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.

  1. Vision:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Inspires individuals to achieve success by clearly communicating the organization's vision and motivating them to align their personal goals with this vision. Determined to bring the strategic vision to fruition. Creates an ambitious and aspirational vision for the company. Provides the vision needed to help the organization remain competitive and adaptable in a dynamic market.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Insight:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Recognizes the needs of customers. Identifies potential problems before they become critical incidents. Understands how to strategically grow the business and increase customers. Inspires employees to adopt the strategic plan.
Comments, Compliments, and/or Constructive Criticism:


  1. Feedback:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Open to the suggestions of others. Looks to others for input. Seeks feedback to enhance performance. Actively seeks feedback from others.
Comments, Compliments, and/or Constructive Criticism:


  1. Innovation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Offers constructive improvements to existing systems. Creates improved methods or solutions for meeting goals and objectives. Analyzes current procedures and identifies opportunities for improvement. Solves problems with insight and understanding.
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. Committed to the team. Creates a sense of urgency among the store team members to complete activities, which drive sales. Maintains persistence and dedication to achieving results.
Comments, Compliments, and/or Constructive Criticism:


  1. Clarity:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure goals and objectives are clearly and thoroughly explained and understood. Avoids creating ambiguity or mixed messages. Attends to the important details of a job or task. Seeks to reduce ambiguity in messaging and documents.
Comments, Compliments, and/or Constructive Criticism:


  1. Regulatory/Compliance:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Establishes a governance body to monitor and guide the organization's activities. Develops regulatory compliance strategies. Reviews the compliance program and recommends changes based on new industry trends. Performs annual/monthly compliance audits.
Comments, Compliments, and/or Constructive Criticism:


  1. Client Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is aware of what the client wants to receive. Tailors solutions to meet the specific needs of each client. Exceeds expectations of the clients. Acts with integrity in all client interactions.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Delegates authority to employees and allows them to make their own decisions. Values the input from others. Gives new tasks to employees. Considers ideas from employees that may challenge traditional ways of doing the job.
Comments, Compliments, and/or Constructive Criticism:


  1. Partnering/Networking:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sustains existing partnerships guided by contracts and agreements. Regularly attends conferences and seminars to meet with others in the industry. Establishes clear expectations at the start of a new partnership. Seeks opportunities to collaborate across organizational boundaries.
Comments, Compliments, and/or Constructive Criticism:


  1. Teamwork:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages other team members to adopt new procedures. Is open to new ideas that may change own goals for benefit of the team Listens to other team members without interrupting them. Gives constructive advice to other team members.
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?