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Technical - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Technical:
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:
Technical, Quality, Problem Solving, Commitment To Result, Responsible, Developing Others, Conflict Management, Strategic Focus, Flexibility, Adaptability, Management, Establishing Focus/Direction

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. Technical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Demonstrates mastery of the technical competencies required in his/her work. Is knowledgeable of procedures or systems necessary for the job. Seeks information from others as needed.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates a strong commitment to achieving quality goals. Verifies the operators have the necessary equipment and supplies to ensure high quality. Implements standardized and data driven quality processes/procedures. Able to create quality initiatives to be implemented organization-wide.
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Compares analogous situations transferring insights to new situations. Measures the solution's impact on the desired outcomes and identifyies any deviations from the expected performance. Asks the right questions to size up or evaluate situations. Identifies the specific resources required to tackle different aspects of a problem and then assigns the resources where they'll have the greatest impact.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Encourages commitment in others to obtain results. Takes immediate action toward goals. Creates a sense of urgency among the store team members to complete activities, which drive sales.
Comments, Compliments, and/or Constructive Criticism:


  1. Responsible:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Behavior is ethical and honest. Holds herself / himself accountable to goals / objectives ...takes personal responsibility for results. Responsible for setting the vision of the department.
Comments, Compliments, and/or Constructive Criticism:


  1. Developing Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assesses employees' developmental needs. Assigns tasks and responsibilities to develop skills of others. Supports the successes of other employees. Recognizes and celebrates accomplishments of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages both sides to make compromises to resolve the conflict. Assists team members by helping them see the other point of view. Helps others avoid misperceptions about issues. Ensures that both parties work toward finding compromise.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies the role of each department in meeting the strategic goals. Crafts and executes strategies to advance the company. Creates a vision for the organization based on how the organization should appear in the future. Identifies and focuses resources on strategic growth opportunities.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to change or adjust processes to accommodate changes in equipment or supplies. Handles external information requests efficiently without disrupting workflow. Able to work in multiple environments as needed. Shows a readiness to adapt and optimize.
Comments, Compliments, and/or Constructive Criticism:


  1. Adaptability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Handles unexpected events without a loss of productivity. Adapts to diversity within the team. Embraces change and fosters an open-minded environment. Recognizes and implements changes to enhance efficiency and effectiveness.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Delegate tasks effectively Makes you feel enthusiastic about your work Keep staff informed about what is happening in the company Takes responsibility for things that go wrong
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains focus when handling several problems or tasks simultaneously. Sets appropriate goals for employees. Makes sure that employees understand how their work relates to organizational goals. Aligns the department's goals with the goals of the organization.
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?