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Bias for Action - Performance Management Assessment Sample #3


Performance Assessments that include Bias for 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:
Bias for Action, Supervisory Skills, Delegation, Quality, Initiative, Managing Risk, Regulatory/Compliance, Coaching, Conflict Management, 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. Bias for Action: Seeks and utilizes opportunities for continuous learning and self-development. Coach others to foster an environment which can adapt quickly and willingly to rapid change. Completes work on time Identifies ways to simplify work processes and reduce cycle times
  1. Supervisory Skills: Appropriately recognizes and rewards employees. Sets a good example for others to follow. Successfully mediates conflicts between employees. Contributes to a productive work environment for the team.
  1. Delegation: Defines the roles, responsibilities, required actions, and deadlines for team members. Delegates authority and responsibility to subordinates and holds them accountable for their actions. Defines goals and objectives for subordinates. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee.
  1. Quality: Evaluates and improves the quality of services and products. Creates quality improvement programs and processes. Understands and uses established quality procedures/controls. Able to anticipate quality issues and take preventative actions.
  1. Initiative: Takes the initiative to complete tasks ahead of schedule. Addresses small problems before they become big ones. Analyzes the needs of the situation and acts before being told to do so. Engages with new customers immediately.
  1. Managing Risk: Seeks to maintain the long-term viability of the Company through effective risk management. Understands how to meet regulatory compliance. Decides what actions will be taken. Uses actionable data and analytics to improve risk tolerance.
  1. Regulatory/Compliance: Keeps informed of various regulations and procedures. Explains regulations and procedures to others as required. Uses operational compliance reports to evaluate the effectiveness of internal processes. Creates documents and reports as needed to maintain compliance with regulations.
  1. Coaching: Provides clear, motivating, and constructive feedback. Meets regularly with employees to coach them on areas that will enhance their performance Helps employees to maintain high personal standards. Conducts regular performance appraisals and feedback.
  1. Conflict Management: Able to settle disputes equitably. Discusses conflict situations with supervisor. Views conflicts as opportunities to create constructive and novel solutions to problems. Prepares team members to accept differing view points.
  1. Organizational Fluency: Able to explain departmental policies and procedures to others. Anticipates problems that may affect the department. Understands the current organizational culture. Able to deal with sensitive issues with tact and professionalism.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments