Attitude - Performance Management Assessment Sample #3


Performance Assessments that include Attitude:
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:
Attitude, Flexibility, Creativity, Delegation, Time Management, Objectives, Interpersonal Skills, Client Focus, Developing Others

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. Attitude: Treats all people fairly and with respect. Builds open and trusting relationships. Contributes to a positive work environment. Is gracious and professional in their interactions with others.
  1. Flexibility: Focuses on continuous improvement strategies. Allows for flexibility in the agenda for the team meeting. Possesses a high degree of flexibility to meet the challenges posed by unforeseen circumstances. Willing to try new approaches to solving problems if the current solution isn't working.
  1. Creativity: Conceives, implements and evaluates ideas. Adds value to the department/organization. Is creative. Creates a lot of new ideas.
  1. Delegation: Defines goals and objectives for subordinates. Assigns tasks to create learning opportunities for the employees. Defines the roles, responsibilities, required actions, and deadlines for team members. Tells subordinates what to do, not how to do it.
  1. Time Management: Delegates tasks to those with free time to do them. Maintains precise time logs for billing. Makes the most of limited time available. Stays undistracted by personal devices while on the clock.
  1. Objectives: Able to organize work. Assures [Company] principles are understood, employed & pursued. Effectively organizes resources and plans Establishes goals and objectives.
  1. Interpersonal Skills: Takes time to recognize the efforts of others. Is a role model for others demonstrating the importance of interpersonal skills. Appreciates the extra efforts made by coworkers. Gives credit where credit is due.
  1. Client Focus: Prioritizes client issues based on urgency. Regularly receives positive feedback from clients. Is consistent in services provided to clients. Is above average in addressing the needs of the clients.
  1. Developing Others: Assigns tasks and responsibilities to develop skills of others. Supports the successes of other employees. Recognizes and celebrates accomplishments of others. Develops employees by offering and encouraging them to take on new or additional responsibilities.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments