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Accountability - Performance Management Assessment Sample #3


Performance Assessments that include Accountability:
Assessment 1 (5-point scale; IDP Comments)
Assessment 2 (3-point scale with Comments)
Assessment 3 (Manager Assessment; 360-Feedback)
Assessment 4 (3-point scale; Rating Limits)
Assessment 5 (3-point scale; Rating Limits)
Assessment 6 (5-point scale with Comments)
Assessment 7 (Comment Boxes Only; IDP)
Assessment 8 (Comment Boxes Only)
Assessment 9 (3-point scale with Letter Grade)
Assessment 10 (360-Feedback; Bonus/Merit Pay)
Assessment 11 (Core Values & Job Competencies)
Assessment 12 (4-point scale; 6 Comment Boxes)

Performance Management System
Supervisor: [Supervisor Name]


Signature: ___________________


Date: _____________ 		Employee: [Employee Name]


Signature: ___________________


Date: ___________
Job Title: Mid-Level Manager in X Department Hire Date:
Instructions:
This performance appraisal program is designed to provide a standardized method to:
  1. Provide an objective evaluation of an employee's performance and to share this feedback with the employee
  2. Assist in determining the true development needs of the employee and actions that should be taken to improve their job performance.
  3. This form is intended to ensure fair and equitable salary management. Please note that this review is one of several factors considered in salary decisions.
Manager-Assessment
As a manager, your feedback is crucial in capturing the achievements and performance of your employees during the review period. Please provide brief answers to the questions below. The information you share will be included in the employee's Performance Appraisal.

If you have additional printed sheets to submit, ensure they are signed, dated, and handed over to your Department Head. If you believe another individual should contribute to this review, kindly provide their name and contact details.

Part 1: Status Recommendation

If currently on Probational Status:



If on Regular Employment Status:

Justification for the above Status Recommendation:


Competencies Included:
Accountability, Management, Performance, Initiative, Managing Risk, Regulatory/Compliance, Responsible, Organizational Fluency

Part 2: Results of 360-Degree Feedback


The following are results from the 360-Degree Assessment conducted earlier in the year. This information can help guide the development of focus areas for the Individual Development Plan.
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  1. Accountability: Acts like an owner when they make decisions. Makes sure the supervisor is always informed of any important events. Encourages employees to take on greater responsibilities. Keeps supervisor informed of recent events.
  1. Management: Makes you feel enthusiastic about your work Sets an example for others to follow Takes responsibility for things that go wrong Delegate tasks effectively
  1. Performance: Works effectively in the department. Sets a high standard for job performance. ...Produce Quality ...Overall Performance
  1. Initiative: Addresses small problems before they become big ones. Anticipates problems and initiates plans to address them. Takes corrective action to rectify issues. Is an inspiration for others to perform above expectations.
  1. Managing Risk: Tracks risks in a project. Performs monthly risk management assessments. Accurately perceives potential risks in the workplace and initiates preventative measures. Determines the impact of specific risks on infrastructure.
  1. Regulatory/Compliance: Establishes a governance body to monitor and guide the organization's activities. Tracks employee participation in development opportunities as required by industry regulations. Offers training on various subjects to help ensure employees are aware of regulations. Ensures the company is in compliance with all laws regarding the production and transportation of product.
  1. Responsible: ...takes personal responsibility for results. Holds herself / himself accountable to goals / objectives Behavior is ethical and honest. Sets a good example.
  1. Organizational Fluency: Anticipates problems that may affect the department. Understands the current organizational culture. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Effective in communicating with others within the organization.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments