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Performance ManagementPerformance Management System (PMS) Examples
Definition: Manages the performance of subordinates. Plans and sets goals and performance expectations for work outcomes; determines measures of performance and communicates those expectations to the employee. Measures and monitors performance and conducts regular performance reviews using standardized performance measures. Recognizes and rewards performance that exceeds expectations and implements remedial actions if necessary.
Examples of Performance Management questionnaires that measure the competency "Managing Performance" will include items that measure the ability to:
- align individual and team goals
- ensure employees understand the goals
- set long and short term goals
- align individuals with performance expectations
- establish key performance indicators
- determine operational standards
- link objectives with measures of results
- use established criteria for measuring performance
- hold employees accountable
- stress the importance of meeting goals
- review performance regularly
- perform thorough and timely performance reviews
- encourage training to improve performance
- address poor performance issues immediately
- uses timely and appropriate disciplinary/corrective action
- recognize and value good performance
Managing Performance Example Assessment 1 (5-point scale; IDP Comments)
Managing Performance Example Assessment 2 (3-point scale with Comments)
Managing Performance Example Assessment 3 (Manager Assessment; 360-Feedback)
Managing Performance Example Assessment 4 (3-point scale; Rating Limits)
Managing Performance Example Assessment 5 (3-point scale; Rating Limits)
Managing Performance Example Assessment 6 (5-point scale with Comments)
Managing Performance Example Assessment 7 (Comment Boxes Only; IDP)
Managing Performance Example Assessment 8 (Comment Boxes Only)
Managing Performance Example Assessment 9 (3-point scale with Letter Grade)
Managing Performance Example Assessment 10 (360-Feedback; Bonus/Merit Pay)
Managing Performance Example Assessment 11 (Core Values & Job Competencies)
Managing Performance Example Assessment 12 (4-point scale; 6 Comment Boxes)
Results Orientation Examples
Definition: Results Orientation is an attitude of focusing on achieving results. Facilitated by a combination of job skills and personal attributes, individuals must set and prioritize goals, plan actions while remaining flexible to change as the situation changes. Stays focused on the task, avoid distractions and overcoming obstacles. These individuals are highly motivated and prefer to take action.
Examples of Performance Management questionnaires that measure the competency "Results Orientation" will include items that measure the ability to:
- set goals for completion
- set goals for the department
- prioritize goals as needed
- direct activities of the team
- translate plans into action
- focus on achieving important goals
- to be flexible in adjusting priorities
- remove bureaucratic barriers
- keep track of progress of toward results
- achieve short and long term goals
- produce a high volume of work
- inspire and motivate employees
Results Oriented Example Assessment 1 (5-point scale; IDP Comments)
Results Oriented Example Assessment 2 (3-point scale with Comments)
Results Oriented Example Assessment 3 (Manager Assessment; 360-Feedback)
Results Oriented Example Assessment 4 (3-point scale; Rating Limits)
Results Oriented Example Assessment 5 (3-point scale; Rating Limits)
Results Oriented Example Assessment 6 (5-point scale with Comments)
Results Oriented Example Assessment 7 (Comment Boxes Only; IDP)
Results Oriented Example Assessment 8 (Comment Boxes Only)
Results Oriented Example Assessment 9 (3-point scale with Letter Grade)
Results Oriented Example Assessment 10 (360-Feedback; Bonus/Merit Pay)
Results Oriented Example Assessment 11 (Core Values & Job Competencies)
Results Oriented Example Assessment 12 (4-point scale; 6 Comment Boxes)
Action Examples
Definition: An action oriented individual is someone who quickly and decisively executes assignments/tasks without delay by being proactive, ambitious, tenacious, resourceful and focused on achieving results. This individual prefers action rather than passivity, preempts potential issues, takes the initiative and goes above and beyond what is expected of them.
Examples of Performance Management questionnaires that measure the competency "Action" will include items that measure the ability to:
- to be proactive in solving issues
- anticipate needs of the department
- to be driven to complete tasks
- initiate action to get things done
- take the initiative
- complete tasks despite obstacles encountered
- pursue goals to completion
- fix problems when they occur
- take action when necessary
- motivate others to exceed goals
- ensure tasks are completed
- act immediately to solve issues
Action Example Assessment 1 (5-point scale; IDP Comments)
Action Example Assessment 2 (3-point scale with Comments)
Action Example Assessment 3 (Manager Assessment; 360-Feedback)
Action Example Assessment 4 (3-point scale; Rating Limits)
Action Example Assessment 5 (3-point scale; Rating Limits)
Action Example Assessment 6 (5-point scale with Comments)
Action Example Assessment 7 (Comment Boxes Only; IDP)
Action Example Assessment 8 (Comment Boxes Only)
Action Example Assessment 9 (3-point scale with Letter Grade)
Action Example Assessment 10 (360-Feedback; Bonus/Merit Pay)
Action Example Assessment 11 (Core Values & Job Competencies)
Action Example Assessment 12 (4-point scale; 6 Comment Boxes)
Supervisor Skills Examples
Definition: Supervisors can create and sustain an engaging work environment; inspire and foster creativity, trust, and a positive workplace climate; make decisions and allocate resources; enforce discipline and conduct performance reviews. This is done by delegating tasks, resolving personnel issues, coordinating schedules and timelines, establishing good rapport with employees.
Examples of Performance Management questionnaires that measure the competency "Supervisory Skills" will include items that measure the ability to:
- assign work according to skills of the employee
- motivate employees to achieve success
- coaches employees
- provides direction as needed
- seek to enhance the performance of employees
- seek input from employees
- inform employees of tasks that need completion
- decide the best approach to solving issues/problems
- encourage good working relationships
- maintain professional interactions
- value the opinions of subordinates
- make sure employees are working toward company goals
- provide clear expectations of performance
- administer discipline with fairness
Supervisor Skills Example Assessment 1 (5-point scale; IDP Comments)
Supervisor Skills Example Assessment 2 (3-point scale with Comments)
Supervisor Skills Example Assessment 3 (Manager Assessment; 360-Feedback)
Supervisor Skills Example Assessment 4 (3-point scale; Rating Limits)
Supervisor Skills Example Assessment 5 (3-point scale; Rating Limits)
Supervisor Skills Example Assessment 6 (5-point scale with Comments)
Supervisor Skills Example Assessment 7 (Comment Boxes Only; IDP)
Supervisor Skills Example Assessment 8 (Comment Boxes Only)
Supervisor Skills Example Assessment 9 (3-point scale with Letter Grade)
Supervisor Skills Example Assessment 10 (360-Feedback; Bonus/Merit Pay)
Supervisor Skills Example Assessment 11 (Core Values & Job Competencies)
Supervisor Skills Example Assessment 12 (4-point scale; 6 Comment Boxes)
Empowering Others Examples
Definition: Empowering individuals means granting them the freedom to make decisions and take ownership of their work. Allowing for flexibility in work hours or remote work arrangements empowers employees to manage their time effectively. Empowerment includes providing growth opportunities and encouraging employees to share their ideas, perspectives, and solutions.
Examples of Performance Management questionnaires that measure the competency "Empowering Others" will include items that measure the ability to:
- to give autonomy to employees
- acknowledge and value the work of others
- delegate work to employees
- encourage employees to take the initiative
- remove obstacles to success
- support the decisions of others
- listen to the ideas from others
- trust others to make the right decisions
- set clear goals for assignments
- give opportunities to employees
Empowering Others Example Assessment 1 (5-point scale; IDP Comments)
Empowering Others Example Assessment 2 (3-point scale with Comments)
Empowering Others Example Assessment 3 (Manager Assessment; 360-Feedback)
Empowering Others Example Assessment 4 (3-point scale; Rating Limits)
Empowering Others Example Assessment 5 (3-point scale; Rating Limits)
Empowering Others Example Assessment 6 (5-point scale with Comments)
Empowering Others Example Assessment 7 (Comment Boxes Only; IDP)
Empowering Others Example Assessment 8 (Comment Boxes Only)
Empowering Others Example Assessment 9 (3-point scale with Letter Grade)
Empowering Others Example Assessment 10 (360-Feedback; Bonus/Merit Pay)
Empowering Others Example Assessment 11 (Core Values & Job Competencies)
Empowering Others Example Assessment 12 (4-point scale; 6 Comment Boxes)
Business Acumen Examples
Definition: Business Acumen means understanding the business enterprise; gathering business information; thinking strategically; working efficiently; forward thinking; leadership and influence; understanding the mission and vision; sharing information; being impactful; working toward and supporting the customer; having financial literacy; managing risk; analytical; managing change; awareness of the market; and having regulatory knowledge.
Examples of Performance Management questionnaires that measure the competency "Business Acumen" will include items that measure the ability to:
- to demonstrate an understanding of the business and operations
- to gather business information
- to keep up to date with business trends
- to develop strategic plans
- to think strategically
- to establish key performance indicators
- to develop forward looking business plans
- to establish talent development programs
- to share information and recommendations
- to be impactful
- to understand financial terminology/statements/reports
- to effectively manage risks
Business Acumen Example Assessment 1 (5-point scale; IDP Comments)
Business Acumen Example Assessment 2 (3-point scale with Comments)
Business Acumen Example Assessment 3 (Manager Assessment; 360-Feedback)
Business Acumen Example Assessment 4 (3-point scale; Rating Limits)
Business Acumen Example Assessment 5 (3-point scale; Rating Limits)
Business Acumen Example Assessment 6 (5-point scale with Comments)
Business Acumen Example Assessment 7 (Comment Boxes Only; IDP)
Business Acumen Example Assessment 8 (Comment Boxes Only)
Business Acumen Example Assessment 9 (3-point scale with Letter Grade)
Business Acumen Example Assessment 10 (360-Feedback; Bonus/Merit Pay)
Business Acumen Example Assessment 11 (Core Values & Job Competencies)
Business Acumen Example Assessment 12 (4-point scale; 6 Comment Boxes)
Interpersonal Skills Examples
Definition: Interpersonal Skills are the wide range of abilities that facilitate interactions with others through communication, empathy, honesty. These skills help you to build, develop and maintain strong/effective relationships with others and to relate to people of diverse backgrounds. To engage and inspire others. Individuals with high interpersonal skills treat others with courtesy, sensitivity, and respect.
Examples of Performance Management questionnaires that measure the competency "Interpersonal Skills" will include items that measure the ability to:
- to be an effective communicator
- to consider other viewpoints
- to use tact, compassion and sensitivity
- to be honest and trustworthy
- to build strong rapport with coworkers
- to train and coach employees
- adapts management style as needed
- persuades and obtains cooperation from others
- to recognize and appreciate the efforts of others
- to mediate and resolve disputes
- to give and receive feedback
Interpersonal Skills Example Assessment 1 (5-point scale; IDP Comments)
Interpersonal Skills Example Assessment 2 (3-point scale with Comments)
Interpersonal Skills Example Assessment 3 (Manager Assessment; 360-Feedback)
Interpersonal Skills Example Assessment 4 (3-point scale; Rating Limits)
Interpersonal Skills Example Assessment 5 (3-point scale; Rating Limits)
Interpersonal Skills Example Assessment 6 (5-point scale with Comments)
Interpersonal Skills Example Assessment 7 (Comment Boxes Only; IDP)
Interpersonal Skills Example Assessment 8 (Comment Boxes Only)
Interpersonal Skills Example Assessment 9 (3-point scale with Letter Grade)
Interpersonal Skills Example Assessment 10 (360-Feedback; Bonus/Merit Pay)
Interpersonal Skills Example Assessment 11 (Core Values & Job Competencies)
Interpersonal Skills Example Assessment 12 (4-point scale; 6 Comment Boxes)
Innovation Examples
Definition: Innovation is the process of creating or developing new methods, products, or solutions. It involves seeking and finding creative ways to change and improve to solve problems. It requires a willingness to be flexible and to challenge current processes through a critical analysis. Innovation needs to be supported and promoted since it may be disruptive. It can sometimes help to offer rewards/recognition for innovative ideas. It may be necessary to provide guidance, empower or incentivize employees as well as to coordinate and focus resources, training, and the efforts of cross-functional teams.
Examples of Performance Management questionnaires that measure the competency "Innovation" will include items that measure the ability to:
- to create and develop solutions/products/processes
- to find and seek solutions/products/processes
- to solve problems using unique/fresh approaches
- to challenge current processes and procedures
- to analyze issues and environments
- to be flexible in implementing innovations
- to leverage disruptive innovations to gain
- to support and champion innovations
- to be supportive and to promote innovations
- to empower and incentivize employees to be innovative
- to coordinate and focus resources
Innovation Example Assessment 1 (5-point scale; IDP Comments)
Innovation Example Assessment 2 (3-point scale with Comments)
Innovation Example Assessment 3 (Manager Assessment; 360-Feedback)
Innovation Example Assessment 4 (3-point scale; Rating Limits)
Innovation Example Assessment 5 (3-point scale; Rating Limits)
Innovation Example Assessment 6 (5-point scale with Comments)
Innovation Example Assessment 7 (Comment Boxes Only; IDP)
Innovation Example Assessment 8 (Comment Boxes Only)
Innovation Example Assessment 9 (3-point scale with Letter Grade)
Innovation Example Assessment 10 (360-Feedback; Bonus/Merit Pay)
Innovation Example Assessment 11 (Core Values & Job Competencies)
Innovation Example Assessment 12 (4-point scale; 6 Comment Boxes)
Strategic Focus Examples
Definition: Strategic Focus is the ability to analyze the business environment, think strategically and identify issues. To create a strategy, implement it, and lead the department/organization in adopting the changes necessary.
Examples of Performance Management questionnaires that measure the competency "Strategic Focus" will include items that measure the ability to:
- to analyze issues and problems strategically
- to understand and consider strategic positions
- to use strategic thinking
- to be aware of issues and problems
- to scan and monitor the environment
- to create a vision for the department
- to pursue alliances
- to create plans and strategies
- to implement plans and strategies
- to allocate resources effectively
- to align cross-functional teams
- to make strategic decisions
- to perform a SWOT analysis
Strategic Focus Example Assessment 1 (5-point scale; IDP Comments)
Strategic Focus Example Assessment 2 (3-point scale with Comments)
Strategic Focus Example Assessment 3 (Manager Assessment; 360-Feedback)
Strategic Focus Example Assessment 4 (3-point scale; Rating Limits)
Strategic Focus Example Assessment 5 (3-point scale; Rating Limits)
Strategic Focus Example Assessment 6 (5-point scale with Comments)
Strategic Focus Example Assessment 7 (Comment Boxes Only; IDP)
Strategic Focus Example Assessment 8 (Comment Boxes Only)
Strategic Focus Example Assessment 9 (3-point scale with Letter Grade)
Strategic Focus Example Assessment 10 (360-Feedback; Bonus/Merit Pay)
Strategic Focus Example Assessment 11 (Core Values & Job Competencies)
Strategic Focus Example Assessment 12 (4-point scale; 6 Comment Boxes)