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Professional Development - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Professional Development:
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:
Professional Development, Creativity, Feedback, Attitude, Managing Performance, Achievement, Clarity, Co-worker Development, Negotiation, Strategic Focus, Planning

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 think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


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.
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Professional Development

Quickly acquire and apply new knowledge and skills when needed Encourages employees to take courses relevant to their job. Demonstrate enthusiasm and a willingness to learn new skills and knowledge Seeks opportunities for professional development.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Adds value to the department/organization. Is creative. Creates a lot of new ideas. Inspires creativity in their team.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Feedback

Is visible and approachable. Considers other's opinion and suggestions. Is easy to approach with ideas and opinions. Asks others for their ideas and opinions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Attitude

Treats all people fairly and with respect. Contributes to a positive and fun work environment. Visibly supports and encourages diversity in style and background. Builds open and trusting relationships.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Aligns individual and team goals with the organization's goals and objectives. Reviews monthly or weekly reports of quantitative metrics (sales/production) to measure performance level. Rewards exceptional individuals with additional responsibilities. Uses established criteria for measuring job performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Achievement

Systematically works to improve the organization Takes calculated risks to achieve higher levels of performance. Takes immediate action of projects that fall behind schedule. Completed training on the new equipment.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Clarity

Clearly explains responsibilities to individuals. Avoids stating unclear or conflicting goals. Clarifies problems and their causes to help employees correct them. Provides a clear vision for the future.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Sets and clearly communicates expectations, performance goals, and measurements to others Provides ongoing feedback to co-workers on their development progress Adapts coaching and mentoring approach to meet the style or needs of individuals Takes immediate action on poor performance
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Is resolute in positions to build trust and predictability. Bases arguments on objective standards or criteria, such as market value, legal standards, or expert opinions. Tailors approaches to more effectively address current demands. Alters plans to respond to immediate challenges.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Focus

Pursues strategic alliances with valued partners. Undertakes a SWOT analysis to determine the best strategy to move forward. Assigns individuals the responsibility of keeping track of progress toward achieving milestones. Aligns cross-functional teams to the strategic plan.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Planning

Creates a timeline for events and monitors progress. Creates a timeline to specify when each phase of the project should be concluded. Develops plans to ensure the smooth operation of the supply chain. Creates effective project plans.
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
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.