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.

  1. Time Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Allows for time buffers between tasks so that the schedule does not become delayed due to unforeseen circumstances. Optimizes time management through automation. Prefers to utilize automated workflows. Is prompt and diligent in their work.
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Identifies fresh approaches and shows a willingness to question traditional assumptions. Able to balance the needs of different people in a solution to a problem. Ability to solve problems at root cause rather than at symptom level. Makes judgments based upon relevant information.
Comments, Compliments, and/or Constructive Criticism:


  1. Results Oriented:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Stays focused on meeting the needs of customers. Makes changes to the plans if it will result in increased output. Sets benchmarks and milestones to measure progress toward the objectives. Completes all assigned tasks.
Comments, Compliments, and/or Constructive Criticism:


  1. Client Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure team members understand the issues faced by the client. Maintains strong relationships with clients. Makes client's needs a top priority. Tailors innovative products for each client.
Comments, Compliments, and/or Constructive Criticism:


  1. Coaching:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Meets regularly with employees to coach them on areas that will enhance their performance Helps employees to understand responsibilities, authority, and expectations. Provides clear, motivating, and constructive feedback. Coaches employees in how to strengthen knowledge and skills to improve work performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops a unified understanding or strategy that acknowledges and addresses the different viewpoints and resolves conflicts. Researches the needs of the other party to identify strengths and weaknesses of positions. Stays composed and counters aggressive negotiation tactics by reframing unreasonable proposals or actions. Is able to decline bad ideas to avoid making poor decisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Follows existing procedures and processes. Understands the use of [Company] products and services. Understands the "basics" as to how [Company] functions/operates. Expresses loyalty and dedication to [Company] in interactions with others.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Values and adjusts training to meet diverse learning preferences. Maintains an adaptive mindset crucial for navigating the dynamic challenges and opportunities that arise in business environments. Adapts to different settings, tasks, and challenges with ease. Is flexible to manage uncertain changes in the financial landscape.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Considers other's opinion and suggestions. Seeks feedback to enhance performance. Is visible and approachable. Actively seeks feedback from others.
Comments, Compliments, and/or Constructive Criticism:


  1. Supervisory Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates exemplary work performance that others should follow. Schedules follow up meetings if employee's performance is below average. Offers instructions and guidance to subordinates. Treats all staff equitably.
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?