hr-survey.com

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.
Edit this Survey
Would you like to edit this survey? Click here to begin.


  1. Achievement: Schedules time for self and others to optimize high priority and long term actions. Monitors progress towards business goals. Reduces staff turnover. Takes calculated risks to achieve higher levels of performance. Follows-up and takes action when goals are not met to ensure better results in the future.
  1. Quality: Adopts and implements best practices when it comes to quality procedures. Adjusts processes or procedures to improve quality results. Encourages others to produce the highest quality work products. Provides advice and guidance to team members on improving quality controls.
  1. Trustworthy: Takes care to maintain confidential information. Is trustworthy; is someone I can trust. Communicates an understanding of the other person's interests, needs and concerns. Delivers on promises made.
  1. Developing Others: Supports the successes of other employees. Tries to ensure employees are ready to move to the next level. Sets performance objectives for subordinates that encourages development opportunities. Encourages employees through recognition of positive changes in behavior.
  1. Business Acumen: Understands the costs, profits, markets, and added value of issues. Gathers essential customer data to align our products with their expectations. Assists others in understanding business changes. Creates strategic plans that conform with regulations and industry guidelines.
  1. Strategic Insight: Pursues strategic alliances with valued partners. Implements long-term solutions to problems. Creates values statement to ensure all employees are working under the same guiding principles. Adjusts strategic plans based on insights gathered from different points of view.
  1. Vision: Pinpoints challenges and devises strategies. Detects problems early on and creates well-thought-out solutions to ensure the company continues to progress smoothly. Adept at creating and actualizing a strategic roadmap for the organization. Sets a schedule for achieving the organization's vision.
  1. Continual Improvement: Searches for new methods, techniques, and processes that increase efficiency and reduce costs. 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: Acquires and allocates internal and external resources needed for the project. Initiates large projects. Keeps accurate records regarding the costs of various aspects of the project. Conducts a risk assessment for the project.
  1. Delegation: Defines goals and objectives for subordinates. Delegates authority and responsibility to subordinates and holds them accountable for their actions. Tells subordinates what to do, not how to do it. Allows subordinates to use their own methods and procedures.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments