Hi Daryn
Probably there is no scale for employee performance covering all the aspects which you have mentioned. First of all you should be clear about the operational definition of the variable that you are going to measure. In your case, it seems to me you are not quite clear about the operationalization of your construct. It has been well established in literature that commitment and satisfaction of employee lead to better performance, meaning that these are analytically distinct constructs,which are positively correlated with performance but not the dimensions of performance. For increased output, sales, reduced operational costs, reduced overtime you will not require survey questions as you can directly get the figures for those variables.
For commitment and satisfaction several scales are available. Please refer 'Taking the Measure of Work: A Guide to Validated Scales for Organizational Research and Diagnosis by D L Fields Sage publication.
As far as commitment is concerned, I believe Allen and Meyer's work (1991, 1996 and quite a few others) on the three-component model will be quite useful. It captures affective, calculative and normative commitment dimensions. I believe for performance you could develop a subjective measure by asking the person how they think there performance is on the past few projects and then triangulate it by asking their peers and superiors about their performance. Have a look at the way Johnson and Tellis (2008) measured success. Could be helpful.
you can develop a simple job performance model like person -> process -> product/service. you can have factors for measuring person like knowledge, skill,
Experience, Attitude, Ability, Temperament and personality. Based on these factors you can develop an questionnaire.
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