Self-Management - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Self-Management:
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:
Self-Management, Passion to Learn, Establishing Focus/Direction, Flexibility, Analytical, Initiative, Results Oriented, Commitment To Result, Developing Others, Conflict Management, Business Acumen, Entrepreneurship

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 think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


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.

Self Management

Is aware of personal impact on others and adjusts behavior to create a positive leadership presence. Steps away from a situation to process appropriate response. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Uses patience and self-control in working with customers and associates.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Passion To Learn

Embraces new technology and procedures. Is open minded and curious about learning new skills. Takes advantage of training opportunities when they arise. Demonstrates through personal behavior the commitment to high standards of performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Maintains focus when handling several problems or tasks simultaneously. Sets appropriate goals for employees. Aligns the department's goals with the goals of the organization. Functions well under stress, deadlines, and/or significant workloads.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Flexibility

Adapts processes and procedures in response to changes in the work environment. Possesses a high degree of flexibility to meet the challenges posed by unforeseen circumstances. Selects strategies according to the demands of the situation. Adapts to different learning styles of employees as required to make sure employees receive the highest level of training.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Analytical

Implements data validation techniques and methods. Asks the "right" questions to size up or evaluate situations. Analyzes issues and reduces them to their component parts. Identifies opportunities for progress and innovation.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Initiative

Does things without being told. Acts quickly when a small problem arises to keep it from becoming a major issue. Takes charge when there is a crisis. Capitalizes on opportunities as they become available.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Results Oriented

Removes bureaucratic barriers to streamline processes. Makes sure employees have the resources they need to achieve their results. Plans the best course of action to achieve the goal. Identifies the steps needed to accomplish the results.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Commitment To Result

Encourages commitment in others to obtain results. Takes immediate action toward goals. Committed to the team. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Developing Others

Creates opportunities for professional development. Develops employees by offering and encouraging them to take on new or additional responsibilities. Recognizes and celebrates accomplishments of others. Assesses employees' developmental needs.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Conflict Management

Helps to maintain dignity of all persons involved. Listens to individuals as they offer their unique perspectives on the situation. Assists team members by helping them see the other point of view. Seeks to have both sides voluntarily work together to resolve their differences.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Business Acumen

Has a good understanding of liabilities and assets. Considers impact of actions on other areas of the organization. Understands complex issues and problems. Understands business fundamentals and practices.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Entrepreneurship

Finds unique ways to go around barriers to success. Understands the processes and various stages of business development. Exhibits determination and passion in completion of goals. Encourages dynamic growth opportunities.
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
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.