Vision - Performance Management Assessment Sample #5

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)

Limiting Feature: This assessment example features a minimum and a maximum limit on responses at the extreme ends of the scale. For this example, you are limited to selecting a response of "Exceptional" to at least 3 and no more than 6 items and a response of "Unsatisfactory" to at least 3 and no more than 6 items.

Instructions:

This performance appraisal program is designed to provide a standardized method to:
Provide an objective evaluation of an employee's performance and to share this feedback with the employee
Assist in determining the true development needs of the employee and actions that should be taken to improve their job performance.
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, Strategic Focus, Accountability, Continual Improvement, Administrative Skill, Safety, Developing Others, Coaching

Part 1: Skills and Accomplishments

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.
Please detail any professional development activities you have engaged in, such as
college courses, additional training, seminars, and trade magazine readings.
What do you consider your greatest strengths in your current job?
Which areas of your performance at the company do you feel need improvement?

Part 2: Job Competencies

Rating Scale:

Exceptional	Performance 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.
Satisfactory	The 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.
Unsatisfactory	The 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.

Rating Limit: Please note: You must select at least 3 but no more than 6 responses of "Exceptional" and at least 3 but no more than 6 responses of "Unsatisfactory". Once you check the 6th item with that response, the remaining unchecked options will be removed.

What you need to do

Part 3: Individual Productivity and/or SMART Goals

Employee Comments

Supervisor Comments

Part 4: Team Productivity and/or SMART Goals

Employee Comments

Supervisor Comments

Vision	Unsatisfactory	Satisfactory	Exceptional
Persuades others to follow the Company's vision.
Assigns the responsibility of implementing the vision to the team, ensuring they have clear guidance, adequate resources, and the necessary authority.
Develops an inspiring and ambitious vision of growth for the organization's future.
Strategic Focus	Unsatisfactory	Satisfactory	Exceptional
Creates plans to develop and promote organizational and area strengths, as well as to address weaknesses.
Determines the best strategy for achieving elevated levels of performance.
Creates deadlines for various components of the strategy.
Accountability	Unsatisfactory	Satisfactory	Exceptional
Requires employees to submit monthly reports of the work they performed.
Chooses integrity over convenience.
Consistently exhibits professionalism in interactions with employees.
Continual Improvement	Unsatisfactory	Satisfactory	Exceptional
Looks for ways to expand and learn new job skills.
Open to the suggestions from others.
Encourages an employee culture of continuous improvement to seek out better ways of doing things.
Administrative Skill	Unsatisfactory	Satisfactory	Exceptional
Implements and uses performance measures.
Able to develop, justify and present a budget.
High attention to detail.
Safety	Unsatisfactory	Satisfactory	Exceptional
Develops a sustainable safety culture.
Participates in safety training as applicable.
Participates in safety training when offered.
Developing Others	Unsatisfactory	Satisfactory	Exceptional
Creates a work environment that fosters positive feedback to employees.
Develops employees by offering and encouraging them to take on new or additional responsibilities.
Assigns tasks and responsibilities to develop skills of others.
Coaching	Unsatisfactory	Satisfactory	Exceptional
Addresses employee behavior problems effectively.
Helps employees to understand responsibilities, authority, and expectations.
Coaches employees in how to strengthen knowledge and skills to improve work performance.