2009/2010 ALM SELF EVALUATION FORM - NON-EDITORIAL
Below is the Self Evaluation Form for employees to complete. Please note these forms must be
completed electronically because they have Excel formulas built into the format. Also, employees
will only be able to enter information in the fields shaded blue. All other fields are locked.
FINAL PERFORMANCE REVIEW
#DIV/0!
RATING
Employee's Name
July 1, 2009 - June 30, 2010
Current Evaluation Period
RATING SCALE 5 - Far
Exceeds Expectations; 4-Exceeds Expectations; 3-Meets Expectations; 2-Below Expectations; 1-Far Below Expectations
EMPLOYEE'S SUMMARY/COMMENTS
Instructions - In the section below please summarize your performance over the past year. Include relevant
comments and/or examples as necessary.
EVALUATION OF LAST YEAR'S GOALS
Instructions - In this section employees should evaluate how well they achieved their Business and
Developmental Goals for the past performance year. In the "Goal" field enter the Goal that you were assigned
and in the "Results " field describe the outcome. Be sure to enter a numerical rating for overall Goal
performance at the end of the section. (Employees in sales roles may substitute Sales Goals in place of
Business Goals.)
Business Goals - 2009/2010
▼First Goal▼
►GOAL►
►RESULTS►
▼Second Goal▼
►GOAL►
►RESULTS►
▼Third Goal▼
►GOAL►
►RESULTS►
▼Fourth Goal▼
►GOAL►
►RESULTS►
Developmental Goals - 2009/2010
▼First Goal▼
►GOAL►
►RESULTS►
▼Second Goal▼
►GOAL►
►RESULTS►
▼Third Goal▼
►GOAL►
►RESULTS►
▼Fourth Goal▼
►GOAL►
►RESULTS►
Enter a Rating for the Goal Section
EVALUATION OF COMPETENCIES
INSTRUCTIONS
For each competency below, rate your performance on a scale from 1 - 5. Use the Examples section to provide supporting
commentary.
Demonstrates Commitment
When rating yourself in this competency, consider the following behavioral examples:
Demonstrates a “can do” approach; Is flexible to the needs of the supervisor and/or department. Chooses to be solution-
oriented rather than problem-focused. Holds themselves fully responsible and accountable for the success of their
job/function.
Demonstrates Commitment Rating
►EXAMPLES►
Communicates Effectively
When rating yourself in this competency, consider the following behavioral examples: Is
clear when explaining (verbally or in writing) ideas and concepts to others. Adapts communication style, content and
medium to suit the audience. Shares relevant information with others in a timely manner. Communicates openly and
honestly- while remaining professional and respectful. Listens actively; is open to and considers others points of view.
Understands and follows instructions; asks appropriate/clarifying questions.
Communicates Effectively Rating
►EXAMPLES►
Takes Initiative & Achieves Results
When rating yourself in this competency, consider the following behavioral examples: Prepares in
advance to maximize resources and time. Sets clear objectives, goals, timelines and measures of success. Anticipates
obstacles and develops contingency plans. Effectively manages multiple tasks. Includes appropriate people in the decision-
making process. Considers relevant risks when making decisions (e.g., financial implications, liability, security, ROI).
Consistently meets goals and deadlines.
Takes Initiative & Achieves Results Rating
►EXAMPLES►
Provides First Class Service to Readers/Customers/Clients
When rating yourself in this competency, consider the following behavioral examples: Solicits
input from readers/customers/clients to learn their needs and specific requirements. Considers reader/customer/client
viewpoint & needs when taking actions or making decisions. Consistently manages reader/customer/client expectations.
Personally ensures the delivery of high quality, highly responsive service and consistently strives to exceed customer
expectations. Responds to requests and inquiries quickly and effectively. Remains professional and courteous at all times;
consistently "Demonstrates Professionalism."
Reader/Customer/Client Service Rating
►EXAMPLES►
Acquires & Demonstrates Functional Expertise
When rating yourself in this competency/value, consider the following behavioral examples: Acquires
knowledge about department’s function and Company’s products and services. Strengthens current skills and learns new
skills as necessary to meet needs of the department. Seeks appropriate professional development to support long term
growth. Is aware of the systems, processes, infrastructure and contacts necessary to get their job done efficiently and
effectively. Is aware of the important people, developments and technologies in their field of expertise. Their level or
skills in their field generates respect within and outside of the organization. Works independently to produce quality work.
Acquires & Demonstrates Job Expertise Rating
►EXAMPLES►
Manages Staff Effectively (Applies to Managers Only)
When rating yourself in this competency, consider the following behavioral examples: Creates
an inclusive environment in which all employees are treated fairly and given an equal opportunity to succeed regardless of
race/nationality, gender or other individual differences. Ensures employees have a clear understanding of what is expected
of them. Helps educate employees about the department's function and the Company’s products and services. Assesses
employee readiness when delegating work and tailors management style accordingly. Holds regular meetings with
staff/department to communicate information and discuss progress against departmental goals, etc. Provides real-time
positive and constructive feedback to staff. Makes themselves available to staff members as needed to answer questions or
provide guidance. Identifies staff developmental needs and helps employees close performance/skill gaps.
Manages Staff Effectively Rating
►EXAMPLES►
Rating for Competency Section #DIV/0!
FINAL PERFORMANCE REVIEW
#DIV/0!
RATING
EVALUATION OF VALUES
In the section below indicate whether or not you demonstrated ALM's Core Values. Please provide
your response using the drop down box on line "84."
Invests the extra time and effort to do what’s best – not what’s easiest – for the Company and our customers. Proactively
seeks out information from employees and customers about the quality of products and services and addresses the
Quality
improvement opportunities that are identified. Refuses to be satisfied with the status quo – expects the best from self and
team.
Refuses to compromise ALM's ethical standards regardless of the financial opportunities. Uses ALM’s standards for ethical
behavior to help guide management and business decisions as well as personal decisions, e.g., “Should I accept this gift
Integrity from a vendor/customer”, “Should I include this charge on my expense statement?” Demonstrates consistency between
words and actions. Encourages employees to stand up for what they believe in. Follows through on commitments to
employees and customers.
Shares critical expertise and knowledge to support the team. Uses networks inside and outside the business to help achieve
goals. Proactively supports colleagues and collaborates with them to help achieve targets. Fulfills responsibility to the
Teamwork team by doing an equal share of the work. Balances personal interests and goals with those of team, department and
Company. Encourages and supports others in reaching their goals. Is sensitive to the needs of others and generously helps
out when needed.
Generates creative, imaginative new ideas, methods and solutions. Displays original thinking and meets challenges with
Innovation resourcefulness. Uses different novel approaches to resolve issues and develop opportunities. Suggests new or cutting-
edge ideas and processes.
Earns the respect and confidence of coworkers and customers through consistent honesty, forthrightness and
professionalism in all interactions. Behaves in a fair and ethical manner toward others. Creates a culture that fosters high
Trust standards of ethics; and demonstrates a sense of corporate responsibility. Is honest and straightforward with others. Can
present the unvarnished truth in an appropriate and helpful manner. Maintains confidentiality and high personal ethical
standards. Admits mistakes and doesn't misrepresent him/herself for personal gain.
Please use the drop down box to indicate whether the
employee regularly demonstrates appropriate Core Value
behavior.
Please use the text box below to provide any supporting comments related to the employee’s
demonstration of Core Values.
DERAILING BEHAVIORS
ALM considers the Derailing Behaviors listed below detrimental to an employee's career regardless of how well the
employee performs in other areas. Using the drop down arrows in the right hand column indicate whether or not the
employee needs to improve in any of the behaviors. If you answer yes to any of the behaviors be sure to include strategies
for improvement when you prepare the employee's 2010/2011 Developmental Goals.
Derailing Behavior Is this an area in which the employee needs to improve? (Use
the drop down arrow to respond.)
Resisting Change
Being Exclusive vs. Inclusive
Treating Peers or Staff with Disrespect
Over Promising and Underdelivering
Inability to Manage Up
Failing to Develop Talent
WEB TOPICS FOR DISCUSSION - FOR SALES AND MARKETING
EMPLOYEES
Attention Sales and Marketing Employees: Please note this section of the review will not have a numerical rating this
year nor will it impact an employee's overall performance review rating. Please use the drop down fields below to incidate
whether or not the employee regularly demonstrates the behaviors listed. If the question does not apply to this employee
select the answer "NA."
Web Topic Does employee regularly demonstrate this behavior?
Utilizes advertising sales reports to actively manage web
inventory and pricing
Uses social media tools to achieve marketing objectives
Uses social media tools to build relationships with new
and existing accounts
Is knowledgeable about the relevant web metrics for each
website for which they are responsible
Uses social media tools to market ALM products and
services
2010/2011 Goal Planning
In the sections below please describe the Business and Developmental Goals that you believe you will
be responsible for in the coming performance year. Please provide a minimum of 3 Business Goals
and 3 Developmental goals. Be sure to use goals that are SMART (Specific, Measurable, Actionable,
Results oriented and Time Specific). Employees in sales roles may substitute Sales Goals in place of
Business Goals.
Business Goals 2010/2011
What should the employee accomplish? By When?
Developmental Goals 2010/2011
Due Date/ What Skill/Competency Should Employee What Actions Should the Employee Take to
Completion Develop? Develop this Skill/Competency?
Date
FEEDBACK FOR MANAGER
In this section employees should provide feedback to their managers about the effectiveness of their
management style and what they can do to become more effective leaders (e.g., more feedback, more
face to face meetings, involvement in different projects, etc.)
Review Completed By: 0