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.

  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Explains the "whys" behind organizational objectives Determines the parts of the project that need completed first. Has a strong drive to complete goals despite obstacles that may arise. Works toward achievement of goals even when confronted with obstacles.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Solves problems with insight and understanding. Builds upon the ideas and solutions of others. Encourages open communication to ensure that all proposals are considered. Develops new products and services.
Comments, Compliments, and/or Constructive Criticism:


  1. Client Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Competent in managing client projects. Ensures client commitments and requirements are met or exceeded Creates innovative solutions for the clients. Has excellent communication with clients.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is aware of the skill levels of employees and assigns tasks that are at the appropriate skill level. Assigns important tasks to subordinates. Values the opinions of others. Assigns tasks that allow employees to use their critical thinking skills.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Influences attitudes, beliefs, and behaviors in a way that fosters resolution and cooperation. Promotes mutual compromise to achieve conflict resolution. Addresses contentious issues earlier rather than later. Works to meet the basic needs of each side in the conflict.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Offers recognition in a timely manner. Finds opportunities to recognize others. Reinforces and rewards employees for accomplishing necessary goals. Says "thank you" to show appreciation for work of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Entrepreneurship:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Has a strategic awareness on how to promote the organization. Exhibits determination and passion in completion of goals. Able to adapt the department to changing business demands and climate. Excellent at managing relationships with stakeholders.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Attends [Company] gatherings and social events. Expresses loyalty and dedication to [Company] in interactions with others. 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
Effectively manages changes in financial resources. Adapts processes and procedures in response to changes in the work environment. Willing to try new approaches to solving problems if the current solution isn't working. Is able to recover from setbacks.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Holds employees responsible if expectations are not met. Holds employees accountable through regular performance reviews. Takes full responsibility for project outcomes. Holds team accountable to meeting goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Emotional Intelligence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is able to manage their own emotions. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Is able to express themselves clearly.
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 Makes you feel enthusiastic about your work Is ready to offer help
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?