hr-survey.com

Time Management - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Time Management:
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:
Time Management, Initiative, Juggling Multiple Responsibilities, Excellence, Customer Focus, Empowering Others, Conflict Management, Teamwork, Creativity, Action, Cultural Awareness

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 think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


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.
Edit this Survey
Would you like to edit this survey? Click here to begin.


Time Management

Integrates automation into the process whenever feasible. Uses a journal, log, or schedule to keep track of how much time is spent doing each task. Remains dedicated to completing high priority work. Allows for time buffers between tasks so that the schedule does not become delayed.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Initiative

Does things without being told. Immediately informs the supervisor of any critical incidents. Inspires others to perform above expectations. Will continue to work on a problem even in the face of obstacles.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Juggling Multiple Responsibilities

Keeps track of multiple assignments and deadlines. Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment. Begins tasks as soon as possible. Prioritizes tasks for efficiency.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Excellence

Demonstrates the functional or technical skills necessary to do their job. Produces high quality work. Takes a lot of pride in their work. Can be counted on to add value wherever they are involved.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Customer Focus

Makes sure their interests are aligned with the customer's interests. Gets feedback from the customer on a weekly basis. Promotes, implements, maintains and enhances relationships with customers. Views customer satisfaction as an everyday priority.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Empowering Others

Allows employees to organize their schedule to best accomplish the job. Values the input from others. Creates a culture where employees are given the opportunity to take the initiative and make impactful decisions. Expresses confidence in the abilities of others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Conflict Management

Prefers to resolve conflicts through negotiation rather than coersion. Guides others toward establishing strong relationships. Achieves mutually acceptable solutions through collaborative efforts by both parties. Promotes openness and urges individuals to explore various options for resolving the conflict.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Helps other team members to research solutions to a problem. Works cooperatively with others to solve problems. Listens to the opinions of other team members. Creates opportunities to learn with other team members
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Creativity

Creates a lot of new ideas. Adds value to the department/organization. Conceives, implements and evaluates ideas. Is creative.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Action

Assigns tasks to team members based on their strengths. Stays focused and productive when there's work to be done. Stays committed to goals even when progress is slow. Regularly conducts preventative maintenance on the equipment.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Cultural Awareness

Encourages a work environment where individual differences are valued. Interacts effectively with people from different cultural backgrounds. Is aware of differences in how individuals from other cultures greet one another. Avoids referring to stereotypes about others from different cultures.
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
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.