Results Oriented - Performance Management Assessment Sample #11





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, Decision Making, Managing Risk, Collaboration, Conflict Management, Action, Passion to Learn, Attitude, 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


Results Oriented

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Identifies what needs to be accomplished. Achieves high levels of performance. Sets a common goals for the team.

Analytical

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Selects the appropriate techniques for analysis. Identifies the root cause of a problem. Identifies problems and issues needing resolution.

Decision Making

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Decides which short- and long-term goals should be created. Asks for additional information when making critical decisions. Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action

Managing Risk

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Designs risk management activities that support the success of the company. Recognizes the potential impact of systemic risks. Performs regular risk analyses to minimize adverse outcomes.

Collaboration

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Builds and strengthens relationships to improve collaboration and leadership. Shares insights, innovations, and resources to enhance efficiency. Has the confidence and trust of other partners.

Part 3: Core Values

Conflict Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Creates an environment where team members work collaboratively rather than compete with one another. Encourages individuals to seek areas of common ground. Uses structured frameworks for resolving conflicts, such as mediation or facilitated discussions.

Action

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Prepares equipment at the start of the shift. Gets the job done. Does whatever it takes (within reason) to get the job done.

Passion To Learn

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Creates an environment that supports personal development and exploration. Is committed to enhancing their own knowledge and skills. Holds self and associates accountable for goal achievement.

Attitude

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Visibly supports and encourages diversity in style and background. Works to eliminate unnecessary work or barriers that get in others' way. Treats all people fairly and with respect.

Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Makes you feel enthusiastic about your work Is ready to offer help Takes responsibility for things that go wrong

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?