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.

Results Oriented

Inspires and motivates co-workers to be productive and energetic at work Creates measures of performance to track progress. Sets the objectives for the team. Motivated by a strong desire to exceed performance standards.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Analytical

Selects the appropriate techniques for analysis. Analyzes issues and reduces them to their component parts. Balances risks and costs with the rewards and probabilities of success when decisions. Analyzes data and information from several sources and arrives at logical conclusions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Initiative

Initiates the development of new products. Builds strong interpersonal relationships upon first meeting. Seeks and utilizes opportunities for continuous learning and self-development. Initiates important conversation topics at meetings.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Juggling Multiple Responsibilities

Switches attention to more urgent tasks when necessary. Begins tasks as soon as possible. Ranks the importance of tasks to make sure critical tasks are completed first. Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Excellence

Demonstrates the analytical skills to do their job. Produces high quality work. Is planful and organized. Keeps themselves and others focused on constant improvement.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Co-worker Development

Sets and clearly communicates expectations, performance goals, and measurements to others Gives others development opportunities through project assignments and increased job responsibilities Takes immediate action on poor performance Adapts coaching and mentoring approach to meet the style or needs of individuals
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Creates a lot of new ideas. Conceives, implements and evaluates ideas. Is creative and inspirational. Inspires creativity in their team.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Action

Completes tasks on time in spite of delays in the process. Does whatever it takes (within reason) to get the job done. Takes responsibility for actions. Takes advantage of opportunities to move the organization forward.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Effectively uses the current performance review process. Ensures employees understand how work is to be completed. Awards new assignments to those who are most capable. Uses pre-established key benchmarks to measure performance.
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.