hr-survey.com

Performance Management Survey Demo 4

This example questionnaire shows how comments can be an integral part of the survey. In this example, a comment box is provided for each rating made by the participant. These written comments provide valuable feedback in more detail than just a single rating.

ABC Global Performance Review


This performance appraisal form shows how an "Overall Rating" (shown below on the right) can be automatically calculated by the software.
When the form loads, the Overall Rating is blank. This is because the supervisor hasn't yet rated the employee's job performance.
The Overall Rating field is automatically updated as the form is completed by the supervisor. You can see the changes in "real-time".

Rater:
You are providing feedback to:


Instructions


The main purpose of the performance appraisal program is to provide an equitable method to:
  1. Help in fairly assessing an employee's job performance and communicate this information to the employee.
  2. Help in identifying the development needs of the employee and appropriate actions that can be used to improve job performance.
  3. Serve as a guide to fairness and equity in salary administration. (This review is not the only factor in salary decisions.)
OUTSTANDING Consistently exceeds performance standards
EXCEEDS JOB REQUIREMENTS Performance standards are met, some exceeded
MEETS JOB REQUIREMENTS Meets the performance standards competently
REQUIRES DEVELOPMENT Does not quite meet performance standards
UNACCEPTABLE Does not meet performance standards
N/A Not applicable

Areas of Responsibility

Review the current job description/profile with the employee. If there are changes to the functional area role and/or responsibilities, please speak with your HR Manager.

Performance Characteristics


To what extent does exhibit the following ...

  1. Job and Company Knowledge - Understands the concepts, techniques, requirements of their job? Understands the organization: Goals? , projects?, customers?
    Comments:

  2. Quality of Work - Meets the standards of the job? Work is accurate, thorough, useful? Are improving the standards for quality, cost effectiveness and scheduling in their department? Delivers results to high standards?
    Comments:

  3. Quantity of Work - Meeting the pre-set standards for the position? Consistently meets or beats deadlines? Sustains the energy level as required by the job?
    Comments:

  4. Energy Level - Handles crisis well? Delivers results quickly?
    Comments:


  5. Working Relationship with Supervisor - Works with, rather than around their supervisor? Keeps their supervisor informed?
    Comments:
  6. Working Relationship with Co-Workers - Is liked and respected by others.
    Comments:
  7. Working Relationship with Subordinates - Is a role model for their subordinates.
    Comments:
  8. Communications Ability - Deals easily and effectively with all groups of colleagues and clients.
    Comments:
  9. Planning and Organization - Plans and implements successful action to remedy problems or tackle challenges. Thinks ahead carefully.
    Comments:
  10. Leadership - Confidence coupled with enthusiasm for personal accountability. Leads others to follow.
    Comments:
  11. Initiative / Creative Thinking / Deductive Reasoning - Uses logic and creativity/innovation together to problem solve and produce results, keeping imagination well within practical limits. Respects existing conventions and displays a flexible approach. Quick to resist irrelevant data.
    Comments:
  12. Technical Application - Objectively evaluates technologies and recommends opportunities for applications
    Comments:
  13. Teamwork - Active member of work team, and sustains this effectively under most conditions.
    Comments:
  14. Motivation - Is highly motivated by activities at work. Initiates interaction and is capable of suggesting ideas to others.
    Comments:
  15. Responsible - Takes commitments seriously and can be relied upon by others.
    Comments:
  16. Business Ethics - Conducts all business in a professional and ethical manner with honesty and integrity; adheres to Corporate Ethics and Security Policies
    Comments:
  17. Quality Management - Sustain an environment that continuously improves current business practices and creates quality products and services.
    Comments:
  18. Customer Focused - Consults with internal and external customers to assess needs and establish goals that benefit all parties. Partners in planning and prioritizing to achieve customer satisfaction. Very committed to winning business through a service based approach and can sustain this subsequently.
    Comments:
  19. Safety Management - Ensures that all Health and Safety expectations and legal requirements are met to maintain a safe working environment.
    Comments:


Employee Final Comments


Supervisors should provide additional comments and goals for the next evaluation period below.

Individual Development Plan

Short-term Goals

Employee (IDP) Short-Term Goals:


Is the employee making satisfactory progress toward completing these goals?

Long-term Goals

Employee (IDP) Long-Term Goals:


Is the employee making satisfactory progress toward completing these goals?

Skill Acquisition

Employee (IDP) Skill Acquisition:


Is the employee making satisfactory progress toward completing these goals?