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Recognition - Performance Management Assessment Sample #11





Performance Management System:

Performance Assessments that include Recognition:
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:
Recognition, Collaboration, Customer Focus, Conflict Management, Strategic Focus, Vision, Accountability, Continual Learning, Managing Performance, Change Management

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 consider your greatest strengths in your current job?



  4. Which areas of your performance at the company do you feel need improvement?





Part 2: Job Competencies

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Recognition

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Says "thank you" to show appreciation for work of others. Makes people around them feel appreciated and valued. Finds opportunities to recognize others.

Collaboration

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Creates an environment of open and transparent communication. Promotes a culture of collaboration, shared inspiration and creativity to tackle workplace problems. Encourages open communication to support a collaborative environment.

Customer Focus

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Provides a responsive service that meets the needs of customers. Responds to feedback from customers. Uses feedback from customers to help improve services.

Conflict Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Able to settle disputes equitably. Sees conflicts as chances to develop innovative and effective solutions. Removes misperceptions that may be contributing to the conflict.

Strategic Focus

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Communicates the company's strategic goals and decisions to teams and departments. Uses strategic thinking to make better strategic decisions. Gives adequate consideration to the time and resources available.

Part 3: Core Values

Vision

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Demonstrates consistency between words and actions Creates and executes a strategic vision that drives the company's growth forward. Establishes an inspiring and strategic vision for the department.

Accountability

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Exhibits a sense of ownership of the process. Consistently strives to meet high standards of excellence. Fully embraces the responsibilities that contribute to our departmental success.

Continual Learning

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Shares best practices with others and learns from others. Takes charge of their training and skills enhancement. Grasps new ideas, concepts, technical, or business knowledge.

Managing Performance

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Ensures team members receive rewards for positive performance accomplishments. Rewards exceptional individuals with additional responsibilities. Measures performance using standard production quotas.

Change Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Develops plans for following through on the changes. Works cooperatively with others to implement changes. Addresses organizational and departmental resistance to changes.

Part 4: 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
What new skills do you plan to acquire within the next evaluation period?