hr-survey.com

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


  1. Trustworthy:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Delivers on promises made. Demonstrates a sense of responsibility and commitment to public trust. Builds and maintains the trust of others. Takes ownership, delivers on commitments
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is flexible in responses. Maintains good interpersonal relationships with representatives from the other party. Is resolute in positions to build trust and predictability. Finds shared interests and solutions that benefit all parties involved.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Effectively translates strategy into operational decisions. Uses strategic thinking to make better strategic decisions. Undertakes a SWOT analysis to determine the best strategy to move forward. Ensures the department has a viable strategy for moving forward.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Expresses loyalty and dedication to [Company] in interactions with others. Attends [Company] gatherings and social events. Understands the "basics" as to how [Company] functions/operates. 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
Adjusts and rearranges the schedule to maximize efficiency. Develops strategic plans for ensuring competitiveness in the marketplace. Makes strategic and tactical decisions to guide the logistics process. Schedules staff based on seasonal needs.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure the supervisor is always informed of any important events. Exhibits a sense of ownership of the process. Holds employees accountable for their participation in solving department problems and issues. Willingly accepts the obligation to complete the task.
Comments, Compliments, and/or Constructive Criticism:


  1. Integrity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Protects the integrity and confidentiality of information Demonstrates sincerity in actions with others. Does what was promised. Fosters an environment built upon trust.
Comments, Compliments, and/or Constructive Criticism:


  1. Continual Learning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Pursues self-improvement through continual learning. Grasps new ideas, concepts, technical, or business knowledge. Takes charge of their training and skills enhancement. Shares best practices with others and learns from others.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Helps guide employees with prioritizing tasks. Functions well under stress, deadlines, and/or significant workloads. Stays focused even when under pressure and stress. Maintains focus when handling several problems or tasks simultaneously.
Comments, Compliments, and/or Constructive Criticism:


  1. Goals:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Achieves goals. Achieves established goals. Establishes and documents goals and objectives. Understands & contributes to development of strategic goals.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Willing to do whatever it takes-not afraid to have to put in extra effort. Coordinates all department activities into a cohesive team 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?