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.

Professional Development

Contributing fully to the extent of their skills Allows employees to fully participate in employee training and professional development. Encourages employees to take courses relevant to their job. Keep themselves up-to-date of technical/professional issues
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Adds value to the department/organization. Conceives, implements and evaluates ideas. Is creative and inspirational. Is creative.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Feedback

Open to the suggestions of others. Accepts the views of others. Looks to others for input. Seeks feedback to enhance performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Attitude

Contributes to a positive work environment. Works to eliminate unnecessary work or barriers that get in others' way. Visibly supports and encourages diversity in style and background. Treats all people fairly and with respect.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Obtains commitment from employees regarding completion of tasks. Records production quotas on a daily basis. Rewards exceptional individuals with additional responsibilities. Identifies specific actions to be addressed through the remediation plan.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Achievement

Sets ambitious standards of performance. Increased revenue for the company. Driven to complete assignments on time. Demonstrates a well-organized and timely approach to achieve desired results
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Clarity

Makes sure goals and objectives are clearly and thoroughly explained and understood. Attends to the important details of a job or task. Clearly explains responsibilities to individuals. Makes sure employees understand why they were given certain assignments.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Takes immediate action on poor performance Works to identify root causes of performance problems Sets and clearly communicates expectations, performance goals, and measurements to others Gives others development opportunities through project assignments and increased job responsibilities
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Negotiation

Conducts necessary preparations before engaging in negotiations. Is resolute in positions to better withstand pressure and resist making hasty concessions. Understands the motivations of the other party. Tailors approaches to more effectively address current demands.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Focus

Gives adequate consideration to the time and resources available. Creates a SWOT matrix to help analyze data. Makes plans to handle unforeseen events that could impact the achievement of strategic goals. Develops a strategic plan to focus on strategic issues.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Planning

Delegates role to team members to accomplish goals. Reduces uncertainty in the department through clear planning and schedules. Makes strategic and tactical decisions to guide the logistics process. Establishes a course of action for self and others to accomplish specific goals.
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.