This document provides guidance on an employee performance assessment process for the company MESA Medical, outlining how assessments are conducted using an electronic system to review competencies, set goals, and identify training opportunities to improve employee performance and career development over the coming year. The assessment involves establishing measurable objectives, evaluating progress, and obtaining signatures from the employee and supervisor to finalize the review and set an agreed upon development plan.

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2. Your image reflects our value.
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ISO 13485
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Align your work activities with overall organisational objectives.
Increase communication between you and your supervisor(s).
Identify training opportunities to increase your core competancies.
Establish measurable objectives to provide a roadmap of annual expectations for career progression.
Your performance assessment is the opportunity to review your work, identify opportunities for improvement,
and to set objectives for your career advancement.

3. Your image reflects our value.
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A way to determine which workers are ‘good’ or ‘bad’ employees.
An opportunity for your supervisor to lecture you about what you have done wrong and can improve.
Something our company does to fill in a check box on our management system.
An activity for you or your supervisor to blow off or not take seriously.
If, for any reason, you feel as if your performance assessment process is not being handled as intended, feel
free to directly contact your HR representative.

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MESA maintains your performance
assessment information in a secure
electronic database accessible to
your supervisor on an annual basis.
The electronic tools your supervisor
uses to review your core
competencies and to establish your
goals will result in a signed and
printed document for your
reference throughout the year.
You will have the opportunity to
add your own comments to any
assessment given you.
Your own signature will be required
on the printed performance
assessment before it is considered
valid.
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5. Your image reflects our value.
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Weight: Each goal will have a different weighting
relative to the other goals (to be determined between
you and your supervisor for a total of 100% weight
between all goals).
Parameter: Based on the quantifiable parameters
previously established for the goal, you and your
supervisor will be able to determine the rough
percentage of completion of the goal you established.
Percentage Finished: Each goal will fall anywhere
between 0% and 100% complete.
By evaluating each weighted goal in accordance with the parameters previously established, you and your
supervisor can open a dialogue to better understand what tools, training or other courses of action might help
achieve higher completion rates for all goals in the future. If you have successfully completed all goals, then
the discussion should lead to establishing more challenging objectives and responsibilities that better engage
your high performance.

6. List of Core Competencies
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Communication: Communicates well both verbally and in writing, creates accurate and punctual reports, delivers presentations,
shares information and ideas with others, has good listening skills.
Customer Focus: Builds customer confidence, is committed to increasing customer satisfaction, sets achievable customer
expectations, assumes responsibility for solving customer problems, ensures commitments to customers are met, solicits opinions and
ideas from customers, responds to internal customers.
Decision Making: Recognizes problems and responds, systematically gathers information, sorts through complex issues, seeks input
from others, addresses root cause of issues, makes timely decisions, can make difficult decisions, uses consensus when possible,
communicates decision to others.
Dependability/Adaptability/Flexibility: Meets commitments, works independently, accepts accountability, handles change, sets
personal standards, stays focused under pressure, meets attendance/punctuality requirements. Adapts to change, is open to new ideas,
takes on new responsibilities, handles pressure, adjusts plans to meet changing needs.
Job Knowledge/Technical Skills: Understands duties and responibilities, has necessary job knowledge, has necessary technical
skills, understands company mission/values, keeps job knowledge current, is in command of critical issues. Understands speciality
equipment, keeps knowledge up-to-date, is a technical resource for others, follows technology pratices and standards.
Proactivity/Problem Solving: Breaks down problems into smaller components, understands underlying issues, can simplify and
process complex issues, understands the difference between critical details and unimportant facts.
Productivity: Manages a fair workload, volunteers for additional work, prioritizes tasks, develops good work procedures, manages
time well, handles information flow.
Quality: Is attentive to detail and accuracy, is committed to excellence, looks for improvements continuosly, monitors quality levels,
finds root cause of quality problems, owns/acts on quality problems.
Teamwork: Meets all team deadlines and responsibilities, listens to others and values opinions, helps team leader to meet goals,
welcomes newcomers and promotes a team atmosphere.
Nine primary qualities define the model MESA employee. Most individuals will have strengths and/or
weaknesses in different areas, which will help determine training and goal-setting opportunities.

7. Evaluation Scale
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4 Exceeds Expectations
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– This rating is reserved for an individual whose performance consistently exceeds the job
expectations. The individual is considered an exceptional contributor to the company. Performance level is constantly maintaained and
the work performance indicates initiative, creativity, standards of excellence and has added specific values above standard expectations.
3 Consistently Meets Job Expectations – Performance at this level fully meets job expectations. Performance is characterized by
meeting expectations for productivity and quality. Extra effort has been shown on several instances.
2 Meets Minumum Expectations with Some Development Needed – Performance at this level generally meets minimum
job expectations on a fairly consistent basis, further development is needed in one or more areas.
1 Needs Improvement – Performance at this level is below the minimum job expectations and immediate improvement is required.
May be subject to disciplinary action or a standardized program for improvement.
Your discussion with your supervisor will result in an evaluation of each of your core competencies in
accordance with the scale above. From this basis, you will move on to the goal-setting phase of the assessment.

8. Your image reflects our value.
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Database Suggestions: The electronic system
contains a list of suggested goals for each job function.
You may use these goals as prompts for your own
objectives or you and your supervisor can add other
specific objectives to the list.
SMART Goals: Be sure as you establish your goals
that they are Specific, Measurable (set parameters),
Achievable (don’t set yourself up to fail), Relevant (keep
them related to your specific job function and career
development), and Time-Restricted (not open-ended;
you should be able to evaluate them at the end of the
year).
Weighting: Your supervisor will assign a weight to
each goal (total to equal 100%) to identify your
your strongest priorities and highest impact objectives.
The goals for the next period will serve as a roadmap for your work during the year.
The goals for the next period will serve as a roadmap for your work during the year.
ISO

9. Your image reflects our value.
Service
Stability
Strength
Satisfaction
ISO 13485
9001
ISO
Training and Development: Prior to completion
of the Performance Review, you will be prompted to
list training that you will perform during the upcoming
performance period. This training should complement
your objectives and help you to more fully complete
your upcoming goals. Training may also assist to remedy
poor performance completing goals from the previous
review cycle.
Comments: Both you and your supervisor are
are encouraged to leave comments that more fully
describe the conversation you have had and the mutual
understanding you should have of the objectives the
review sets out.
Signatures: Your signature along with that of your
supervisor and the HR manager will finalise the
assessment process and will render the completed
document as an official roadmap by which you will be
evaluated at the next review cycle.
Your review process is not complete until you have identified appropriate training opportunities, left any
comments or clarifications, and signed the completed document along with your supervisor and the HR
manager.

10. Your image reflects our value.
Service
Stability
Strength
Satisfaction
ISO 13485
9001
http://www.jotformeu.com/mesamedical/training_perf_assess
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