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Technology Use - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Technology Use:
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:
Technology Use/Management, Administrative Skill, Results Oriented, Co-worker Development, Partnering/Networking, Entrepreneurship, Organizational Fluency, Accountability, Integrity, 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. Technology Use/Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands and is committed to implementing new technologies. Adopts the implementation of new technology into the workplace. Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Supports employee training and development initiatives regarding implementation of technology.
Comments, Compliments, and/or Constructive Criticism:


  1. Administrative Skill:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Enthusiastic about taking on challenging projects. High attention to detail. Strong organizational skills to keep the workspace and department in order Takes responsibility for decisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Completes urgent tasks first. Works toward achievement of goals even when confronted with obstacles. Motivated by a strong desire to exceed performance standards. Exceeds performance requirements.
Comments, Compliments, and/or Constructive Criticism:


  1. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Gives others development opportunities through project assignments and increased job responsibilities Sets and clearly communicates expectations, performance goals, and measurements to others Takes immediate action on poor performance Works to identify root causes of performance problems
Comments, Compliments, and/or Constructive Criticism:


  1. Partnering/Networking:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Networks with clients to determine improvements in operations. Develops effective peer to peer working relationships. Develops internal alliances with others in the department. Promotes awareness of interests in partnerships and networks.
Comments, Compliments, and/or Constructive Criticism:


  1. Entrepreneurship:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages risk taking for developing potential business opportunities. Has a strategic awareness on how to promote the organization. Seeks and utilizes mentors to help guide professional development. Is comfortable operating in an environment of uncertainty.
Comments, Compliments, and/or Constructive Criticism:


  1. Organizational Fluency:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Able to explain departmental policies and procedures to others. Understands departmental policies and procedures. Adept at navigating within the culture of the department. Gets things done through the department.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accepts personal responsibility for not meeting expectations. Holds employees accountable for meeting performance benchmarks. Takes ownership of problems to find the best solutions. Is prepared and on time for meetings and scheduled events.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Fosters an environment built upon trust. Follows tasks to completion. Establishes relationships of trust, honesty, fairness, and integrity. Develops trust and confidence from others.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets an example for others to follow Is ready to offer help Makes you feel enthusiastic about your work Keep staff informed about what is happening in the company
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?