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Strategic Insight - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Strategic Insight:
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 Insight, Organizational Fluency, Planning, Feedback, Emotional Intelligence, Establishing Focus/Direction, Regulatory/Compliance, Interpersonal Skills, Negotiation, Others

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 Insight:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Analyzes records and reports to obtain insight into potential issues and trends. Strategically aligns projects to the goals of the company. Creates strategies that significantly benefit the Company. Anticipates business cycles and trends and makes adjustments in a timely manner.
Comments, Compliments, and/or Constructive Criticism:


  1. Organizational Fluency:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to deal with sensitive issues with tact and professionalism. Gets things done through the department. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Understands the current organizational culture.
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops a detailed plan outlining tasks, resources, timelines, and deliverables. Has plans to handle unexpected events. Regularly makes plans for contingencies. Understands what materials will be required to successfully implement the plan.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is easy to approach with ideas and opinions. Looks to others for input. Is visible and approachable. Considers other's opinion and suggestions.
Comments, Compliments, and/or Constructive Criticism:


  1. Emotional Intelligence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Is able to manage their own emotions. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Is attentive to emotional cues and interprets others' feelings correctly.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Stays focused even when under pressure and stress. Helps guide employees with prioritizing tasks. Maintains focus when handling several problems or tasks simultaneously. Aligns the department's goals with the goals of the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies and assesses areas of regulatory or compliance risk. Develops strategies to comply with established regulations. Performs regular compliance audits. Ensures operations meet government and industry requirements/standards.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Recognizes the contributions of others. Is honest about making mistakes and willing to fix them. Is open and approachable Takes time to recognize the efforts of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maximizes information gathering efforts prior to negotiations. Committed to working with both sides and openly sharing information. Establishes clear communications to avoid misunderstandings. Is aware of what problems need to be solved.
Comments, Compliments, and/or Constructive Criticism:


  1. Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works across boundaries within the organization. Able to see issues from others' perspectives. Forms working relationships with employees from other departments. Constructively receives criticism and suggestions from others.
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?