Time Management - Performance Management Assessment Sample #9





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, Performance, Problem Solving, Achievement, Clarity, Trustworthy, Developing Others, Teamwork, Adaptability, Action, Professional Development

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.

Time Management

Ranks tasks based on importance to maximize available time. Consistently achieves production targets on time. Allows for time buffers between tasks so that the schedule does not become delayed. Approaches work with a sense of urgency.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Performance

Sets a high standard for job performance. Effectively organizes resources and plans Able to organize work. Effective in performing his/her job.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Problem Solving

Generates alternative solutions to problems and challenges. Implements effective solutions to critical problems. Identifies and assesses all potential responses to a problem. Able to balance the needs of different people in a solution to a problem.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Achievement

Takes calculated risks to achieve difficult goals. Sets ambitious standards of performance. Strives to exceed standards of performance. Highly motivated to achieve or exceed performance standards.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Clarity

Writes clear job descriptions for positions in the organization. Clearly explains responsibilities to individuals. Clearly defines work objectives for employees. Avoids creating ambiguity or mixed messages.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Trustworthy

Seeks to mitigate grievances by clarifying intentions and finding suitable remedies. Is a person you can trust. Is trustworthy; is someone I can trust. Takes ownership, delivers on commitments
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Developing Others

Sets performance objectives for subordinates that encourages development opportunities. Assigns tasks and responsibilities to develop skills of others. Supports the successes of other employees. Provides constructive feedback to others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Listens and is attentive to other team members. Builds relationships across boundaries and with key stakeholders by developing informal and formal networks. Makes sure each team member participates in the task. Actively participates in the work of teams; seeks and listens to others' contributions
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Adaptability

Willing to change ideas or perceptions based on new information or contrary evidence which is presented. Flexible and open to new ideas and encourages others to recognize the value of change. Responds quickly to new information. Able to adjust to changes as needed.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Action

Creates performance measures to ensure action by the department. Will take action to address a problem rather than to wait to confer with others about the situation. Acts immediately instead of waiting for someone else to solve the issue. Initiates actions to get things done.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Professional Development

Keep themselves up-to-date of technical/professional issues Allows employees to fully participate in employee training and professional development. Seeks opportunities for continuous learning. Seeks opportunities for professional development.
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?