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  1. Surveys
  2. 2007
  3. April
  4. P
  5. Performance Mgmt Process- CCF
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In keeping with CCF’s goal of continuous improvement, we are conducting a survey to improve our performance management process.

We need your candid feedback to make this process constructive and effective. Your answers will be completely confidential and your anonymity is guaranteed unless you choose to identify yourself. This survey is designed to be simple and take about 10-15 minutes to complete.

If you have questions at any time about the survey or the procedures, you may contact Julie Shore at The Titan Group at (804) 754-8330 or by email at [email protected].



Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.
 
 
 
* How long have you worked at Christian Children's Fund?
 
Less than one year
 
1-5 years
 
6-10 years
 
11-15 years
 
More than 15 years
 
 

* What is your organizational unit?
 
Global Programs (Includes Grants, Program, Child Sponsorship)
 
Finance & Operations
 
Marketing & Sponsor Services (includes Donor Services)
 
International Communications & Fundraising
 
Executive Office, Assurance, and Human Resources
 
Africa Region
 
Asia Region
 
Americas Region
 
 
Section 2- Current State of Performance Management
In this section of the suirvey, we would like you to tell us about your experience with performance management here at CCF, and what you would like to see in a new performance management process.
 
 
Have you received an annual written performance evaluation within the last 12 months?
*  
 
Yes
 
No
 
 
Using the following scale, how involved are you in the performance evaluation process?
No involvement Neutral Active participant
* Identifying performance goals
* Identifying training and development areas
* Providing a self-assessment
 
 
Using the following scale, how involved are you in the performance evaluation process?
No involvement Neutral Active participant
* Identifying performance goals
* Identifying training and development areas
* Providing a self-assessment
 
 

* What is your overall assessment of the most recent performance evaluation process that you’ve been a part of here at CCF?
 
Very ineffective – it is basically meaningless
 
Ineffective
 
Effective
 
Highly effective. I get out a lot of this process
 
 

* How often does your supervisor give you informal feedback on your job performance?
 
Daily
 
Weekly
 
Monthly
 
Annually
 
Can't remember the last time
 
 
Please rate the following as to its importance in a revised and improved CCF performance management process:
Not important at all Somewhat important Neutral Important Critically important
* Ease of use
* Establishment of individual performance goals
* Establishment of job-based performance targets
* A process for linking individual goals & performance targets to organizational goals
* Employee involvement (in goal setting, self-assessment, etc.)
* Consistency in application
* Training on the performance management process for supervisors
* Training on the performance management process for employees
* Professional development planning
* Linkage of performance ratings to pay increases (pay for performance)
* Recognition for exceptional performance
 
 
 
* Do you manage people in your current position?
 
Yes
 
No
 
 
 
Yes No
Have you received training here at CCF on the steps of the performance management cycle (developing goals, coaching, providing feedback, evaluating performance)?
Have you received training outside of CCF on the steps of the performance management cycle (developing goals, coaching, providing feedback, evaluating performance)?
 
 
Section 3- Identification of Core Competencies

In this section of the survey, we would like your feedback on the IMPORTANCE and FREQUENCY of competencies (knowledge, skills and behaviors) that are critical to outstanding job performance.
Performance includes both achieving job-based performance standards, as well as demonstrating the competencies (knowledge, skills and behaviors) necessary for outstanding job performance. Sometimes it’s useful to think of Performance as both the “what” (job goals) and the “how” (job competencies).

We need your help in identifying the core competencies that are needed for exceptional performance here at CCF.

We have identified a set of competencies that are linked to the CCF Beliefs of Respect, Service, Teamwork, Integrity, Accountability, and Accuracy. For each of the following competencies, please indicate how important the competency is to exceptional performance in your position.
 
 
Competencies (Respect)
Critical Important Somewhat important Not essential N/A- not applicable
Builds Relationships: Builds trust; Treats everyone with dignity, courtesy and respect; Demonstrates interest; Seeks/shares information; Serves as a positive role model; Values differences; Shares a contagious enthusiasm that promotes a positive attitude in others
Interpersonal Skills: Demonstrates self-awareness in dealings with others; Considers and responds appropriately to the needs, feelings and capabilities of others; Balances emotions with reasoning; Develops rapport with a wide range of people; Demonstrates willingness to grow by seeking feedback
 
 
Competencies (Service)
Critical Important Somewhat important Not essential N/A- not applicable
Service: Takes ownership for problems – is willing to go the extra mile; Ensures consistent, quality treatment of customers; Anticipates and understands customer needs; Keeps the customer as the focal point for all activities; Ensures customers have a positive experience; Balances conflicting CCF and customer needs
Organizational Commitment: Understands and can describe CCF’s services and goals; Supports CCF mission, values and strategies; Demonstrates personal commitment to CCF
Innovation: Approaches job with imagination and originality; Develops new ideas and suggestions for achieving goals and objectives; Works to improve current procedures
 
 
Competencies (Teamwork)
Critical Important Somewhat important Not essential N/A- not applicable
* Teamwork: Is helpful to other team members; Volunteers to assist other team members; Shares resources; Cooperates
* Communication: Expresses thoughts clearly in writing; Is an effective speaker; Listens to all points of view with an open mind; Listens carefully without interrupting
* Facilitation Skills: Guides people and processes to effective solutions; Influences outcomes using technical expertise and negotiation skills; Mediates between conflicting viewpoints; Maintains focus on outcomes
 
 
Competency (Integrity)
Critical Important Somewhat important Not essential N/A- not applicable
* Works Smart: Controls costs; Focuses on speed/accuracy; Uses tools and resources wisely; Eliminates re-work; Follows through; Organizes and prepares; Decisions support goals
 
 
Competencies (Accountability)
Critical Important Somewhat important Not essential N/A- not applicable
* Accountability: Accepts responsibility for one’s own actions; Makes prompt decisions within the scope of authority; does not push decisions to higher levels unnecessarily; Supports Manager Goals/Company Direction; Works to be better; Stays focused on things within own control
* Achieves Results: Meets established goals; Goes beyond goals to achieve success; Balances unexpected and ongoing responsibilities; Responds quickly and effectively to changes; Overcomes obstacles to complete projects successfully; Sets high personal standards
* Planning Skills: Maintains a focus on the future; Develops goals; Aligns and integrates efforts with others; Evaluates and refines plans
* Project Management: Is an effective multi-tasker; Coordinates tasks and resources; Focuses on outcomes; Delivers projects on time and within budget
 
 
Competencies (Accuracy)
Critical Important Somewhat important Not essential N/A- not applicable
* Job Knowledge: Knows job and contributes to goals; Proficient with Microsoft office products, CCF databases and job-specific software; Follows policies and procedures; Understands the agency mission, products and services relevant to job assignment; Understands how work impacts others; Assists others; Learns/applies new job-related information; Aware of Business Ethics and Conflict of Interest Policy
* Critical Thinking & Decision-Making: Demonstrates ability for lateral thinking; Analyzes and synthesizes data; Demonstrates sound judgment and makes effective decisions
 
 
Competencies (Leadership)
Critical Important Somewhat important Not essential N/A- not applicable
Managing Others: Establishes goals; Supports employee development; Gives recognition to producers of high quality work; Shows appreciation when others give extra effort; Accomplishes long-term objectives by planning incremental steps; Hires/advances fairly; Utilizes talents/abilities; Facilitates change and provides direction; Develops cooperation; Regularly conducts performance management reviews
Strategic Thinking: Actively participates in the development and/or implementation of CCF’s vision and strategic plan; Translates CCF's vision and values into strategic actions; Projects future challenges and impact on human resources and work processes; Clearly communicates CCF’s mission, vision, values and strategy to employees; Takes initiative to create new policies, processes and practices that reinforce CCF’s culture and strategies
Managing Corporate Goals: Understands and explains how goals relate to work group; Supports goals that cross divisions; Leads team to surpass work group goals; Ensures quality of team work products
Change Leadership: Is flexible; Aligns departmental performance goals to coincide with organizational priorities; Supports decisions that are unpopular, but that are needed to move the organization in a positive direction; Anticipates and plans for changing situations
 
 
Frequency Ratings of Competencies
Next, for each of the following competencies, please indicate how frequently each competency is required on a day to day basis.
 
 
Competencies (Respect)
Regularly Frequently Occasionally Rarely N/A- not applicable
* Builds Relationships: Builds trust; Treats everyone with dignity, courtesy and respect; Demonstrates interest; Seeks/shares information; Serves as a positive role model; Values differences; Shares a contagious enthusiasm that promotes a positive attitude in others
* Interpersonal Skills: Demonstrates Self-awareness in dealings with others; Considers and responds appropriately to the needs, feelings and capabilities of others; Balances emotions with reasoning; Develops rapport with a wide range of people; Demonstrates willingness to grow by seeking feedback
 
 
Competencies (Service)
Regularly Frequently Occasionally Rarely N/A- not applicable
* Service: Takes ownership for problems – is willing to go the extra mile; Ensures consistent, quality treatment of customers; Anticipates and understands customer needs; Keeps the customer as the focal point for all activities; Ensures customers have a positive experience; Balances conflicting CCF and customer needs
* Organizational Commitment: Understands and can describe CCF’s services and goals; Supports CCF mission, values and strategies; Demonstrates personal commitment to CCF
* Innovation: Approaches job with imagination and originality; Develops new ideas and suggestions for achieving goals and objectives; Works to improve current procedures
 
 
Competencies (Teamwork)
Regularly Frequently Occasionally Rarely N/A- not applicable
* Teamwork: Is helpful to other team members; Volunteers to assist other team members; Shares resources; Cooperates
* Communication: Expresses thoughts clearly in writing; Is an effective speaker; Listens to all points of view with an open mind; Listens carefully without interrupting
* Facilitation Skills: Guides people and processes to effective solutions; Influences outcomes using technical expertise and negotiation skills; Mediates between conflicting viewpoints; Maintains focus on outcomes
 
 
Competency (Integrity)
Regularly Frequently Occasionally Rarely N/A- not applicable
* Works Smart: Controls costs; Focuses on speed/accuracy; Uses tools and resources wisely; Eliminates re-work; Follows through; Organizes and prepares; Decisions support goals
 
 
Competencies (Accountability)
Regularly Frequently Occasionally Rarely N/A- not applicable
* Accountability: Accepts responsibility for one’s own actions; Makes prompt decisions within the scope of authority; does not push decisions to higher levels unnecessarily; Supports Manager Goals/Company Direction; Works to be better; Stays focused on things within own control
* Achieves Results: Meets established goals; Goes beyond goals to achieve success; Balances unexpected and ongoing responsibilities; Responds quickly and effectively to changes; Overcomes obstacles to complete projects successfully; Sets high personal standards
* Planning Skills: Maintains a focus on the future; Develops goals; Aligns and integrates efforts with others; Evaluates and refines plans
* Project Management: Is an effective multi-tasker; Coordinates tasks and resources; Focuses on outcomes; Delivers projects on time and within budget
 
 
Competencies (Accuracy)
Regularly Frequently Occasionally Rarely N/A- not applicable
* Job Knowledge: Knows job and contributes to goals; Proficient with Microsoft office products, CCF databases and job-specific software; Follows policies and procedures; Understands the agency mission, products and services relevant to job assignment; Understands how work impacts others; Assists others; Learns/applies new job-related information; Aware of Business Ethics and Conflict of Interest Policy
* Critical Thinking & Decision-Making: Demonstrates ability for lateral thinking; Analyzes and synthesizes data; Demonstrates sound judgment and makes effective decisions
 
 
Competencies (Leadership)
Regularly Frequently Occasionally Rarely N/A- not applicable
* Managing Others: Establishes goals; Supports employee development; Gives recognition to producers of high quality work; Shows appreciation when others give extra effort; Accomplishes long-term objectives by planning incremental steps; Hires/advances fairly; Utilizes talents/abilities; Facilitates change and provides direction; Develops cooperation; Regularly conducts performance management reviews
* Strategic Thinking: Actively participates in the development and/or implementation of CCF’s vision and strategic plan; Translates CCF's vision and values into strategic actions; Projects future challenges and impact on human resources and work processes; Clearly communicates CCF’s mission, vision, values and strategy to employees; Takes initiative to create new policies, processes and practices that reinforce CCF’s culture and strategies
* Managing Corporate Goals: Understands and explains how goals relate to work group; Supports goals that cross divisions; Leads team to surpass work group goals; Ensures quality of team work products
* Change Leadership: Is flexible; Aligns departmental performance goals to coincide with organizational priorities; Supports decisions that are unpopular, but that are needed to move the organization in a positive direction; Anticipates and plans for changing situations
 
 

* Please select the 5 competencies that are most important in your position.
 
Builds Relationships
 
Interpersonal Skills
 
Service
 
Organizational Commitment
 
Innovation
 
Teamwork
 
Communication
 
Facilitation Skills
 
Works Smart
 
Accountability
 
Achieves Results
 
Planning Skills
 
Project Management
 
Job Knowledge
 
Critical Thinking & Decision-Making
 
Managing Others
 
Strategic Thinking
 
Managing Corporate Goals
 
Change Leadership

 
 
 
Do you have any additional competencies that are important to your position, but were not listed? If yes, please list below.
   
 
 
 
Please provide us with any additional thoughts you have on the performance management process.
   
 
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