Punctuality - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Punctuality:
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:
Punctuality, Flexibility, Accountability, Emotional Intelligence, Management, Supervisory Skills, Achievement, Regulatory/Compliance, Strategic Focus, Company

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. Punctuality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Starts meetings on time. Starts the workday when scheduled. Arrives to meetings on time. Avoids making personal phone calls during working hours.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Acts decisively in frequently changing and uncertain environment. Able to adapt processes in response to critical incidents that impact the workflow. Accommodates adaptable scheduling. Able to deal with uncertain and unpredictable events.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works diligently for the success of the team. Commits to leading the initiatives to solving critical issues. Welcomes the responsibility for meeting the broad range of needs of stakeholders and clients. Fully embraces the responsibilities that contribute to our departmental success.
Comments, Compliments, and/or Constructive Criticism:


  1. Emotional Intelligence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is able to control their own emotions. Able to understand others' points of view. Is able to express themselves clearly. Accurately perceives the emotional reactions of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes responsibility for things that go wrong Sets an example for others to follow Keep staff informed about what is happening in the company Is ready to offer help
Comments, Compliments, and/or Constructive Criticism:


  1. Supervisory Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Determines appropriate staffing levels for the job. Sets the objectives to be completed for the shift. Maintains good working relationships with employees. Leads others through their commitment to the department.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Establishes stretch goals to advance skills and output. Schedules time for self and others to optimize high priority and long term actions. Monitors progress towards business goals. Makes use of talents of others to help achieve a high level of performance. Set high standards in their performance
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Keeps up-to-date with legislation affecting employees. Explains regulations and procedures to others as required. Documents the performance of compliance audits. Offers training to employees to ensure they comply with regulations.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates innovative strategies. Undertakes a SWOT analysis to determine the best strategy to move forward. Communicates the company's strategic goals and decisions to teams and departments. Monitors company performance and makes adjustments to the strategic plan as needed.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Expresses loyalty and dedication to [Company] in interactions with others. Understands the "basics" as to how [Company] functions/operates. Follows existing procedures and processes. Impresses upon others the important aspects of [Company].
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?