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Trustworthy - Performance Management Assessment Sample #9





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 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:
Trustworthy, Teamwork, Organizational Fluency, Vision, Bias for Action, Continual Improvement, Decision Making, Goals, Commitment To Result, Excellence, Regulatory/Compliance

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.
Edit this Survey
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Trustworthy

Works in a way that makes others want to work with her/him. Demonstrates congruence between statements and actions. Seeks to mitigate grievances by clarifying intentions and finding suitable remedies. Builds and maintains the trust of others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Teamwork

Coaches team members Actively and openly participates in team meetings. Comes across as a reliable, committed team member Encourages others to share ideas to develop team cohesion
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Organizational Fluency

Able to explain departmental policies and procedures to others. Understands the current organizational culture. Anticipates problems that may affect the department. Adept at navigating within the culture of the department.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Vision

Creates a crystal-clear vision for where the department needs to be in the next 12 months. Formulates strategies that reflect a shared vision for the organization. Creates and executes a strategic vision that drives the company's growth forward. Concentrates employees' tasks on essential parts of the vision.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Bias for Action

Motivates others to achieve or exceed goals Coach others to foster an environment which can adapt quickly and willingly to rapid change. Encourages risk taking and experimentation to improve performance Displays high energy and enthusiasm on consistent basis.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Looks for ways to expand and learn new job skills. Looks for ways to expand current job responsibilities. Analyzes processes to determine areas for improvement. Promotes training and development opportunities to enhance job performance.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Asks for additional information when making critical decisions. Carefully evaluates information before making an important decision. Remains focused on the immediate goal when making decisions. Decides which long-term goals should be met.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Goals

Goal Setting Makes sure that I have a clear idea of our group's goals. Makes sure that team members have a clear idea of our group's goals. Conducts timely follow-up; keeps others informed on a need to know basis.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Commitment To Result

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. Committed to the team. Encourages commitment in others to obtain results.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Excellence

Takes a lot of pride in their work. Demonstrates the analytical skills to do their job. Demonstrates the functional or technical skills necessary to do their job. Is planful and organized.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Regulatory/Compliance

Ensures operations meet government and industry requirements/standards. Interacts with auditors and regulators on a professional basis. Keeps informed of various regulations and procedures. Ensures the company is in compliance with industry specifications, standards, and applicable laws.
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?