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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.
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  1. Action: Works across organizational lines and boundaries to attain goals. Takes corrective action when necessary. Starts immediately working on assignments. Is the first to volunteer for assignments.
  1. Establishing Focus/Direction: Helps guide employees with prioritizing tasks. Sets appropriate goals for employees. Makes sure that employees understand and identify with the team's mission. Makes sure that employees understand how their work relates to organizational goals.
  1. Supervisory Skills: Encourages employees to achieve their full potential. Communicates effectively to avoid issues, conflicts and errors on the job. Resolves personnel problems quickly and effectively. Gives employees the ability to complete their tasks as they see fit.
  1. Initiative: Expands the offerings of the department by working evenings and weekends. Acts quickly when a small problem arises to keep it from becoming a major issue. Initiates important conversation topics at meetings. Gladly seeks additional responsibilities.
  1. Managing Risk: Looks for opportunities to turn a risk event into an advantage for the company. Determines the impact of specific risks on reputation. Determines the impact of specific risks on marketplace. Gathers information regarding potential risks.
  1. Regulatory/Compliance: Follows all safety regulations and procedures. Reviews the compliance program and recommends changes based on new industry trends. Coordinates internal and external audit procedures. Performs regulatory risk management to manage the risks of compliance (or non-compliance).
  1. Co-worker Development: Gives others development opportunities through project assignments and increased job responsibilities Works to identify root causes of performance problems Takes immediate action on poor performance Sets and clearly communicates expectations, performance goals, and measurements to others
  1. Others: Consistently demonstrates ability and willingness to trust others. ...treats others with respect and dignity. Works across boundaries within the organization. Forms working relationships with employees from other departments.
  1. Organizational Fluency: Effective in communicating with others within the organization. Adept at navigating within the culture of the department. Able to deal with sensitive issues with tact and professionalism. Able to explain departmental policies and procedures to others.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments