Technical - Performance Management Assessment Sample #9





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 an employee's performance and to share this feedback with the employee
  2. Assist in determining the true development needs of the 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.

Employee Input

Please provide brief answers to the questions below. Your feedback is vital to us. We aim to capture all your achievements during the performance review period. The details you enter will be part of your Performance Appraisal. If you need to include any additional printed sheets, please sign, date, and submit them to your Department Head. Additionally, if someone else should contribute to this review, kindly provide their name and contact details.


Competencies Included:
Technical, Change Management, Commitment To Result, Safety, Strategic Focus, Vision, Accountability, Continual Learning, Cultural Awareness, Establishing Focus/Direction

Part 1: Skills and Accomplishments






  1. Please provide a comprehensive list of your significant accomplishments and any special projects you contributed to during this evaluation period. Be sure to include:
    • The objectives and goals of each project.
    • Your specific role and contributions.
    • The outcomes or results achieved.
    • Any challenges you faced and how you overcame them.
    • The skills and knowledge you applied or developed.
    This information will help us recognize your efforts and understand the impact of your work.



  2. Please detail any professional development activities you have engaged in, such as
    college courses, additional training, seminars, and trade magazine readings.



  3. What do you consider your greatest strengths in your current job?



  4. Which areas of your performance at the company do you feel need improvement?


Instructions: In this example assessment, there are 4 possible Overall Scores:
  1. Score >= 2.8 is Outstanding (O)
  2. Score >=2.5 is Exceeds Expectations (E)
  3. Score >=1.6: Meets Expectations (M)
  4. Otherwise: Did not meet expectations (D)
The actual numeric value is shown at the bottom of this assessment form. A single letter grade representing the Overall Rating is shown here at the top of the form.

Part 2: Job Competencies

Rating Scale:

Exceeds ExpectationsPerformance consistently surpasses job requirements. Both the quality of your work and the manner in which you achieve it far exceed the standards and expectations for your position. You demonstrate exceptional competence and productivity. This high level of performance is evident throughout the year and across all critical aspects of your 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.

Score
0.0
 Letter Grades
Score >= 2.8 is Outstanding (O)
Score >=2.5 is Exceeds Expectations (E)
Score >=1.6: Meets Expectations (M)
Otherwise: Did not meet expectations (D)



As you make ratings on the form below, the employee's overall score will be displayed in the floating box at the top of the screen.

Technical

Willingly shares information and expertise; sought out as resource by others Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Demonstrates mastery of the technical competencies required in his/her work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Change Management

Works cooperatively with others to implement changes. Develops plans for following through on the changes. Is a leading force driving changes. Supports new initiatives for organizational changes to improve effectiveness.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Commitment To Result

Able to focus on a task even when working alone. Encourages commitment in others to obtain results. Coordinates all department activities into a cohesive team effort. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Safety

Ensures compliance with safety regulations. Ensures that all supervisors are aware of regulatory and compliance measures. Participates in safety training as applicable. Develops a culture of safety.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Strategic Focus

Pursues strategic alliances with valued partners. Communicates the company's strategic goals and decisions to teams and departments. Strategically positions resources to meet the needs of branch locations. Supports changes being recommended from senior management.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Devoted to carrying out the strategic vision. Translates the department's vision into actionable objectives and a strategic plan. Creates a common vision for others. Communicates the vision and strategy of [Company]
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Accountability

Takes responsibility for the team's actions and results. Consistently strives to meet high standards of excellence. Ensures that employee objectives are aligned with the organization's objectives. Consistently exhibits professionalism in interactions with employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Learning

Pursues professional development opportunities when they arise. Is open to new ideas and concepts. Improves on their skill sets. Builds on their strengths while addressing their weaknesses.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Cultural Awareness

Is responsive to individuals from other cultures. Understands the impact that our culture may have on interactions between individuals. Accepts individual differences. Seeks clarification to avoid misunderstandings.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Establishing Focus/Direction

Makes sure that employees understand and identify with the team's mission. Maintains focus when handling several problems or tasks simultaneously. Maintains self-control when personally criticized. Sets appropriate goals for employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Part 3: Your Individual Development Plan

Short-term Goals
What goals do you wish to accomplish in the next year?


Long-term Goals
What goals do you wish to accomplish within the next 2 to 3 years?


Skill Acquisition
What new skills do you plan to acquire within the next evaluation period?