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Problem Solving - Performance Management Assessment Sample #9





Performance Management System:

Performance Assessments that include Problem Solving:
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 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.


Competencies Included:
Problem Solving, Integrity, Professional Development, Emotional Intelligence, Goals, Technology Use/Management, Safety, Negotiation, Vision

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?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

Part 2: Job Competencies

Rating Scale:

Exceeds ExpectationsPerformance 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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.
Edit this Survey
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Problem Solving

Decides which alternative solutions would have the greatest chance of success. Routinely checks and maintains equipment, systems, or processes to catch any signs of wear or inefficiency before they turn into bigger issues. Closely examines all the contributing factors to identify the root cause of issues. Develops creative solutions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Integrity

Fosters an environment built upon trust. Establishes relationships of trust, honesty, fairness, and integrity. Demonstrates sincerity in actions with others. Accepts responsibility for mistakes.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Encourages employees to take courses relevant to their job. Contributing fully to the extent of their skills Seeks opportunities for continuous learning. Keep themselves up-to-date of technical/professional issues
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Is able to manage their own emotions. Accurately perceives the emotional reactions of others. Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Is attentive to emotional cues and interprets others' feelings correctly.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Goals

Goal Setting Achieves goals. Makes sure that I have a clear idea of our group's goals. Sets high expectations and goals; encourages others to support the organization.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technology Use/Management

Proficient in the use of technical systems and processes. Applies complex rules and regulations to maintain optimal system performance. Uses technology in decision making and problem solving. Understands and is committed to implementing new technologies.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Safety

Points out behaviors in others that may be unsafe. Develops a strong safety culture. Ensures compliance with safety regulations. Encourages others to work safely.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Uses the motivations of each party to identify mutually advantageous solutions. Establishes a positive connection with the other party to create a more collaborative atmosphere, making it easier to reach mutually beneficial agreements. Bases arguments on objective standards or criteria, such as market value, legal standards, or expert opinions. Maintains communication channels between parties in the negotiation.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Articulates a vision for the department that is aligned with the division/company's vision. Supports a strong employee culture to ensure alignment with the company's vision. Builds a strategic vision by analyzing the company's current position and the market environment, identifying strengths, weaknesses, opportunities, and threats. Cultivates an environment that embodies the department's vision.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Part 3: Your Individual Development Plan

Short-term Goals
What goals do you wish to accomplish in the next year?


Long-term Goals
What goals do you wish to accomplish within the next 2 to 3 years?


Skill Acquisition
What new skills do you plan to acquire within the next evaluation period?