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.

  1. Self Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Consciously controls own negative emotions in order to keep team morale up. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Steps away from a situation to process appropriate response. Analyzes interpersonal problems instead of reacting to them.
Comments, Compliments, and/or Constructive Criticism:


  1. Creativity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adds value to the department/organization. Creates a lot of new ideas. Develops solutions to challenging problems. Is creative and inspirational.
Comments, Compliments, and/or Constructive Criticism:


  1. Professional Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrate enthusiasm and a willingness to learn new skills and knowledge Seeks opportunities for professional development. Encourages employees to take courses relevant to their job. Seeks opportunities for continuous learning.
Comments, Compliments, and/or Constructive Criticism:


  1. Punctuality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Invoices clients on a timely basis. Starts meetings on time. Responds to requests for information in a timely manner. Maintains an efficient schedule of activities.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Functions well under stress, deadlines, and/or significant workloads. Maintains focus when handling several problems or tasks simultaneously. Aligns the department's goals with the goals of the organization. Sets appropriate goals for employees.
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands what factors are important for deciding if a decision is "worth it"? Is aware of the impact of decisions and informs others about potential outcomes. Stays focused on the main objective when making decisions. Exercises good judgment by making sound and informed decisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Solves problems with insight and understanding. Implements best practices within the department. Challenges current procedures to develop other alternatives. 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
Strives to meet goals and objectives. Takes calculated risks to achieve higher levels of performance. Is results oriented. Takes calculated risks.
Comments, Compliments, and/or Constructive Criticism:


  1. Excellence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Can be counted on to add value wherever they are involved. Demonstrates the functional or technical skills necessary to do their job. Takes a lot of pride in their work. Demonstrates the analytical skills to do their job.
Comments, Compliments, and/or Constructive Criticism:


  1. Safety:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Supports safety programs and procedures. Performs work safely. Develops safety guidelines for the department. Participates in safety training when available.
Comments, Compliments, and/or Constructive Criticism:


  1. Developing Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Tries to ensure employees are ready to move to the next level. Is open to receiving feedback. Creates a work environment that fosters positive feedback to employees. Encourages employees through recognition of positive changes in behavior.
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 Provides ongoing feedback to co-workers on their development progress Takes immediate action on poor performance Adapts coaching and mentoring approach to meet the style or needs of individuals
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Determines staffing needs for the project/department. Analyzes market trends to plan the best course of action. Develops proper plans to ensure seamless flow of materials through logistics. Makes strategic and tactical decisions to guide the logistics process.
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?