The market is in constant evolution and it is essential that your company keep up with these changes to remain strong and competitive. The concept where the employee is a mere “pawn” in the business game no longer exists.
Finding qualified labor is increasingly difficult, and keeping your best talent motivated and productive is a major challenge for managers.
That is why the importance of a Performance Assessment System, to provide support to managers by obtaining concrete and 100% reliable data on the performance, productivity and evolution of each employee.
With the Performance Analysis on Competences or Goals, identify your Talents and establish the Reward System for the Best Results, in addition to the Individual Development Plan for Improvement and Improvement.
The Evaluation Software Allows:
More than 15 automatic and customizable reports
Optimize your analysis and obtain data with greater confidence and credibility
Complete Management of Goals and Competencies Integrated with PDI.
Customizable Nine BOX Report
Detailed Job Description.
Structuring the PDI for Goals and Competencies
With Consensus, Committee, Weights for Competences and Evaluators.
Real-time notifications of completed questionnaires.
The installation of the Performance Evaluation Pilot Plan is free of charge, click on the button below and join the team of large companies seeking performance and productivity.
Employee Performance Assessment Questionnaire
The Performance Appraisal process requires that the items being assessed are as clear as possible for both appraisers and appraisers.
A balanced Performance Evaluation considers results (deliverables, achievement goals) and behaviors (competencies generally linked to the organization's values.
For your performance evaluation questionnaire to be effective, it will be divided into at least two parts that may have different weights in the total evaluation:
Goals: linked to the appraisee's functions, feasible and challenging and that have been combined with the appraisee prior to the appraisal process. The goals, within your performance evaluation questionnaire will be determined/verified. The result must be informed to compose the total points of the performance evaluation, according to the established and disclosed criteria.
Competences : observable behaviors that directly impact the activities of the person being evaluated and are linked to the organization's values. Competencies must be described in detail so that the evaluators and evaluators have no doubts about the desired behavior. Competencies are assessed considering levels of readiness such as do not meet, under development, meet and exceed. The assessment of competences should be based on reporting facts that illustrate the behaviors.
Employee Performance Evaluation Questions
There are several questions to assess an employee's performance.
We will consider the Interpersonal Relationship competency:
Does the employee maintain a good relationship with teammates?
Does the employee maintain a good relationship with colleagues from other areas or units?
Does the employee treat everyone with respect and attention, regardless of their hierarchical position?
Does the employee avoid conflicts and look for alternatives to solve relationship problems?
Does the employee assume the role of conciliator when conflicts arise in the workplace?
Is the employee a reference in behavior for their peers and/or subordinates?
Is the employee recognized for his balanced and respectful behavior by colleagues from other areas or units?
Does the employee demonstrate maturity when dealing with agility of possible points of conflict or tension related to their behavior?
Does the employee assume the role of godfather to new colleagues, contributing to their integration into the work and the team?
Does the employee give assertive feedback, focused on facts and in a respectful tone, whenever requested?
Does the employee give feedback whenever he understands that his observations could contribute to a peer or even his manager?
Does the employee receive feedback in an adult and attentive manner, respecting the observations of peers and superiors?
Does the employee see feedback as an opportunity for development and never as a criticism of their person?
Does the employee assume different roles in teamwork, respecting different opinions?
Is the employee a member of the team and seeks to value everyone's participation, recognizing contributions and encouraging participation?
Now taking into account the punctuality item:
Is the employee usually late?
Does the employee have high absenteeism rates?
Does the employee usually leave early?
Taking into account the result:
What is the employee's income?
Does the employee have good results?
Does the developer master the tool?
Can the employee accept the error?
Taking into account the Objectives:
Did you reach optimal levels of performance and performance?
Exceeded original goal?
Have you made big strides on a specific issue?
Did you improve production by X% through a specific activity?
Did you stand out in developing programs / strategies that brought results?
Taking into account the Vision About the company:
Do you live the company's values with excellence?
Do you provide strong support for the company's mission and vision?
Can you turn visions into concrete action plans?
Demonstrate ability to transfer vision to execution?
Taking into account the Ability to Manage Processes:
Finished X projects with X results.
Set realistic deadlines to keep projects on schedule.
It is transparent with project progress.
Makes effective use of all available resources for a project.
Establish project goals and objectives clearly.
Taking into account Productivity:
Exceeds productivity standards.
Produces more than expected continuously.
It is an important contributor to the department's success.
It makes a substantial contribution to the continued growth of the company.
Continuously exceeds performance goals.
Taking into account the Potential:
Is capable of performing well in a higher-level position.
You have reached the level necessary to be considered for promotion.
Is capable of working on larger projects and activities.
It is making a great effort to acquire more experience and skills to increase the potential for growth.
It is increasing the potential for growth through further education and training.
Note that we have 3 examples, and understand how the technical part, that is, the part that refers to his function, manages to open the door. However, the behavioral part, manages to close the bid.
In 7 questions we were able to measure someone's performance, as there is a parameter to measure, but the behavioral part required 15 questions and even so, we were not able to measure it.
A lot of this, because the behavioral part is connected to the feeling, and this is denser than the technical part.
Importance of Performance Assessment
The choice between evaluating the performance of their people or not is not a choice for companies. Every company that seeks to grow and develop with quality must carry out the Performance Assessment in a structured and systematic manner.
The importance of Performance Assessment refers mainly to the fact that it can diagnose, through specific tools, the performance of employees in a certain period of time, and these tools are closely related to all other human resources functions.
Performance Assessment is a valuable resource for both companies and employees, as the process brings the opportunity to receive feedback on the performance in the position/function, bringing the possibility of improving the potential of each worker and, therefore, generating better results , both in terms of profits and image.
With the Performance Evaluation, the employee has the opportunity to know how his superior sees and analyzes his work.