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Vision - Performance Management Assessment Sample #6





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 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:
Vision, Strategic Insight, Feedback, Innovation, Commitment To Result, Clarity, Regulatory/Compliance, Client Focus, Empowering Others, Partnering/Networking, Teamwork

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.
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  1. Vision:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Crafts a compelling vision that motivates employees to align their efforts with the organization's goals. Develops a vision that is a catalyst for innovation and change. Creates a vision that adds value to the organization. Crafts a compelling roadmap for the department's future.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Insight:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Recognizes the needs of customers. Creates values statement to ensure all employees are working under the same guiding principles. Meets with customers to gain insight into their core needs and how best to serve them. Attends industry conferences to gain further insight into how other companies deal with similar issues.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accepts the views of others. Shares past experiences with others as learning opportunities. Considers other's opinion and suggestions. Seeks feedback to enhance performance.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Participates in cross-functional innovation teams. Finds creative ways to get things done with limited resources. Simplifies processes and reduce bureaucratic hurdles that might stifle creativity and innovation. Fine-tunes innovative strategies to maximize resource utilization and achieve desired outcomes.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Willing to do whatever it takes-not afraid to have to put in extra effort. Committed to the team. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Maintains persistence and dedication to achieving results.
Comments, Compliments, and/or Constructive Criticism:


  1. Clarity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Communicates with clarity and efficiency. Maintains clarity in goals and objectives. Avoids creating ambiguity or mixed messages. Clearly explains the vision and goals of the company.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Ensures the company is in compliance with industry specifications, standards, and applicable laws. Develops regulatory compliance strategies. Uses software tools to monitor compliance and track issues to help identify and respond to non-compliance. Reviews documentation and procedures manuals to ensure regulatory compliance.
Comments, Compliments, and/or Constructive Criticism:


  1. Client Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Adapts to changing client needs. Obtains feedback to ensure client needs are being met. Ensures commitments made to clients are completed to the client's satisfaction. Treats clients with courtesy and respect.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages employees to think outside the box. Helps employees advance their skills so that they can have more autonomy. Allows employees the opportunity to take time off when needed. Values the input from others.
Comments, Compliments, and/or Constructive Criticism:


  1. Partnering/Networking:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is aware of the location/availability of resources within the network. Develops partnerships with senior leaders in the company. Engages with partners that offer complementary services and competencies. Creates value within the Company by building networks.
Comments, Compliments, and/or Constructive Criticism:


  1. Teamwork:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Demonstrates an understanding of other team member's viewpoints. Comes across as a reliable, committed team member Encourages collaboration with other departments. Coaches team members to work toward a common goal.
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?