integrity. Fosters an environment built upon trust.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Learning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is open to new ideas and concepts. Pursues self-improvement through continual learning. Grasps new ideas, concepts, technical, or business knowledge. Takes the initiative to learn new skills.
Comments, Compliments, and/or Constructive Criticism:


  1. Attitude:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Contributes to a positive and fun work environment. Builds open and trusting relationships. Is gracious and professional in their interactions with others. Treats all people fairly and with respect.
Comments, Compliments, and/or Constructive Criticism:


  1. Cultural Awareness:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Values the opinions of diverse groups and individual. Is responsive to individuals from other cultures. Develops skills and attitudes to bridge cultural differences. Accepts individual differences.
Comments, Compliments, and/or Constructive Criticism:


  1. Project Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates a vision for execution of the project to ensure coordination across all teams. Engages stakeholders and team members in open discussions. Interacts with stakeholders regarding the outcomes required by the project. Researches potential solutions to meet the constraints of the project.
Comments, Compliments, and/or Constructive Criticism:


  1. Analytical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Analyzes issues and reduces them to their component parts. Identifies problems and issues needing resolution. Prioritizes various actions to be taken when solving a problem. Identifies the root cause of a problem.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains detailed instructions to ensure consistency and quality in the production line. Recognizes their role in promoting quality and safety in the workplace. Creates a culture of quality standards in the workplace. Provides regular and timely feedback on quality levels.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Implements best practices within the department. Develops new products and services. Challenges current procedures to develop other alternatives. Searches for opportunities and innovative ways to improve the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Provides ongoing feedback to co-workers on their development progress Sets and clearly communicates expectations, performance goals, and measurements to others Adapts coaching and mentoring approach to meet the style or needs of individuals Works to identify root causes of performance problems
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?