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Safety - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Safety:
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:
Safety, Administrative Skill, Problem Solving, Commitment To Result, Technical, Trustworthy, Strategic Focus, Bias for Action, Integrity, Cultural Awareness

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. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Participates in safety training as applicable. Ensures compliance with safety regulations. Points out behaviors in others that may be unsafe. Commits adequate resources toward safety measures.
Comments, Compliments, and/or Constructive Criticism:


  1. Administrative Skill:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to develop, justify and present a budget. High attention to detail. Has strong technical/computer skills. Takes responsibility for decisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Continuously monitors performance after implementing a solution to ensure it remains effective. Is able to isolate the main problem. Regularly assesses the situation and the effectiveness of solutions. Flexible and willing to adjust their approach when new information or changes in the environment arise.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Committed to the team. Willing to do whatever it takes-not afraid to have to put in extra effort. Encourages commitment in others to obtain results. Able to focus on a task even when working alone.
Comments, Compliments, and/or Constructive Criticism:


  1. Technical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Willingly shares his/her technical expertise; sought out as resource by others Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Seeks information from others as needed. Is knowledgeable of procedures or systems necessary for the job.
Comments, Compliments, and/or Constructive Criticism:


  1. Trustworthy:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes ownership, delivers on commitments Is trustworthy; is someone I can trust. Seeks to mitigate grievances by clarifying intentions and finding suitable remedies. Consistently keeps commitments.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates strategic objectives to increase revenue and profit margins. Recognizes the need for strategically developing unique capabilities. Makes strategic decisions to optimize the returns on capital investments. Aligns projects to the strategic goals of the company.
Comments, Compliments, and/or Constructive Criticism:


  1. Bias for Action:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies ways to simplify work processes and reduce cycle times Encourages risk taking and experimentation to improve performance Displays high energy and enthusiasm on consistent basis. Motivates others to achieve or exceed goals
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Does what was promised. Develops trust and confidence from others. Fosters a high standard of ethics and integrity. Maintains strong relationships with others.
Comments, Compliments, and/or Constructive Criticism:


  1. Cultural Awareness:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains an inclusive work environment that maximizes the talents of others in achieving goals. Seeks knowledge and information about other cultures. Seeks to reduce obstacles in communication that might arise from cultural differences. Views diversity as a strength, not as an issue.
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?