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Results Oriented - Performance Management Assessment Sample #6





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 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:
Results Oriented, Innovation, Client Focus, Empowering Others, Conflict Management, Recognition, Entrepreneurship, Company, Flexibility, Accountability, Emotional Intelligence, Management

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. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Has a work ethic with a strong desire to obtain results. Sets objectives for the department. Plans the best course of action to achieve the goal. Achieves performance benchmarks.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes risks to reach beyond boundaries. Encourages innovation from all levels of employees. Creates new programs and systems. Cultivates a culture of open communication where all ideas, no matter how unconventional, are welcomed and valued.
Comments, Compliments, and/or Constructive Criticism:


  1. Client Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure team members understand the issues faced by the client. Is aware of what the client wants to receive. Ensures clients' expectations are met or exceeded. Looks for opportunities that have a positive impact on Clients.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Allows individuals to be responsible for their decisions. Gives responsibility for making important decisions to employees. Views others in the department as valued assets to be trained and employed. Gives employees autonomy to complete tasks on their own.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Clearly expresses expectations to others. Achieves mutually acceptable solutions through collaborative efforts by both parties. Identifies areas of agreement and common ground to form basis of resolution. Seeks to avert the recurrence of conflict issues.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes people around them feel appreciated and valued. Finds opportunities to recognize others. Recognizes team members who offer a significant contribution to a project. Lets employees know when they have done well
Comments, Compliments, and/or Constructive Criticism:


  1. Entrepreneurship:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Can work effectively in an environment of uncertainty. Takes the initiative to complete tasks. Understands the processes and various stages of business development. Able to adapt the department to changing business demands and climate.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands how decisions impact other business units beyond their immediate department of work group. Understands the "basics" as to how [Company] functions/operates. Follows existing procedures and processes. Understands the use of [Company] products and services.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Changes strategies based on new information. Able to maintain productivity and effectiveness no matter the context. Adapts workflows according to changing needs. Remains agile and responsive to address changing needs in a dynamic environment.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Consistently strives to complete work on time or ahead of schedule. Defines roles, rights, and responsibilities of employees. Holds employees responsible if expectations are not met. Consistently exhibits professionalism in interactions with employees.
Comments, Compliments, and/or Constructive Criticism:


  1. Emotional Intelligence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is able to control their own emotions. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Is able to manage their own emotions. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Delegate tasks effectively Keep staff informed about what is happening in the company Sets an example for others to follow Makes you feel enthusiastic about your work
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?