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.

  1. Strategic Insight:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Inspires employees to adopt the strategic plan. Attends industry conferences to gain further insight into how other companies deal with similar issues. Understands how to strategically grow the business and increase customers. Identifies potential problems before they become critical incidents.
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. Understands departmental policies and procedures. Effective in communicating with others within the organization. Able to explain departmental policies and procedures to others.
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accurately estimates the duration of tasks. Divides complex tasks into smaller steps to measure progress toward a goal. Ensures everyone in the department is onboard with the current plan. Accurately estimates the amount of materials/supplies needed for the project.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Open to the suggestions of others. Looks to others for input. Seeks feedback to enhance performance. Shares past experiences with others as learning opportunities.
Comments, Compliments, and/or Constructive Criticism:


  1. Emotional Intelligence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is able to control their own emotions. Able to understand others' points of view. Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
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. Makes sure that employees understand and identify with the team's mission. Sets appropriate goals for employees. Excellent at managing time.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Prepares and presents annual reports as required. Interacts with auditors and regulators on a professional basis. Reviews documentation, processes and practices. Ensures the company meets legal requirements/standards regarding employees.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is someone you can trust. Strives for win/win solutions Follows up on inquiries in a timely manner. Demonstrates positive behaviors for others to follow.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is aware of what problems need to be solved. Bases arguments on objective standards or criteria, such as market value, legal standards, or expert opinions. Researches the needs of the other party to identify strengths and weaknesses of positions. Does what it takes to ensure that the final agreement aligns with core interests.
Comments, Compliments, and/or Constructive Criticism:


  1. Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is able to see issues from others' perspectives. Able to see issues from others' perspectives. Respects the opinions of other employees. Works effectively with people from other departments.
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?