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.

  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Communicates goals and objectives to employees. Avoids complacency and strives to be ahead of changes in the business environment. Ensures adherence to the strategy to sustain achievement of targeted levels of organizational performance. Gives adequate consideration to the time and resources available.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates honesty and truthfulness at all times. Develops trust and confidence from others. Fosters a high standard of ethics and integrity. Does what was promised.
Comments, Compliments, and/or Constructive Criticism:


  1. Self Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Analyzes interpersonal problems instead of reacting to them. Steps away from a situation to process appropriate response. 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.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Learning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Seeks opportunities to grow in skills and knowledge. Shares best practices with others and learns from others. Builds on their strengths while addressing their weaknesses. Pursues professional development opportunities when they arise.
Comments, Compliments, and/or Constructive Criticism:


  1. Delegation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Tells subordinates what to do, not how to do it. Allows employees to decide how they wish to complete the tasks. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
Comments, Compliments, and/or Constructive Criticism:


  1. Administrative Skill:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes responsibility for decisions. Has strong technical/computer skills. Accurately implements contract provisions. High attention to detail.
Comments, Compliments, and/or Constructive Criticism:


  1. Change Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Facilitates change with minimal resistance. Supports new initiatives for organizational changes to improve effectiveness. Inspires others to accept changes. Develops a strategy for implementing changes.
Comments, Compliments, and/or Constructive Criticism:


  1. Trustworthy:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works in a way that makes others want to work with her/him. Communicates an understanding of the other person's interests, needs and concerns. Demonstrates congruence between statements and actions. Demonstrates a sense of responsibility and commitment to public trust.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is aware of the skill levels of employees and assigns tasks that are at the appropriate skill level. Allows the team to take responsibility for the project. Values the opinions of others. Allows the employees to have flexible work schedules.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adapts strategies to better meet the needs of the moment. Keeps emotions in check to avoid negative outbursts. Manages emotions to reduce the impact of negativity. Sets and maintains firm negotiating limits and boundaries.
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?