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Vision - Performance Management Assessment Sample #2





Performance Management System:

Performance Assessments that include Vision:
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:
Vision, Communication Skills, Accountability, Continual Improvement, Decision Making, Objectives, Empowering Others, Coaching, Others

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 think are your most valuable qualities in your current role? Could you explain on how these strengths have contributed to your success and impact at work?



  4. Discuss the aspects of your performance that you believe could benefit from further development? Please provide some details on how you plan to address these areas for improvement, and any resources or support that might help you enhance your skills and effectiveness in your role.


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.
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Vision

Motivates employees to align with the department's vision. Entrusts team members with executing the vision. Designs and implements a forward-looking vision for the company. Communicates the vision effectively across the organization to motivate and guide employees.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Communication Skills

Can effectively deliver presentations. Makes eye contact with the person they are speaking with. Implements performance appraisals focused on employee development using SMART criteria Mentors others on enhancing their written communication.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Accountability

Defines roles, rights, and responsibilities of employees. Takes full responsibility for lack of results achieved. Lets supervisor know of any setbacks to the progress on achieving goals. Aware of the consequences for failure to complete the project.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Continual Improvement

Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Looks for ways to expand current job responsibilities. Analyzes processes to determine areas for improvement. Open to the suggestions from others.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Decision Making

Regularly evaluates information before making important decisions. Formulates imaginative decisions. Defines parameters that will impact the decision making process. Stays focused on the main objective when making decisions.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Objectives

Establishes goals and objectives. Communicates goals and objectives to employees. Organizes and schedules events, activities, and resources. Able to organize work.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Empowering Others

Gives employees the freedom to set their own schedule. Distributes the workload to subordinates. Is aware of the skill levels of employees and assigns tasks that are at the appropriate skill level. Encourages employees to make informed decisions based on their own judgment and reasoning.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Coaching

Develops the skills and capabilities of others. Conducts regular performance appraisals and feedback. Helps employees to maintain high personal standards. Provides clear, motivating, and constructive feedback.
Unsatisfactory
Satisfactory
Exceeds Expectations
Comments:

Others

...treats others with respect and dignity. Respects the opinions of other employees. Is able to see issues from others' perspectives. Able to see issues from others' perspectives.
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
Describe the new skills you aim to acquire during the upcoming evaluation period? Please include specific areas of expertise or knowledge you intend to develop, and how these skills will enhance your performance and contribute to the company's overall success. Additionally, it would be helpful to list your plans for learning these skills, such as any courses, workshops, or mentorship opportunities you plan to pursue.