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Self-Management - Performance Management Assessment Sample #6





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 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:
Self-Management, Creativity, Professional Development, Punctuality, Establishing Focus/Direction, Decision Making, Innovation, Achievement, Excellence, Safety, Developing Others, Co-worker Development, Planning

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. Self Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is aware of personal impact on others and adjusts behavior to create a positive leadership presence. 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. Consciously controls own negative emotions in order to keep team morale up.
Comments, Compliments, and/or Constructive Criticism:


  1. Creativity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Inspires creativity in their team. Is creative and inspirational. Adds value to the department/organization. Creates a lot of new ideas.
Comments, Compliments, and/or Constructive Criticism:


  1. Professional Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Contributing fully to the extent of their skills 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
Comments, Compliments, and/or Constructive Criticism:


  1. Punctuality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Invoices clients on a timely basis. Avoids making personal phone calls during working hours. Starts the workday when scheduled. Conducts appointments at scheduled start time.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Aligns the department's goals with the goals of the organization. Functions well under stress, deadlines, and/or significant workloads. Makes sure that employees understand how their work relates to organizational goals. Maintains self-control when personally criticized.
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Has a good rapport other people which is helpful in making decisions on the team. Weighs the pros and cons of decisions. Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action Is able to make decisions quickly.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adapts innovative solutions to fit the organizational context and resources for greater effectiveness. Encourages a search for radical innovation opportunities to obtain major breakthroughs. Champions changes within the organization. Encourages open communication to ensure that all proposals are considered.
Comments, Compliments, and/or Constructive Criticism:


  1. Achievement:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Increased revenue for the company. Systematically works to improve the organization Is flexible in adjusting priorities to meet the demands of changing situations. Strives to meet goals and objectives.
Comments, Compliments, and/or Constructive Criticism:


  1. Excellence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates the functional or technical skills necessary to do their job. Demonstrates the analytical skills to do their job. Produces high quality work. Takes a lot of pride in their work.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies predictable hazards in the workplace. Identifies and addresses safety needs. Develops a culture of safety. Develops a sustainable safety culture.
Comments, Compliments, and/or Constructive Criticism:


  1. Developing Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assesses employees' developmental needs. Is open to receiving feedback. Develops employees by offering and encouraging them to take on new or additional responsibilities. Recognizes and celebrates accomplishments of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets and clearly communicates expectations, performance goals, and measurements to others Adapts coaching and mentoring approach to meet the style or needs of individuals Works to identify root causes of performance problems Takes immediate action on poor performance
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Delegates role to team members to accomplish goals. Anticipates potential challenges, develops plan to overcome them and then carries out the plan. Determines what supplies/equipment will be needed for the department. Develops a strategic plan to reduce costs in the department.
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?