Trustworthy - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Trustworthy:
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:
Trustworthy, Negotiation, Strategic Focus, Company, Planning, Accountability, Integrity, Continual Learning, Establishing Focus/Direction, Goals, Commitment To Result

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. Trustworthy:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is trustworthy; is someone I can trust. Delivers on promises made. Builds and maintains the trust of others. Communicates an understanding of the other person's interests, needs and concerns.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is resolute on positions to provide consistency in the negotiation strategy. Assesses the validity and relevance of each piece of information, considering the context and source. Able to distinguish and navigate between different negotiation strategies and styles. Makes initial offers based on high aspirations conveying a robust BATNA (Best Alternative to a Negotiated Settlement).
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Creates a mission statement describing the purpose for the organization. Develops high-level strategic planning models to identify opportunities to improve the company. Communicates the company's strategic goals and decisions to teams and departments. Creates a strategy to achieve departmental objectives.
Comments, Compliments, and/or Constructive Criticism:


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


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Conducts regular assessments of the project status to ensure adherence to the set schedule. Reduces uncertainty in the department through clear planning and schedules. Anticipates the impacts of strategic plans. Able to develop logistics plans to move material through a multi-step supply chain.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accepts personal responsibility for their actions. Reviews performance to determine areas for improvement. Informs supervisor of progress without having to be asked about it. Takes responsibility for seeing the project through to completion.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Establishes relationships of trust, honesty, fairness, and integrity. Maintains strong relationships with others. Develops trust and confidence from others. Follows tasks to completion.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Learning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is open to new ideas and concepts. Pursues learning that will enhance job performance. Participates in regular training offered. Pursues professional development opportunities when they arise.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains focus when handling several problems or tasks simultaneously. Sets appropriate goals for employees. Stays focused even when under pressure and stress. Makes sure that employees understand how their work relates to organizational goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Goals:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Establishes and documents goals and objectives. Understands & contributes to development of strategic goals. Goal Setting Sets high expectations and goals; encourages others to support the organization.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages commitment in others to obtain results. Takes immediate action toward goals. Willing to do whatever it takes-not afraid to have to put in extra effort. Able to focus on a task even when working alone.
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?