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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.


Competencies Included:
Planning, Integrity, Continual Learning, Attitude, Cultural Awareness, Project Management, Analytical, Quality, Innovation, Co-worker Development

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. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Establishes and monitors timeframes and timelines. Able to look ahead (beyond the present) when addressing the work/needs of the department. Develops an effective plan to guide the project. Reorders the schedule of events to maximize attendance/efficiency.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Fosters an environment built upon trust. Follows tasks to completion. Protects the integrity and confidentiality of information Develops trust and confidence from others.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Learning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Shares best practices with others and learns from others. Pursues professional development opportunities when they arise. Sets relevant learning objectives and goals. Builds on their strengths while addressing their weaknesses.
Comments, Compliments, and/or Constructive Criticism:


  1. Attitude:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Contributes to a positive work environment. Visibly supports and encourages diversity in style and background. Builds open and trusting relationships. Contributes to a positive and fun work environment.
Comments, Compliments, and/or Constructive Criticism:


  1. Cultural Awareness:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is curious and willing to ask questions about the cultural differences in the workplace. Understands how implicit biases can affect decisions, communication and productivity. Values the opinions of diverse groups and individual. Open to learning about different cultures.
Comments, Compliments, and/or Constructive Criticism:


  1. Project Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Determines the project strategy for implementation. Communicates with all employees involved on the project. Formulates the schedule for the project phases, resoures usage, and benchmarks. Manages various facets of the project to keep it on track with the delivery date.
Comments, Compliments, and/or Constructive Criticism:


  1. Analytical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Uses cognitive skills or strategies that increase the probability of a desirable outcome. Calculates and interprets financial ratios (such as liquidity ratios, profitability ratios, and leverage ratios) to assess the financial health of the company. Creates presentations that are straight forward to understand. Integrates customer feedback loops, market trends, social media influence, and brand perception to create a cohesive strategy.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets benchmarks for quality improvements. Influences others to achieve high quality standards. Ensures the hiring of employees who are dedicated to delivering exceptional quality in every aspect of their work. Committed to the improvement of the quality of services and products.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Searches for opportunities and innovative ways to improve the organization. Challenges existing work processes/products to enhance value. Maximizes the alternative solutions to problems. Creates new and imaginative approaches to work-related issues.
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 Takes immediate action on poor performance Sets and clearly communicates expectations, performance goals, and measurements to others Adapts coaching and mentoring approach to meet the style or needs of individuals
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?