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.

  1. Technology Use/Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Applies complex rules and regulations to maintain optimal system performance. Proficient in the use of technical systems and processes. Supports employee training and development initiatives regarding implementation of technology. Understands and is committed to implementing new technologies.
Comments, Compliments, and/or Constructive Criticism:


  1. Administrative Skill:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accurately implements contract provisions. Completes reports on-time. Takes responsibility for decisions. Implements and uses performance measures.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Ensures the team understands the objective that needs to be completed. Sets the objectives for the team. Always willing to help coworkers to keep productions levels high. Explains the "whys" behind organizational objectives
Comments, Compliments, and/or Constructive Criticism:


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


  1. Partnering/Networking:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Leverages core competencies of partners to the benefit of both parties. Establishes regular check-ins to ensure alignment and address any emerging issues. Networks with other professionals in the industry to understand best practices. Creates opportunities and incentives for employees to learn and share knowledge with others.
Comments, Compliments, and/or Constructive Criticism:


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


  1. Organizational Fluency:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Understands the current organizational culture. Able to deal with sensitive issues with tact and professionalism. Gets things done through the department. Adept at navigating within the culture of the department.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes responsibility for the team's actions and results. Takes responsibility for seeing the project through to completion. Accepts personal responsibility for not meeting expectations. Holds employees accountable for their participation in solving department problems and issues.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Establishes relationships of trust, honesty, fairness, and integrity. Protects the integrity and confidentiality of information Fosters a high standard of ethics and integrity. Demonstrates sincerity in actions with others.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Takes responsibility for things that go wrong Keep staff informed about what is happening in the company Delegate tasks effectively Is ready to offer help
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?