Vision - Performance Management Assessment Sample #11





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, Strategic Insight, Global Perspective, Adaptability, Cultural Awareness, Management, Delegation, Initiative, Regulatory/Compliance, Partnering/Networking

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?





Part 2: Job Competencies


Vision

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Guides employees to prioritize crucial components of the vision. Provides the vision needed to help the organization remain competitive and adaptable in a dynamic market. Channels team activities towards the vision's core aspects.

Strategic Insight

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Analyzes records and reports to obtain insight into potential issues and trends. Lets employees know how their roles contribute toward the achievement of strategic company objectives. Anticipates business cycles and trends and makes adjustments in a timely manner.

Global Perspective

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Communicates effectively on a multi-lingual basis. Facilitates open communication with individuals from other countries. Demonstrates a curiosity about diverse individuals and cultures.

Adaptability

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Adapts to new environments. Adjusts plans to meet new situations. Adjusts tactics and strategies.

Cultural Awareness

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Is responsive to individuals from other cultures. Is open and honest in communications with individuals from other cultures. Fosters a diverse workforce free from discrimination and harassment.

Part 3: Core Values

Management

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Keep staff informed about what is happening in the company Sets an example for others to follow Is ready to offer help

Delegation

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Sets clear and reasonable expectations for others and follows through on their progress. Defines the roles, responsibilities, required actions, and deadlines for team members. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee.

Initiative

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Capitalizes on opportunities as they become available. Takes decisive action to address problems, following up with relevant team members and coaching them on how to improve. Is proactive when preparing for potential problems or critical events.

Regulatory/Compliance

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Ensures regulations are followed as required. Uses compliance reports to evaluate the effectiveness of compliance initiatives identifying areas of risk. Performs regulatory risk management to manage the risks of compliance (or non-compliance).

Partnering/Networking

Unsatisfactory
Needs
Improvement
Satisfactory
Very
Good
Exceptional
Capitalizes on partnerships and networks to enhance the Company's bottom line. Engages in collaborative training sessions or workshops to build skills across organizations. Forms strong relationships with customers.

Part 4: 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?