Achievement - Performance Management Assessment Sample #3


Performance Assessments that include Achievement:
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:
Achievement, Quality, Trustworthy, Developing Others, Business Acumen, Strategic Insight, Vision, Continual Improvement, Project Management, Delegation

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. Achievement: Takes reasonable risks to achieve desired results. Inspires others to work with a sense of urgency. Takes calculated risks to achieve higher levels of performance. Takes immediate action of projects that fall behind schedule.
  1. Quality: Ensures high consistency across batches or production runs. Evaluates and improves the quality of services and products. Reflects on what is working and what could be improved. Encourages others to produce the highest quality work products.
  1. Trustworthy: Builds and maintains the trust of others. Takes ownership, delivers on commitments Seeks to mitigate grievances by clarifying intentions and finding suitable remedies. Consistently keeps commitments.
  1. Developing Others: Creates a work environment that fosters positive feedback to employees. Assigns tasks and responsibilities to develop skills of others. Supports the successes of other employees. Is open to receiving feedback.
  1. Business Acumen: Views problems from a business perspective, opportunity, investment, risks, and anticipated results Seeks to better understand other areas of the company, including their operations, personnel, and output. Understands our competitors and their strengths and weaknesses. Establishes key performance indicators (KPIs) to measure progress and success.
  1. Strategic Insight: Develops a plan and strategy for each functional area within the mission statement. Anticipates business cycles and trends and makes adjustments in a timely manner. Lets employees know how their roles contribute toward the achievement of strategic company objectives. Creates a mission statement describing the purpose for the organization.
  1. Vision: Tasks employees with realizing the vision. Assigns the responsibility of implementing the vision to the team, ensuring they have clear guidance, adequate resources, and the necessary authority. Supports a positive vision for the future that increases market share and the bottom line. Influences the attitudes and behaviors of subordinates to match the department's vision.
  1. Continual Improvement: Promotes training and development opportunities to enhance job performance. Looks for ways to improve work processes and procedures. Open to the suggestions from others. Analyzes processes to determine areas for improvement.
  1. Project Management: Works with both internal and external individuals to facilitate the project. Meets with stakeholders to determine the requirements for the project. Able to adjust project schedule as needed to accommodate unforeseen issues. Implements risk mitigation strategies to help move the project to successful completion.
  1. Delegation: Clearly defines duties and tasks to be completed. Sets clear and reasonable expectations for others and follows through on their progress. Assigns tasks to create learning opportunities for the employees. Delegates authority and responsibility to subordinates and holds them accountable for their actions.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments