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.
  1. Accountability: Lets supervisor know of any setbacks to the progress on achieving goals. Regularly completes tasks on time. Can be counted on to do what they say they are going to do. Takes full responsibility for team's lack of progress.
  1. Management: Is ready to offer help Takes responsibility for things that go wrong Delegate tasks effectively Keep staff informed about what is happening in the company
  1. Performance: Listens and responds to issues and problems Has great overall performance Works effectively in the department. Shown significant improvement in job performance.
  1. Initiative: Takes the initiative to change the direction or course of events. Is proactive when preparing for potential problems or critical events. Looks for opportunities to move projects forward. Is proactive and gets things done.
  1. Managing Risk: Accepts risk as needed. Create continuity plans. Takes steps to reduce the occurrence of the risk events. Determines the impact of specific risks on finances.
  1. Regulatory/Compliance: Follows all safety regulations and procedures. Coordinates the work of other Business Managers to ensure all are in compliance with established standards and guidelines. Effectively communicates the importance of meeting compliance standards. Observes, monitors and coordinates compliance activities.
  1. Responsible: Responsible for setting the vision of the department. Acts as a resource without removing individual responsibility. Is a person you can trust. Behavior is ethical and honest.
  1. Organizational Fluency: Understands departmental policies and procedures. Gets things done through the department. Anticipates problems that may affect the department. Able to use corporate politics to advance department objectives.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments