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Adaptability - Performance Management Assessment Sample #3


Performance Assessments that include Adaptability:
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:
Adaptability, Self-Management, Supervisory Skills, Delegation, Quality, Safety, Customer Focus, Co-worker Development, Coaching, Strategic Insight, 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. Adaptability: Embraces change and fosters an open-minded environment. Able to adjust to changes as needed. Able to respond to incidents without stopping the workflow. Adapts to diversity within the team.
  1. Self Management: Steps away from a situation to process appropriate response. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding. Analyzes interpersonal problems instead of reacting to them. Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
  1. Supervisory Skills: Follows the company standard procedures for allocating assignments. Maintains an even temper in stressful situations. Provides direction and coaching to employees. Successfully mediates conflicts between employees.
  1. Delegation: Clearly defines duties and tasks to be completed. Delegates authority and responsibility to subordinates and holds them accountable for their actions. Assigns tasks to create learning opportunities for the employees. Allows employees to decide how they wish to complete the tasks.
  1. Quality: Is flexible in addressing issues related to quality. Adjusts processes or procedures to improve quality results. Competently and accurately analyzes quality measures. Communicates with team members regarding best quality practices.
  1. Safety: Performs work safely. Committed to safety in the workplace. Develops a strong safety culture. Is aware of OSHA safety guidelines.
  1. Customer Focus: Is competent in handling difficult customers. Has received good feedback from customers. Exceeds expectations of the customers. Builds trust with the customer.
  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 Takes immediate action on poor performance
  1. Coaching: Helps employees to maintain high personal standards. Develops the skills and capabilities of others. Meets regularly with employees to coach them on areas that will enhance their performance Conducts regular performance appraisals and feedback.
  1. Strategic Insight: Strategically aligns projects to the goals of the company. Creates strategies that significantly benefit the Company. Observes employees at work to get better insight into the issues they are dealing with. Attends industry conferences to gain further insight into how other companies deal with similar issues.
  1. Organizational Fluency: Able to use corporate politics to advance department objectives. Able to deal with sensitive issues with tact and professionalism. Adept at navigating within the culture of 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