Safety - Performance Management Assessment Sample #9





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 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:
Safety, Change Management, Technical, Client Focus, Teamwork, Organizational Fluency, Adaptability, Professional Development, Cultural Awareness, Delegation

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?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.

Safety

Is not afraid to question a potential safety issue observed in the workplace. Committed to safety in the workplace. Develops a culture of safety. Creates accurate and effective measures of safety.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Change Management

Is a leading force driving changes. Effective in implementing new organizational vision and values. Adopts changes to set and example for others to follow. Develops a strategy for implementing changes.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Technical

Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Willingly shares his/her technical expertise; sought out as resource by others Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Client Focus

Is honest in all communication with the clients. Demonstrates a commitment to client focus. Exceeds expectations of the clients. Creates documents that meet the client's specifications.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Works with other team members to achieve objectives. Treats other team members with respect. Works with other team members to identify bottle necks in the production process. Makes eye contact when listening to colleagues.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Anticipates problems that may affect the department. Able to use corporate politics to advance department objectives. Understands the current organizational culture. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Adaptability

Able to adapt to changes in technology and processes. Adjusts tactics when things are not working as expected. Willing to change ideas or perceptions based on new information or contrary evidence which is presented. Able to work effectively with new people and new teams.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Quickly acquire and apply new knowledge and skills when needed Seeks opportunities for professional development. Allows employees to fully participate in employee training and professional development. Keep themselves up-to-date of technical/professional issues
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Cultural Awareness

Acknowledges their own biases in cultural interactions. Is willing to include individuals with different cultural backgrounds on the team. Communicates with others without the influence of racism. Shows respect in daily interactions
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Delegation

Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Encourages and empowers subordinates to use initiative in achieving goals and objectives. Clearly defines duties and tasks to be completed. Sets clear and reasonable expectations for others and follows through on their progress.
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
What new skills do you plan to acquire within the next evaluation period?