Technology Use - Performance Management Assessment Sample #9





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 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:
Technology Use/Management, Administrative Skill, Time Management, Empowering Others, Others, Communication Skills, Flexibility, Bias for Action, Emotional Intelligence, Managing Performance

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.

Technology Use/Management

Maximizes the use of new technology to deliver products and services. Uses technology in decision making and problem solving. Adopts the implementation of new technology into the workplace. Understands and is committed to implementing new technologies.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Administrative Skill

Implements and uses performance measures. Strong organizational skills to keep the workspace and department in order Takes responsibility for decisions. Able to develop, justify and present a budget.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Time Management

Consistently meets the project schedule. Is productive for the majority of time spent during the day. Is concerned about adhering to the schedule. Is committed to finishing the most important tasks.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Empowering Others

Recognizes the expertise that employees have in certain areas and allows them the freedom to operate as they see fit. Demonstrates confidence in the abilities of subordinates. Gives employees input into the decision making process. Considers ideas from employees that may challenge traditional ways of doing the job.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Others

Respects the opinions of other employees. Works across boundaries within the organization. Constructively receives criticism and suggestions from others. Consistently demonstrates ability and willingness to trust others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Is professional at all times--never ridiculing, mocking or undermining peers or subordinates. Maintains eye contact to foster direct communication. Addresses issues of key importance to stakeholders. Keeps an open-door policy to provide support and guidance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Flexibility

Is flexible in processing routine requests. Solves problems using innovative solutions by keeping an open mind and considering the input from others. Adapts to new organizational structures, policies, or procedures. Can seamlessly transition between various environments and situations.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Bias for Action

Motivates others to achieve or exceed goals Seeks and utilizes opportunities for continuous learning and self-development. Coach others to foster an environment which can adapt quickly and willingly to rapid change. Completes a large volume of work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Emotional Intelligence

Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Accurately perceives the emotional reactions of others. Is able to control their own emotions. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Managing Performance

Aligns individual and team performance expectations with the organization's expectations. Requires employees to participate in additional job training as part of a remediation program. Sets specific and measurable goals for others and follows through to completion. Makes sure the team's goals are met.
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?