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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.


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.
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  1. Punctuality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Conducts appointments at scheduled start time. Starts meetings on time. Arrives to meetings on time. Maintains an efficient schedule of activities.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates adaptability in innovative thought processes. Supports a culture that values flexibility, continuous improvement and innovation. Has the ability to pivot strategies, operations, or processes in real-time to meet new challenges or seize new opportunities. Incorporates new skills fluently.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets clear performance measures. Accepts the consequences for their actions. Accepts accountability for their work. Makes sure the supervisor is always informed of any important events.
Comments, Compliments, and/or Constructive Criticism:


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


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes you feel enthusiastic about your work Keep staff informed about what is happening in the company Delegate tasks effectively Takes responsibility for things that go wrong
Comments, Compliments, and/or Constructive Criticism:


  1. Supervisory Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains a calm demeanor when addressing stressful issues in the workplace. Maintains an even temper in stressful situations. Spends time to actively listen to the grievance. Recognizes those who have exceeded expectations.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Set high standards in their performance Takes calculated risks to achieve significant rewards. Uses established goals and performance measures to keep track of performance. Increased customer satisfaction scores for the quarter.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops regulatory compliance strategies. Establishes clear communication channels and lines of communication for compliance related issues. Implements regulatory changes in a timely manner. Reviews documentation, processes and practices.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Modifies strategic decisions depending on changes in the business environment. Develops a strategic vision for the future. Undertakes a SWOT analysis to determine the best strategy to move forward. Develops strategies to effectively use company resources and exploit potential opportunities.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands the "basics" as to how [Company] functions/operates. Understands how decisions impact other business units beyond their immediate department of work group. Understands the use of [Company] products and services. 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?