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Teamwork - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Teamwork:
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:
Teamwork, Interpersonal Skills, Responsible, Action, Emotional Intelligence, Establishing Focus/Direction, Project Management, Change Management, Results Oriented, Technology Use/Management

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. Teamwork:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates a culture that fosters and values collaboration. Seeks and listens to other's contributions Coaches team members Focuses on understanding the other team member's message.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Easily approachable. Gives good advice and suggestions to coworkers. Gives constructive feedback on performance reviews. Values the input from coworkers.
Comments, Compliments, and/or Constructive Criticism:


  1. Responsible:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Acts as a resource without removing individual responsibility. Sets a good example Works in a way that makes others want to work with her/him. ...takes personal responsibility for results.
Comments, Compliments, and/or Constructive Criticism:


  1. Action:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Displays high energy and enthusiasm on consistent basis. Assigns tasks to individuals who are most able to perform them. Is not afraid to take action when necessary. Is proactive in addressing the needs of the department.
Comments, Compliments, and/or Constructive Criticism:


  1. Emotional Intelligence:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is attentive to emotional cues and interprets others' feelings correctly. 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.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Excellent at managing time. Makes sure that employees understand and identify with the team's mission. Helps guide employees with prioritizing tasks. Sets appropriate goals for employees.
Comments, Compliments, and/or Constructive Criticism:


  1. Project Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates the implementation strategy for the project. Monitors finances to ensure optimal use of project funds. Schedules project phases and tasks to facilitate successful completion of the project. Identifies the potential risks for each phase of the project.
Comments, Compliments, and/or Constructive Criticism:


  1. Change Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is a leading force driving changes. Develops plans for following through on the changes. Adopts changes to set and example for others to follow. Supports the Company's efforts to implement changes.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Stays focused on meeting the needs of customers. Sets a common goals for the team. Completes all required coursework. Pursues performance benchmarks despite obstacles and setbacks.
Comments, Compliments, and/or Constructive Criticism:


  1. Technology Use/Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands and is committed to implementing new technologies. Uses technology in decision making and problem solving. Adopts the implementation of new technology into the workplace. Supports technical training and development of employees.
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?