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Strategic Focus - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Strategic Focus:
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:
Strategic Focus, Integrity, Self-Management, Continual Learning, Delegation, Administrative Skill, Change Management, Trustworthy, Empowering Others, Negotiation

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. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Ensures that the department's goals are strategically aligned with the company's goals. Creates a vision for the organization based on how the organization should appear in the future. Exhibits a strategic orientation to identify and capitalize on opportunities to advance the organization. Develops a corporate strategy to establish business operations in different locations.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Fosters a high standard of ethics and integrity. Demonstrates honesty and truthfulness at all times. Maintains strong relationships with others. Follows tasks to completion.
Comments, Compliments, and/or Constructive Criticism:


  1. Self Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Analyzes interpersonal problems instead of reacting to them. Does not allow own emotions to interfere with the performance of others. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Learning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Builds on their strengths while addressing their weaknesses. Pursues learning that will enhance job performance. Pursues self-improvement through continual learning. Pursues professional development opportunities when they arise.
Comments, Compliments, and/or Constructive Criticism:


  1. Delegation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets clear and reasonable expectations for others and follows through on their progress. Encourages and empowers subordinates to use initiative in achieving goals and objectives. Tells subordinates what to do, not how to do it. Clearly defines duties and tasks to be completed.
Comments, Compliments, and/or Constructive Criticism:


  1. Administrative Skill:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
High attention to detail. Takes responsibility for decisions. Completes reports on-time. Strong organizational skills to keep the workspace and department in order
Comments, Compliments, and/or Constructive Criticism:


  1. Change Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assists others in understanding changes to the organization. Supports new initiatives for organizational changes to improve effectiveness. Works cooperatively with others to implement changes. Adopts changes to set and example for others to follow.
Comments, Compliments, and/or Constructive Criticism:


  1. Trustworthy:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes ownership, delivers on commitments Takes care to maintain confidential information. Communicates an understanding of the other person's interests, needs and concerns. Builds and maintains the trust of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Allows employees to take ownership of their work. Encourages others to obtain necessary skills and training. Trusts employees with important responsibilities. Allows the team to take responsibility for the project.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates confidence in own position and can influence the other party's perception of proposals being offered. Able to manage and resolve conflicts constructively. Clearly explains the issues and interests at the start of negotiations. Listens to all sides without bias and makes fair decisions.
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?