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:


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. Bias for Action: Displays high energy and enthusiasm on consistent basis. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times). Seeks and utilizes opportunities for continuous learning and self-development. Encourages risk taking and experimentation to improve performance
  1. Supervisory Skills: Provides timely and thorough performance evaluations of employees. Introduces targeted training and development initiatives to address and elevate subpar performance. Is diligent about completing performance assessments on time. Conducts regular performance management sessions.
  1. Delegation: Clearly defines duties and tasks to be completed. Defines the roles, responsibilities, required actions, and deadlines for team members. Assigns tasks to create learning opportunities for the employees. Entrusts subordinates with important tasks.
  1. Quality: Able to identify quality issues critical to the organization. Leads the department in quality improvement initiatives. Makes sure cleanliness standards are met to reduce the possibility of contamination. Is a role model for quality practices and standards.
  1. Initiative: Is proactive when preparing for potential problems or critical events. Prepares for unexpected contingencies. Analyzes the needs of the situation and acts before being told to do so. Takes the initiative to change the direction or course of events.
  1. Managing Risk: Is responsible for regulatory, strategic, operational and project risk management. Quantifies current business practices to make better informed decisions. Implements strategic risk management in an objective and tactical way. Develops appropriate strategies to minimize risks.
  1. Regulatory/Compliance: Creates and maintains necessary regulatory documentation. Creates and administers training initiatives on compliance and regulations. Uses operational compliance reports to evaluate the effectiveness of internal processes. Offers training on various subjects to help ensure employees are aware of regulations.
  1. Coaching: Addresses employee behavior problems effectively. Helps employees to maintain high personal standards. Coaches employees in how to strengthen knowledge and skills to improve work performance. Develops the skills and capabilities of others.
  1. Conflict Management: Helps others to see perceptions that they have about an issue. Promotes openness and urges individuals to explore various options for resolving the conflict. Helps others avoid misperceptions about issues. Facilitates both parties in collaboratively seeking a compromise.
  1. Organizational Fluency: Understands the current organizational culture. Able to deal with sensitive issues with tact and professionalism. Able to use corporate politics to advance department objectives. Effective in communicating with others within the organization.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments