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Results Oriented - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Results Oriented:
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:
Results Oriented, Analytical, Initiative, Juggling Multiple Responsibilities, Excellence, Co-worker Development, Creativity, Action, Managing Performance

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.
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Results Oriented

Inspires and motivates co-workers to be productive and energetic at work Flexible and willing to change the strategy to better achieve the objectives. Completes all assigned tasks. Flexible in adjusting priorities to meet the demands of changing situations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Analytical

Evaluates the validity and reliability of data and research findings. Able to interpret and analyze data. Presents quantitative data in a clear and concise manner aiding in making persuasive and evidence-based arguments. Seeks to understand where potential problems may occur.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Initiative

Takes action to implement new changes in the policies and procedures. Takes decisive action to address problems, following up with relevant team members and coaching them on how to improve. Goes above and beyond the stated goals. When working on a problem in a team, they are often the first to suggest possible solutions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Juggling Multiple Responsibilities

Can multitask while performing all of their other responsibilities and activities. Is aware of the deadlines for specific tasks/assignments. Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates. Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Excellence

Demonstrates the analytical skills to do their job. Can be counted on to add value wherever they are involved. Demonstrates the functional or technical skills necessary to do their job. Takes a lot of pride in their work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Sets and clearly communicates expectations, performance goals, and measurements to others Provides ongoing feedback to co-workers on their development progress Takes immediate action on poor performance Gives others development opportunities through project assignments and increased job responsibilities
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Adds value to the department/organization. Is creative. Inspires creativity in their team. Conceives, implements and evaluates ideas.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Action

Determines the best person for a specific task within the team. Stays committed to goals even when progress is slow. Takes responsibility for actions. Avoids procrastination.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Creates several measures of success for each goal. Implements remediation plans with follow up after 3 months. Places employees on probation if they fail to meet minimum performance standards. Ensures team members receive rewards for positive performance accomplishments.
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.