Action - Performance Management Assessment Sample #3


Performance Assessments that include Action:
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:
Action, Establishing Focus/Direction, Supervisory Skills, Initiative, Managing Risk, Regulatory/Compliance, Co-worker Development, Others, 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. Action: Changes course to meet the needs of a new situation. Takes corrective action when necessary. Delegates tasks and assignments to subordinates as soon as a request has been made. Does not procrastinate when there is a job to be done.
  1. Establishing Focus/Direction: Makes sure that employees understand and identify with the team's mission. Sets appropriate goals for employees. Makes sure that employees understand how their work relates to organizational goals. Aligns the department's goals with the goals of the organization.
  1. Supervisory Skills: Sets the objectives to be completed for the shift. Communicates equally well with all employees. Leads others through their commitment to the department. Offers non-monetary rewards as incentives for employees.
  1. Initiative: Initiates new projects for the department. Anticipates problems and initiates plans to address them. Looks for opportunities to move projects forward. Seizes upon opportunities available.
  1. Managing Risk: Increases business resilience. Create continuity plans. Creates a level of resilience in the organization. Aware of appropriate actions to minimize risks.
  1. Regulatory/Compliance: Explains regulations and procedures to others as required. Reviews operations and work flows to ensure compliance with standards. Works quickly to implement changes in regulations. Follows all safety regulations and procedures.
  1. Co-worker Development: Adapts coaching and mentoring approach to meet the style or needs of individuals Provides ongoing feedback to co-workers on their development progress Gives others development opportunities through project assignments and increased job responsibilities Works to identify root causes of performance problems
  1. Others: Consistently demonstrates ability and willingness to trust others. Able to see issues from others' perspectives. ...treats others with respect and dignity. Forms working relationships with employees from other departments.
  1. Organizational Fluency: Able to use corporate politics to advance department objectives. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Anticipates problems that may affect the department. Gets things done through the department.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments