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Time Management - Performance Management Assessment Sample #6





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 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:
Time Management, Problem Solving, Results Oriented, Client Focus, Coaching, Negotiation, Company, Flexibility, Feedback, Supervisory Skills

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. Time Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Completes tasks ahead of schedule. Starts meetings on time. Delegates simple tasks to employees so the manager can focus on more complex tasks. Uses a calendar effectively to keep track of when events or milestones are supposed to occur.
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Compares analogous situations transferring insights to new situations. Open to the suggestions of others when working on a problem. Assigns individuals the responsibility for completing separate phases of the implementation. Maximizes the return on investment in problem-solving efforts by using resources wisely.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps others when free-time is available. Strives to exceed performance benchmarks. Views obstacles as opportunities to improve self. Determines the objectives for the project.
Comments, Compliments, and/or Constructive Criticism:


  1. Client Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Puts client's needs first. Is competent in handling client cases. Obtains feedback to ensure client needs are being met. Is above average in addressing the needs of the clients.
Comments, Compliments, and/or Constructive Criticism:


  1. Coaching:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Provides clear, motivating, and constructive feedback. Addresses employee behavior problems effectively. Meets regularly with employees to coach them on areas that will enhance their performance Helps employees to maintain high personal standards.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates a constructive atmosphere, building a positive relationship for cooperative negotiations. Influences others through rational argument and persuasion. Manages emotions to reduce the impact of negativity. Understands the other person's needs, concerns, and motivations.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Impresses upon others the important aspects of [Company]. Understands how decisions impact other business units beyond their immediate department of work group. Understands the "basics" as to how [Company] functions/operates. Follows existing procedures and processes.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Embraces change, values feedback, and is willing to experiment with different methods to find the most effective solutions. Anticipates differences to the procedures that may be needed due to a changing operating environment. Innovates skills and modifies behaviors to remain flexible in addressing important issues. Able to change or adjust processes to accommodate changes in equipment or supplies.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Actively seeks feedback from others. Accepts the views of others. Open to the suggestions of others. Is easy to approach with ideas and opinions.
Comments, Compliments, and/or Constructive Criticism:


  1. Supervisory Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes decisions based on all relevant information. Provides feedback that is aligned with performance expectations. Shows consistency between what they say and do. Is fair and equitable in enforcement of work rules.
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?