Professional Development - Performance Management Assessment Sample #6





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 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:
Professional Development, Flexibility, Adaptability, Leadership, Management, Establishing Focus/Direction, Decision Making, Quality, Results Oriented, Co-worker Development, Coaching

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. Professional Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages employees to take courses relevant to their job. Seeks opportunities for professional development. Contributing fully to the extent of their skills Allows employees to fully participate in employee training and professional development.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is resilient and proactive to help thrive in unpredictable environments. Creates innovative solutions to unforeseen problems. Accommodates adaptable scheduling. Adapts quickly to new technologies that impact the production line.
Comments, Compliments, and/or Constructive Criticism:


  1. Adaptability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Learns from personal experiences and/or mistakes. Willing to change ideas or perceptions based on new information or contrary evidence which is presented. Is aware of changes to the policies and procedures. Adapts to diversity within the team.
Comments, Compliments, and/or Constructive Criticism:


  1. Leadership:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to influence others. Demonstrates leadership and courage in critical situations. Is a highly effective supervisor. Recognizes individual and team accomplishments and reward them appropriately.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is ready to offer help Makes you feel enthusiastic about your work Sets an example for others to follow Takes responsibility for things that go wrong
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Excellent at managing time. Sets appropriate goals for employees. Makes sure that employees understand how their work relates to organizational goals. Stays focused even when under pressure and stress.
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes creative decisions. Open to the suggestions from subordinates. Weighs the pros and cons of decisions. Does not lose sight of the big picture when making decisions
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages employees to produce the best quality products. Verifies the operators have the necessary equipment and supplies to ensure high quality. Able to identify quality issues critical to the organization. Adopts and implements best practices when it comes to quality procedures.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Focuses on achieving important goals. Flexible and willing to change the strategy to better achieve the objectives. Works hard despite obstacles that impede progress. Determines what resources will be needed to achieve the objectives.
Comments, Compliments, and/or Constructive Criticism:


  1. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Gives others development opportunities through project assignments and increased job responsibilities Sets and clearly communicates expectations, performance goals, and measurements to others Provides ongoing feedback to co-workers on their development progress Works to identify root causes of performance problems
Comments, Compliments, and/or Constructive Criticism:


  1. Coaching:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps employees to maintain high personal standards. Meets regularly with employees to coach them on areas that will enhance their performance Develops the skills and capabilities of others. Coaches employees in how to strengthen knowledge and skills to improve work performance.
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?