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.

  1. Technical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Willingly shares information and expertise; sought out as resource by others Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Is knowledgeable of procedures or systems necessary for the job.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adopts, integrates, and disseminates quality guidelines and standards. Presents quality information and data in an easy to understand format. Quickly identifies critical issues impacting quality. Encourages employees to produce the best quality products.
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes judgments based upon relevant information. Finds creative ways to get things done with limited resources. Solves problems using logic and insight. Ability to develop innovative solutions to problems.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Willing to do whatever it takes-not afraid to have to put in extra effort. Takes immediate action toward goals. Encourages commitment in others to obtain results. Coordinates all department activities into a cohesive team effort.
Comments, Compliments, and/or Constructive Criticism:


  1. Responsible:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
...takes personal responsibility for results. Acts as a resource without removing individual responsibility. Responsible for setting the vision of the department. Sets a good example
Comments, Compliments, and/or Constructive Criticism:


  1. Developing Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is open to receiving feedback. Provides constructive feedback to others. Supports the successes of other employees. Assesses employees' developmental needs.
Comments, Compliments, and/or Constructive Criticism:


  1. Conflict Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Initates collaborative processes to reduce conflict. Possesses the necessary skills to manage conflict and relationships. Acknowledges each party's intrinsic needs. Does not let minor issues escalate into major problems.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Determines the best approach to achieving desired goals. Identifies and focuses resources on strategic growth opportunities. Understands & contributes to development of strategic goals. Creates measures of performance and profitability to assess financial objectives.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works effectively during periods of change. Dedicated to evolving and enhancing business processes, which demonstrates flexibility. Adapts quickly to new technologies that impact the production line. Agile and versatile when dealing with issues.
Comments, Compliments, and/or Constructive Criticism:


  1. Adaptability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Can take on new assignments. Responds quickly to new information. Is aware of changes to team personnel. Adapts to changes in team membership.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes responsibility for things that go wrong Delegate tasks effectively Is ready to offer help Sets an example for others to follow
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Functions well under stress, deadlines, and/or significant workloads. Sets appropriate goals for employees. Maintains self-control when personally criticized. 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?